SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees. (b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work (c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months. (d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list). (a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit. (b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down. (c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days. (d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days. (e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months. 5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement. 5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch. (a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees. (b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division. (c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work (a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option. (b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply: (i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority; (ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first); (iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job; (iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping. (v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary. (c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by defined for the purpose of this Agreement as the net credited service of the employee. Net credited service shall mean continuous employment with the City beginning with the date and hour on which such employees become full-the employee began to work after last being hired, less deductions for leave of absence or unauthorized absences; plus paid sick time, workers compensation time employeesoff, plus Armed Forces Service. Employees who transfer into the Unit from other City Departments shall retain seniority for purposes of determining fringe benefit allocations, in which case, all prior seniority will apply.
(b) Seniority shall New employees will be applicable by Branch and Division for full-time considered probationary employees for a period of not less than one year from the following purposes: date of permanent employment. An employee may be terminated at any time during the selection trial service period by the appointing authority without the right of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of workappeal or a hearing.
(c) A Branch An employee's probation may be extended for another (consecutive) period of six (6) months after review and Divisional full-time seniority list decision by joint bargaining committee and a separate Branch part- time seniority list shall be placed on in such cases the Employer’s bulletin board and forwarded to each respective Local Union every 6 monthsprovisions of paragraph (b) above will apply throughout this extended period.
(d) For all new Part-time Employees laid off without misconduct on their part and who make a request in writing within two years after separation from the service shall have their names placed on either or both a general reemployment or departmental reemployment list, depending upon the request. The rank of such employees hired after ratification, seniority on the list shall be determined by a combined rating giving equal consideration to efficiency as demonstrated on the job and the length of service with the City. The eligibility of all candidates on reemployment lists shall expire two years from the date of hire as a part-time employee. Part-time employees their separation from the service; renewal of reemployment eligibility shall be placed on a year-to-year basis and must be requested in writing by candidates before expiration of their current eligibility. In cases where an employee is separated because of a job-related disability, and a financial settlement is reached between the appropriate part-time seniority list in accordance with this ArticleCity and the disabled employee, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination that person shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements eligible for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed inclusion on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar daysreemployment list.
(e) Any Seniority shall be figured on a departmental basis.
(f) The employer will post departmental seniority lists annually.
(g) An employee who has been awarded a full-time vacancy will shall lose his seniority for the following reasons only:
(1) He quits.
(2) He is discharged and the discharge is not be able to apply reversed through the procedure set forth in this Agreement.
(3) He is absent for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any consecutive working days without notifying the Employer. The Employer will send written notification to the employee who at his last known address that he has lost his seniority and his employment has been promoted to a permanent position outside terminated. If the disposition made of any such case is not satisfactory, the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions matter may be subject referred to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branchgrievance procedure.
(a4) Whenever forty (40) hours of If he does not return to work per week shall be regularly available to a single part-time employee, when recalled from layoff as set forth in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employeesrecall procedure.
(bh) The parties agree An employee who is injured on duty shall continue to accumulate seniority during his absence due to such injury and shall be reinstated upon recovery to his former position with full seniority rights, provided he is physically qualified to return to work. It is understood that while part-time employees may be assigned when such an employee returns to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06work, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order regular rules of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, as set forth in ARTICLE 7 above, will prevail for those men below him on the following procedure shall apply:seniority list unless otherwise mutually agreed between the City and the Union.
(i) all lay-offs in the Division or Branch where applicable Seniority shall be a factor for consideration in reverse order of seniority;
(ii) the affected junior selecting an employee for promotion in any department. The other two factors shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingqualifications.
(vj) Employees who have the ability and qualifications assigned to bump into a vacancies or new position positions will be provided with given a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction reasonable opportunity, not to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for exceed six (6) calendar months, to demonstrate their qualifications and ability to fill such vacancies or positions. At If the conclusion employee is unable to qualify for the new position, he shall be returned to his original classification with no loss of seniority in the six (6) calendar months,original classification.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. This entire article will be read in conjunction with the job protection language agreement in Article II (c).
(a) Seniority shall be by work classification over the system and shall accrue from the date of entering the classification. The work classifications to be recognized for fullseniority purposes shall be those listed at the beginning of this Agreement. The names of all supervisory employees of the Company who have been or who are promoted from classifications covered by this Agreement shall be maintained on the seniority list. However, an employee shall not accrue classification seniority in any position of a temporary nature. An employee laid off may bump any junior employee in his classification first, or in any other classifications in which he has seniority. Any employee covered under the job security provision contained within Article II (c) and who has exhausted the appropriate provisions of Article VIII, under his/her Collective Bargaining Agreement, will be guaranteed a position under the BA/IAM agreements regardless of having established any previous classification seniority. In re-time employment the Company will recall employees shall in the reverse order of layoff. The seniority of each supervisory employee regularly assigned and actively employed as such on the effective date of this Agreement will be established as of a date to be determined by Branch and Division where applicable giving consideration to all time spent in continuous service in the Company in the classification covered by the date on scope of this Agreement in which such employees become full-time employeeshe had been regularly assigned.
(b) Seniority shall be applicable by Branch and Division for full-time employees plus the ability to satisfactorily perform the work required for the following purposes: job in question shall govern all employees covered by this Agreement in preference of shifts, in case of lay-off, re-employment after lay-offs, and in all promotions, demotions or transfers within the classifications covered by this Agreement. Any employee covered under the job security provision contained within Article II (c) and who has exhausted the appropriate provisions of Article VIII, under his/her Collective Bargaining Agreement, will be guar- anteed a position under the BA/IAM agreements regardless of having established any previous classification seniority. Seniority shall govern all Representatives covered by this Agreement with regard to the selection of vacations shifts, vacations, lay-offs, re-employment after lay-offs overtime opportunities as outlined and all demotions or transfers within classifications covered by this Agreement. Seniority, qualifications for the position and ability to perform the duties required for the job in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of workquestion shall govern all promotions with- in classifications covered by this Agreement.
(c) A Branch and Divisional full-time In a reduction of force, employees to be laid off will be privileged to exercise their seniority list and a separate Branch part- time in any classification in which they have previously established seniority rights. Employees will be laid off only in accordance with their seniority within the work unit in which they are employed. The seniority list shall show unit seniority. Any employee covered under the job security provision contained within Article II (c) and who has exhausted the appropriate provisions of Article VIII, under his/her Collective Bargaining Agreement, will be placed on guaranteed aposition under the Employer’s bulletin board and forwarded to each respective Local Union every 6 monthsBA/IAM agreements regardless of having established any previous classification seniority.
(d) For all In the restoration of force, employees will be re-employed in the order of seniority within their unit.
(e) In the event of the geographical relocation in whole or in part of any of the work performed by employees covered by this Agreement, the employees affected will be given an opportunity to transfer to the new Part-time location with transportation paid and in accordance with the provisions set forth in paragraph (e) of Article VII for the employee and his dependents living with him, and given full credit for their accumulated classification seniority at the point to which the work is transferred in whole or in part. The Company will also arrange to transfer the employee’s household effects at Company expense. Each employee will be given five (5) relocation days with pay and a resettlement allowance of $3,000. It is understood the increase or expansion of facilities at a particular point that does not involve a reduction in jobs or facilities at another point shall not be construed as a geographical relocation of work in whole or in part.
(f) Except as otherwise provided in this Agreement, new employees hired after ratification, seniority the effective date of this Agreement shall be determined regarded as probationary employees for the ninety (90) days of their employment and there shall be no responsibility on the part of the Company for the re-employment of temporary employees if they are discharged or laid off during this period. This period may be extended by mutual agreement between the date Company and the Union. If retained in the service after the probationary period, the names of hire as a part-time employee. Part-time such employees shall then be placed on the appropriate part-time seniority list for their respective classification in accordance with this Article, based the order of the date of their original hiring at the point and on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their senioritysystem seniority roster. The Company will include required qualifications in furnish the Local Committee with names, classification, department and rate of pay of all job postings. The Company will provide necessary training required for positions new employees within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken downbeing employed.
(cg) When a full-time vacancy existsSeniority lists by classifications shall be furnished to the Local Chairman and the International Union, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will and shall be posted as a temporary full-time vacancy without benefitsin each shop, provided the employee notifies the employer he hangar, or facility, January lst of each year and shall be off for twenty-one revised each six (21)calendar days.
(d6) Where the filling of a vacancy results in a crossover from one Division months thereafter. Such lists shall be subject to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay correction upon protest for a period of thirty (30) days; if no less than complaint is made within thirty (30) days after posting, the list as published will be assumed to be correct and no changes will be made except under extraordinary circumstances. In preparing seniority lists when it is impossible to determine the proper order by date of entering the classification or by length of service with the Company, then the names shall be listed in alphabetical order by surnames, as listed on their original employment application.
(h) Employees will lose their seniority status and their names will be removed from seniority lists under the following conditions:
1. He quits or resigns from the Company or accepts a position within the Company which is not under the jurisdiction of the IAMAW for a period in excess of six (6) months. A waiver of this six month provision may be granted by mutual agreement.
2. He is discharged for just cause.
3. He is absent from work for three (3) monthsconsecutive work days without properly notifying the Company of the reason for his absence, and not then if a satisfactory reason is given for not so notifying the Company.
5.03 Any employee who has been promoted 4. He does not inform the Company in writing or by telegraph of his intention to return to service within seven (7) days of receipt of a permanent position outside of notice offering to re-employ him.
5. He does not return to the bargaining unit and service on or before a date specified in the notice from the Company after a reasonable trial period lay-off, which date should not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,fifteen
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) A. Seniority for full-the purpose of this contract shall be calcu lated by continuous service from the last date of employment (except as otherwise provided). Seniority list for all full time employees and a separate list for all part time employees shall be determined by Branch and Division where applicable set up by the date on which such employees become full-time employeesEmployer and shall be furnished to the Union upon request. Seniority areas governing this Agreement are outlined in Exhibit “ C,” attached hereto and made a part hereof. Seniority shall prevail in the following instances in the manner as listed hereafter.
B. The Employer agrees to give a week’s notice or a week’s pay in lieu of a week’s notice to full time employees with six (b6) Seniority months service and three (3) days’ notice or three (3) days’ pay to part time employees with twelve (12) months service who are laid off due to lack of work. All employees likewise shall give a week’s notice prior to intended resignation. It is mutually agreed that after termination notice has been given by either party, no new request for sick benefits shall be applicable granted.
C. Employees laid off due to the store closing or reduction of employment shall be laid off by Branch order of the most recent hired and Division for full-shall be rehired in the reverse order of the layoff, with due consideration given job classification. Employees laid off and subsequently recalled within six (6) months will retain former seniority. Employer agrees to go beyond the seniority areas in the case of full time layoffs in distressed areas. How ever, Employer will decide what store to transfer the employee to. There shall be no bumping by seniority.
1. Full time employees for the following purposes: the selection to be laid off shall have option of vacations lay-offs overtime opportunities as outlined in Article 9part time employment, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed at the top of the part time seniority list, or may take a complete layoff. They shall have right of recall on any full time opening, provided they can do the Employer’s bulletin board work. Full time employees reduced from full time to part time through no fault of their own will retain Blue Cross and forwarded Blue Shield coverage for a period of six (6) months. The Em ployer will pay the monthly composite rate as certified by the Trustees to each respective Local Union every 6 monthsthe “ Fund” for this coverage.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy2. The Employer shall determine combine existing part time assign ments on a seniority basis, unless such hours duplicate each other, providing the ability employee can do the work, so as to provide the maximum part time employment per individual within the definition of part time employment, and qualifications necessary for further to create as many full time positions as possible.
D. The Employer recognizes the full-time vacancyprinciple of seniority as being one in which the movement of an employee from one job to another or from one location to another through promotion, provided such determination shall not be unreasonable and demotion, layoff, recall after layoff, or permanent transfer, shall be subject governed by the length of service of the employee, and in con nection with such movement the Employer may take into con sideration as to each employee involved his ability to perform the grievance procedure. Any employee who has been selected work.
E. Employees having more than one (1) year’s seniority on either the night or day shift shall have the right to fill request a full-time vacancy and within a sixty (60) transfer to or from the night or day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancyshift on an individual store basis.
F. Employees on leave of absence, he/she shall be restored to their former position and sick leave, or maternity leave shall retain their seniority. The Company will include required qualifications in former standing on all job postings. The Company will provide necessary training required for positions within the bargaining unitseniority lists.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) A. Seniority for full-the purpose of this contract shall be calcu lated by continuous service from the last date of employment (except as otherwise provided). Seniority list for all full time employees and a separate list for all part time employees shall be determined by Branch and Division where applicable set up by the date on which such employees become full-time employeesEmployer and shall be furnished to the Union upon request. Seniority areas governing this Agreement are outlined in Exhibit “ C,” attached hereto and made a part hereof. Seniority shall prevail in the following instances in the manner as listed hereafter.
B. The Employer agrees to give a week’s notice or a week’s pay in lieu of a week’s notice to full time employees with six (b6) Seniority months service and three (3) days’ notice or three (3) days’ pay to part time employees with twelve (12) months service who are laid off due to lack of work. All employees likewise shall give a week’s notice prior to intended resignation. It is mutually agreed that after termination notice has been given by either party, no new request for sick benefits shall be applicable granted.
C. Employees laid off due to the store closing or reduction of employment shall be laid off by Branch order of the most recent hired and Division for full-shall be rehired in the reverse order of the layoff, with due consideration given job classification. Employees laid-* off and subsequently recalled within six (6) months will retainer former seniority. Employer agrees to go beyond the seniority-^" areas in the case of full time layoffs in distressed areas. How ever, Employer will decide what store to transfer the employee to. There shall be no bumping by seniority.
1. Full time employees for the following purposes: the selection to be laid off shall have option of vacations lay-offs overtime opportunities as outlined in Article 9part time employment, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed at the top of the part time seniority list, or may take a complete layoff. They shall have right of recall on any full time opening, provided they can do the Employer’s bulletin board work. Full time employees reduced from full time to part time through no fault of their own will retain Blue Cross and forwarded Blue Shield coverage for a period of six (6) months. The Em ployer will pay the monthly composite rate as certified by the Trustees to each respective Local Union every 6 monthsthe “ Fund” for this coverage.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy2. The Employer shall determine combine existing part time assign ments on a seniority basis, unless such hours duplicate each other, providing the ability employee can do the work, so as to provide the maximum part time employment per individual within the definition of part time employment, and qualifications necessary for further to create as many full time positions as possible.
D. The Employer recognizes the full-time vacancyprinciple of seniority as being one in which the movement of an employee from one job to another or from one location to another through promotion, provided such determination shall not be unreasonable and demotion, layoff, recall after layoff, or permanent transfer, shall be subject governed by the length of service of the employee, and in con nection with such movement the Employer may take into con sideration as to each employee involved his ability to perform the grievance procedurework.
E. Employees having more than one (1) year’s seniority on either the night or day shift shall have the right to request a transfer to or from the night or day shift on an individual store basis. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancyV/ F. Employees on leave of absence, he/she shall be restored to their former position and sick leave, or maternity leave shall retain their seniority. The Company will include required qualifications in former standing on all job postings. The Company will provide necessary training required for positions within the bargaining unitseniority lists.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by 9.01 A person employed within the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined bargaining unit described in Article 92 of this Agreement will be on probation until he/she has worked five hundred and forty (540) hours in any period of twelve (12) consecutive months. Upon completion of the probationary period, Hours the employee will, if retained in the employ of Work and Article 11the Employer, Overtime scheduling acquire seniority. The employee’s seniority date will be the employee’s last date of hours and days of work
hire. In the event that two (c2) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed or more employees are hired on the Employer’s bulletin board and forwarded same date, numbers will be drawn to each respective Local Union every 6 months.
(d) determine higher seniority. For all new Part-time employees hired after ratification, seniority shall be determined by the date purpose of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based hours worked will include holidays, and mandatory meetings called by the Employer. However, if the employee is required to work on a holiday, or on overtime, only the first hours worked will count, not the hours compensated.
9.02 The Employer will maintain and post an updated plant-wide seniority list. Such lists will show employee’s job classifications. Copies of such lists will be provided to the Plant Chairperson as requested.
9.03 The appointment, selection, or promotion of any employee to clock in on their first scheduled shift after they have been hireda classification or position who is not subject to this Agreement, is not covered by this Agreement. (i.e. first A seniority employee who is appointed, selected or promoted to worka classification or position which is not subject to this Agreement, first on list).
(a) In may, at the event a full-time vacancy occurs within a Branch or Divisionoption of the Employer, within three (3) calendar months of his/her appointment, selection, or promotion, be transferred back to his/her position within the classifications covered hereunderbargaining unit described in Article 2 of this Agreement without loss of seniority or benefits. No employee will be permitted or allowed to exercise this option, such vacancies shall nor will the Employer be filled in accordance allowed to exercise this option with seniority, provided respect to any employee more than once during the employee considered for employee’s employment with the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedureEmployer. Any employee who has been selected employees affected by such transfer will be transferred as necessary to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored accommodate such return to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(9.04 Seniority will be lost and employment will be terminated if an employee:
a) quits, resigns or retires;
b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on is discharged and such discharge is not reversed through the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.grievance or arbitration process;
(c) When a full-time vacancy exists, fails to return to work or fails to notify the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting his absence from work for two (2) vacanciesconsecutive scheduled shifts without supplying a reason satisfactory to the Employer for such failure, if any, will be posted. If, for any reason, a full-time employee is going subject to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.Arbitrator’s test of reasonableness;
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will is laid off and not be able to apply for another full-time vacancy at a lesser rate of pay recalled for a period of no less than three twenty-four (324) months., or sooner if the employee elects to receive termination and/or severance pay pursuant to the Employment Standards Act prior to the expiration of twelve (12) months;
5.03 Any employee who e) having been laid off, fails to report for work within two (2) consecutive scheduled shifts after recall by the Employer provided that notice of recall which has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added sent to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, employee by registered mail at his address on the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements records of the Employer shall conclusively be reduced deemed to have been received by the employee on the second day after it was mailed;
f) fails to report to work following the expiry of a leave of absence (including pregnancy and/or parental leave) granted by the Employer without notifying the Employer and without supplying a reason satisfactory to the point that Employer for such failure, subject to the guaranteed number Arbitrator’s test of regularly scheduled hours reasonableness;
g) engages in gainful employment while on leave of absence from the Employer;
h) leaves work per week prior to his/her quitting time without obtaining a leave of absence or without obtaining the permission of a supervisor, which permission shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.unreasonably withheld; or
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing If an employee with less seniority in another classification, provided the senior employee has the ability requests and qualifications accepts termination pay or severance pay prior to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingrecall rights being exhausted.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) A. Seniority shall be applicable by Branch and Division defined as the length of service to the Center for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
Educational Opportunities (c) A Branch and Divisional full-time CEO). Two separate seniority list and a separate Branch part- time lists shall be maintained. One seniority list shall be placed for certified/professional employees. The second list shall be for paraprofessional employees. The lists shall be mutually exclusive. If a licensed/professional employee takes a position that is included in the paraprofessional seniority list, that employee shall start on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratificationparaprofessional seniority list with no credit for seniority accrued from the certified/professional seniority list. If a paraprofessional employee takes a position that is included in the licensed/professional seniority list, that employee shall start on the licensed/professional seniority list with no credit for seniority accrued from the paraprofessional seniority list. Seniority shall be determined by the date as follows in order of hire as a partconsideration:
a. The number of years of full-time employee. Part-time employees shall be placed service accrued on the appropriate part-time seniority list in accordance with this Article, based on within the Center for Educational Opportunities (CEO). Service shall be defined as the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)day upon which duties were performed.
(a) b. Seniority shall not accrue during any authorized leave of absence without pay if the leave exceeds 90 school days.
c. In the event a full-time vacancy occurs seniority is equal, the following shall apply:
i. Appropriately licensed for subject.
ii. The date of hire.
iii. The number of years within a Branch or Divisionjob classification.
iv. Highest earned college degree plus hours.
B. The Center for Educational Opportunities (CEO) shall within fifteen (15) school days after the beginning of the school year, within post both the classifications covered hereunderCEO certified/professional seniority list of employees and the CEO paraprofessional seniority list of employees, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability indicating professionals and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions paraprofessionals within the bargaining unit.
(b) A notice C. In the event that CEO decides to reduce the number of full-time vacancies occurring in a employees within any job classification hereby covered within the unit it shall be placed done on the Employerbasis of seniority within that employee’s bulletin board on Program seniority list. The employees within the Employer’s premises job classification who have the least seniority within their Program seniority list will be the first to not have their contracts renewed. Substitute teachers shall not be given seniority.
a. When reductions in the staff are under consideration, the management shall so inform the union at least five fifteen (515) working days prior to filling of such vacancyfinal decision. The Employer will post union shall be given an opportunity to bargain the name impact of the successful applicant on reductions. Within eight (8) days of notification, the company bulletin board for five union shall submit its suggestions in writing and the management or its representative shall respond in writing to those suggestions, within seven (57) days after the posting is taken downof receipt.
(c) When D. If a full-time vacancy exists, professional employee’s contract is not renewed for the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted following school year as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling result of a vacancy results in a crossover from one Division decision to another decrease the number of a full-time employee such transfer will be completed positions within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able the unit or to apply for another full-time vacancy at a lesser rate reduce the number of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive within any job classification of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06certified personnel, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer CEO shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided provide the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all laywritten notice no later than forty-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,five
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority The provisions of this Article shall apply with respect to the establishment of a status of seniority among employees and shall control the rights of the School District and the bargaining unit with respect to employees before they attain the status of seniority.
A. The School District shall have the right at any time to employ any one or more persons who, by work assignment, would belong to the unit represented by the above named Union, and the School District shall have the unqualified right to assign each such newly hired personnel to any task or tasks which it, in its sole discretion, may desire or determine.
B. Any such new employees shall be considered probationary employees for fullthe first ninety-five 95 calendar days of their employment, not including days worked as a substitute; for part-time employees less than 52 (fifty-two) weeks. The summer vacation recess days will not be counted as calendar days for the purpose of this Article. In this case, their probation period may cover parts of two (2) school years.
C. Probationary employees hired by he School District pursuant to the preceding subparagraphs may be discharged at the discretion of the School District at any time prior to the expiration of the aforesaid ninety-five (95) day period.
D. For the purpose of seniority rank, each employee shall compute his/her seniority for his/her date of hire of employment. In the circumstance of more than one (1) employee having the same effective date of employment, social security numbers shall be determined by Branch and Division where applicable by used to determine placement on the date on which such employees become full-time employeesseniority list. Employees shall be placed in order; the employee with the lowest social security number is listed first. The employee with the lowest social security number shall have the higher seniority.
(b) Seniority E. The Union shall be applicable by Branch and Division for full-time represent probationary employees for the following purposes: purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment; but shall have no right to speak on behalf of the selection employee with respect to the discharging or disciplining of vacations lay-offs overtime opportunities as outlined in Article 9any such probationary employee; provided, Hours of Work and Article 11however, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list that no probationary employee shall be placed on disciplined or discharged solely because of his/her Union activities if he/she fully and adequately performs the Employer’s bulletin board and forwarded duties assigned to each respective Local Union every 6 monthshim/her by the School District.
F. There will be two (d2) For seniority lists, each kept on a School District basis, for all new Part-time employees hired after ratificationof the School District. Seniority classification lists are:
1. Custodians (outside, seniority shall be determined by the date of hire as a part-time employeeinside)
2. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).Cafeteria Workers
(a) G. In the event any employee of the School District already on seniority is promoted to a full-time vacancy occurs within a Branch job or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancyan assignment of higher classification, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going deemed to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided on probation in the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay higher classification for a period of no less than three twenty-five (325) monthscalendar days. At the option of the School District, said employee may be removed from the higher classification to which he/she shall be returned to the classification and job from which he/she was promoted and his/her salary shall be that which he/she received at the time of the promotion. Such employee’s seniority in the job from which he/she was promoted shall continue as if his/her employment had not been interrupted by promotion to a higher classification.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. H. In the event that an employee of layoffthis bargaining unit is absent due to a job-related injury or an illness for a period of one hundred (100) or more work days, stewardsafter exhausting his/her sick bank, said employee shall cease to accrue seniority for the reminder of his/her absence. If said employee returns within the one hundred (100) work day time frame, he/she will return to their original position. If said employee returns after the hundred (100) work day time frame, he/she must bump the least seniority person in order of their seniority, classification.
I. The District shall be supply the last to be laid off provided they possess the ability and qualifications to perform all union with a current seniority list by November 1st of the functions required calendar year.
J. Local President and the chief ▇▇▇▇▇▇▇ ▇(s) shall be laid off last as among all other stewards rated at each Branchtop seniority for purpose of layoff and recall within proper classification.
(a) Whenever forty (40) hours K. For the purposes of work per week advancement on the salary schedule, eligible employees shall be regularly available to a single part-time employee, in excess receive credit on July 1 of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added each year according to the list following schedule:
1. Persons hired between January 1 and June 30 shall have an anniversary date of full-time employeesJuly 1 following the first full year of employment after their date of hire.
(b) 2. Persons hired between July 1 and December 31 shall have an anniversary date of July 1 preceding their date of hire. The parties agree that while part-time employees may be assigned to work in any classification in any Operating Divisionall current bargaining unit members, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements as of the Employer shall be reduced to the point that the guaranteed number date of regularly scheduled hours ratification of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented this agreement by the Union Local it shall be deemed to be Board and the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employeesUnion, shall hold top seniority among have their anniversary date adjusted to reflect the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum July 1 anniversary date preceding their date of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,hire.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time 12.01 The fundamental rules respecting seniority are designed to give employees shall be determined by Branch and Division where applicable by an equitable measure of security based on continuous length of service with the date on which such employees become full-time employeescompany.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(ai) In the event that an employee’s AZ license is revoked for a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any medical reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.the
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoffskill, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within required work; and
b) the Division first);employee has more seniority than the most junior employee in the department.
(iiiii) where there is no In the event that the employee loses their license for reasons other than those in 20.07, the employee will be allowed to move into another classification provided: it does not result in which the junior displacement of a regular employee, and the employee has the ability or qualification skill, ability, and qualifications to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Localrequired work. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain During this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotionperiod, the employee shall seniority will move to the bottom of the seniority list for a period of one year at which time the employee will go back to their regular Company seniority.
12.03 Except as provided in this Collective Agreement, an employee’s seniority date will be paid the full-time hourly rate date the employee commenced work. All employees’ names will appear on a seniority list, which will identify job classifications and locations, and be revised every three months and posted on applicable notice boards. A copy of pay only such list will be given to the Unit Chairperson.
12.04 Employees will be regarded as probationary employees for the classification he/she performs, for six first ninety (690) calendar monthsdays of employment. At Upon completion of probation, seniority will start from the conclusion first date of work and their name will appear on the Seniority List in order of the six (6) calendar months,first day of work. Where the Company, at any time during the probation, determines that, in its sole opinion, the probationary employee does not have the potential, capability or general suitability for continued employment, it shall have the right to discharge such probationary employee, provided that it does not act in bad faith or in a discriminatory manner.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority shall be defined as the length of time an MBU has been employed by the University in this bargaining unit.
A. The University shall maintain a seniority roster by classification.
B. The University will, each semester, post and furnish to the Union a seniority list and will correct such lists from time to time as may be necessary.
C. Except as otherwise provided for in this Agreement, seniority shall accrue during approved school recess periods.
D. In the event of a lay-off, the University shall, in inverse seniority order within a classification, first lay off newly hired or rehired probationary MBUs, next regular part-time MBUs and next regular full-time employees MBUs. MBUs shall be determined by Branch and Division where applicable by recalled in seniority order within the date on which such employees become position classification recalled.
E. Regular full-time employees.
(b) Seniority MBUs shall be applicable by Branch and Division for have seniority over regular part-time MBUs. Regular full-time employees for MBUs who have been notified that they are to be laid off or reduced in scheduled hours, shall have the following purposes: option of bumping either the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional least senior full-time employee or the least senior part-time employee from among those positions in which that MBU has worked in the past, provided the MBU has the present ability to perform the work and assume the responsibilities required for the position in question. Regular full-time MBUs who, as a result of lay-off, are reduced to part-time voluntarily or involuntarily shall retain total bargaining unit seniority list and of a separate Branch part- regular full-time MBU.
▇. ▇▇▇▇ who are temporarily assigned to duties of a classification that has a lower rate of pay shall not be reduced in pay while performing such duties.
▇. ▇▇▇▇▇ hired MBUs on probationary status may be laid off or reduced in hours without regard to individual seniority. Such probationary MBUs who have been laid off shall have no recall privileges.
▇. ▇▇ MBU’s seniority list shall be placed on lost when the Employer’s bulletin board and forwarded to each respective Local Union every 6 monthsMBU:
1. Terminates voluntarily.
2. Is discharged for cause.
3. Overstays an authorized leave of absence which constitutes job abandonment.
4. Is laid off for a period of six (d6) For all new Partmonths or more or for a period exceeding the length of the MBU’s continuous service, whichever is less.
5. Fails to return to work within three (3) working days after recall by Certified Mail, Return Receipt Requested, to the MBU’s last known address, except, where work-disabling illness of the MBU as the cause of delay, is certified by a doctor. In such case, up to an additional seven (7) days will be afforded the recalled MBU to return to work, after which the right to recall shall be forfeited.
I. MBUs shall not forfeit any accrued vacation benefits as a result of transfer between classifications or change in full-time employees hired after ratificationor part-time status.
J. Promotions within the bargaining unit classifications shall be made from within the bargaining unit whenever possible, based on qualifications, and when qualifications are equal, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)prevail.
(a) In the event ▇. ▇▇ a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancyformer MBU is rehired after his/her employment terminates following an expired sick leave, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Localpay rate. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification heHe/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,shall not retain any accrued seniority.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees shall This entire article will be determined by Branch and Division where applicable by read in conjunction with the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined job protection language agreement in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
II (c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) Seniority shall be by work classification over the system and shall accrue from the date of entering the classification. The work classifications to be recognized for seniority purposes shall be those listed at the beginning of this Agreement. The names of all supervisory employees of the Company who have been or who are promoted from classifications covered by this Agreement shall be maintained on the seniority list. However, an employee shall not accrue classification seniority in any position of a temporary nature. An employee laid off may bump any junior employee in his classification first, or in any other classifications in which he has seniority. Any employee covered under the job security provision contained within Article II (c) and who has exhausted the appropriate provisions of Article VIII, under his/her Collective Bargaining Agreement, will be guaranteed a position under the BA/IAM agreements regardless of having established any previous classification seniority. In re-employment the event Company will recall employees in the reverse order of layoff. The seniority of each supervisory employee regularly assigned and actively employed as such on the effective date of this Agreement will be established as of a fulldate to be determined by giving consideration to all time spent in continuous service in the Company in the classification covered by the scope of this Agreement in which he had been regularly assigned.
(a) Seniority plus the ability to satisfactorily perform the work required for the job in question shall govern all employees covered by this Agreement in preference of shifts, in case of lay-time vacancy occurs within a Branch off, re-employment after lay-offs, and in all promotions, demotions or Division, transfers within the classifications covered hereunderby this Agreement. Any employee covered under the job security provision contained within Article II (c) and who has exhausted the appropriate provisions of Article VIII, such vacancies under his/her Collective Bargaining Agreement, will be guar- anteed a position under the BA/IAM agreements regardless of having established any previous classification seniority. Seniority shall govern all Representatives covered by this Agreement with regard to the selection of shifts, vacations, lay-offs, re-employment after lay-offs and all demotions or transfers within classifications covered by this Agreement. Seniority, qualifications for the position and ability to perform the duties required for the job in question shall govern all promotions with- in classifications covered by this Agreement.
(c) (b) In a reduction of force, employees to be filled laid off will be privileged to exercise their seniority in any classification in which they have previously established seniority rights. Employees will be laid off only in accordance with seniority, provided their seniority within the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancywork unit in which they are employed. The Employer seniority list shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedureshow unit seniority. Any employee covered under the job security provision contained within Article II (c) and who has been selected exhausted the appropriate provisions of Article VIII, under his/her Collective Bargaining Agreement, will be guaranteed a position under the BA/IAM agreements regardless of having established any previous classification seniority.
(d) (c) In the restoration of force, employees will be re-employed in the order of seniority within their unit.
(e) (d) In the event of the geographical relocation in whole or in part of any of the work performed by employees covered by this Agreement, the employees affected will be given an opportunity to fill a full-time vacancy transfer to the new location with transportation paid and within a sixty in accordance with the provisions set forth in paragraph (60e) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements of Article VII for the full-time vacancyemployee and his dependents living with him, he/she shall be restored and given full credit for their accumulated classification seniority at the point to their former position and shall retain their senioritywhich the work is transferred in whole or in part. The Company will include required qualifications also arrange to transfer the employee’s household effects at Company expense. Each employee will be given five (5) relocation days with pay and a resettlement allowance of $3,000. It is understood the increase or expansion of facilities at a particular point that does not involve a reduction in all job postingsjobs or facilities at another point shall not be construed as a geographical relocation of work in whole or in part.
(f) (e) Except as otherwise provided in this Agreement, new employees hired after the effective date of this Agreement shall be regarded as probationary employees for the ninety (90) days of their employment and there shall be no responsibility on the part of the Company for the re- employment of temporary employees if they are discharged or laid off during this period. This period may be extended by mutual agreement between the Company and the Union. If retained in the service after the probationary period, the names of such employees shall then be placed on the seniority list for their respective classification in the order of the date of their original hiring at the point and on the system seniority roster. The Company will provide necessary training required for positions furnish the Local Committee with names, classification, department and rate of pay of all new employees within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken downbeing employed.
(cg) When a full-time vacancy exists(f) Seniority lists by classifications shall be furnished to the Local Chairman and the International Union, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will and shall be posted as a temporary full-time vacancy without benefitsin each shop, provided the employee notifies the employer he hangar, or facility, January lst of each year and shall be off for twenty-one revised each six (21)calendar days.
(d6) Where the filling of a vacancy results in a crossover from one Division months thereafter. Such lists shall be subject to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay correction upon protest for a period of thirty (30) days; if no less than three complaint is made within thirty (330) months.
5.03 Any employee who has been promoted days after posting, the list as published will be assumed to a permanent position outside be correct and no changes will be made except under extraordinary circumstances. In preparing seniority lists when it is impossible to determine the proper order by date of entering the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations classification or by length of service with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage)Company, does not meet then the Employer's requirements for the new position or makes the request to do so, names shall be restored to listed in alphabetical order by surnames, as listed on their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreementoriginal employment application.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. Section 1. The City and PBA agree that seniority shall consist of:
A. Continuous accumulated service from the date of hire in the bargaining unit, which shall be called “Employment Seniority”.
B. Continuous accumulated service in the Assignment of Detective or Vice Agent and rank of Police Officer and Sergeant in which serving, which shall be called “Rank/Assignment Seniority”. Seniority shall be computed from the date of employment within the bargaining unit for purposes of “Employment Seniority” and from the date of appointment for purposes of “Rank Seniority”. For “Employment Seniority” and “Rank Seniority” any two (a2) or more bargaining unit employees promoted or hired on the same day, the governing factor for seniority shall be the highest numeric of the last two digits in the employee’s Social Security number. Seniority shall accumulate during periods of vacation, sick leave, military leave, or other authorized periods of paid absence, provided, however, that seniority shall not accumulate during periods of unpaid leaves of absence for full-time greater than thirty (30) calendar days, except for job injury.
Section 2. Assignments to specialized units or positions and transfers will be made at the discretion of the Police Chief. If the Chief determines that the skills and abilities of the employees being considered for an assignment to a specialized unit or position are substantially equal, the Chief may, in his or her discretion, consider the employee’s length of continuous service within his/her job classification and/or the Department.
Section 3. In the event the City determines that there is a need to lay off employees covered hereunder, the following procedures shall be followed:
A. The City shall determine the number and classifications of employees to be laid off.
B. DROP participants shall be laid off first, before all other employees.
C. Probationary employees shall be determined by Branch and Division where applicable by the date on which such employees become laid off before permanent full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time D. Bargaining unit employees for having the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, least seniority shall be determined by laid off first. Layoff shall include the date right of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside senior members of the bargaining unit and after a reasonable trial period not in higher ranked positions to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position “bump” or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term roll back members of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer in lower classifications and possessing less seniority.
E. Employees on layoff shall be made eligible for recall in accordance with the following:
1. Eligibility for recall shall be for one (1) year from the date of layoff.
2. Recall shall be in the reverse order of seniority provided the employee has the ability and qualifications necessary for the available positionlayoff.
3. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable Employees shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists eligible for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingrecall only if they have maintained current police certification.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for fullUpon completion of sixty (60) days worked, employees covered by this Appendix shall be deemed to have served their probationary period and then shall be placed on the seniority list of part-time employees shall be determined by Branch and Division where applicable by the with their seniority date on which such employees become full-time employeesbeing established as their first day worked.
(b) Employees shall obtain seniority on a store basis. The seniority list for part- time employees shall be posted in each store and shall be updated at the end of March, June, September, December of each calendar year.
(a) Seniority shall begin after the employee's probationary period has been served. Lay-offs and re-employment shall be applicable by Branch based on seniority, availability, ability and Division for qualifications to perform the work. Where a part-time employee who becomes a full-time employee they will be required to serve the full-time probationary period and will be given a seniority credit of fifty (50%) percent of their part-time seniority up to a maximum of twelve (12) months and they will be given the greater of their part-time rate or the rate which their full- time seniority credit gives them and they shall proceed from that point in the full-time wage progression. For clarity, the Full time seniority credit shall not exceed the 12 months point of the full time wage progression and employees will be required to accrue the necessary full time service to advance on the progression. If for some reason the employee reverts to part- time during the probationary period there will be no loss of seniority. The seniority rights of an employee shall be terminated after six (6) months following purposes: the selection of vacations lay-offs overtime opportunities as outlined off due to lack of work. In the event of an opening occurring in Article 9the full-time staff, Hours employees covered under this Appendix shall receive preference for such full-time position providing they have the necessary seniority, ability and qualifications to perform the work. It is understood that any part-time employee promoted to a full-time position who does not successfully complete such probationary period shall be entitled to revert back to their part-time position with no loss of Work seniority or any other part- time rights under this collective agreement. It is also understood that any part-time employee promoted to full-time prior to completing their part-time probationary period shall be deemed to have completed such probationary period. It is understood that termination from full-time employment for cause (except reasons related to full-time probationary competency) shall not result in reversion to part-time employment. Part time employees promoted to full time shall be entitled to unpaid vacation time based on their combined part time and Article 11full time service. The portion of their vacation to be with pay shall continue to be determined based on full time service.
(b) Part-time employees are expected to attend work in accordance with their schedule of hours. When unable to attend, Overtime scheduling the employee must notify the Owner, or designate prior to his scheduled starting time, giving the reason why he is unable to attend.
(a) The weekly schedule of hours of work shall be allotted according to seniority, by store, providing the senior employee(s) has the necessary ability and qualifications to perform the work and is available. For clarity, it is understood that an employee will normally be scheduled in one area of the store only, unless a different arrangement is worked out between the Owner and the employee. The area of the store in which an employee is normally scheduled may be changed on a permanent or semi-permanent basis by mutual agreement between the Owner and the employee. For clarity the Owner will schedule part time hours so that the senior part time employee(s) will have the opportunity to work a weekly schedule of hours that may be up to twenty-four (24), but in no event less than a junior part time employee(s), provided they have the necessary ability and qualifications to perform the work and are available. In the event of hours of work becoming available, within a given week, beyond the schedule of hours for that given week, due to approved absences, sickness, compensation, bereavement and/or an unanticipated increase in business; the Owner will call the most senior part time employee not scheduled that day provided the employee is available and has the qualifications to perform the available work.
(b) Notwithstanding article 2.03 (a), part time cashiers with four (4) years of service, or more, may make a request to be transferred to another area of the store and shall be provided customary part time new hire training. Upon such transfer employees will maintain their seniority and rate of pay and shall be required to serve a probationary period of sixty (60) days worked in their new scheduling area. In the event an employee does not successfully complete the probationary period they will be returned to their previous role on the front end with no loss of workseniority or rate of pay. Employees may also elect to return to the front end during their probationary period with no loss of seniority or rate of pay. Once transferred, employees will be scheduled and eligible for call-ins in the new scheduling area of the store. For clarity, employees who do not successfully complete their probation in another area of the store will be deemed not to have gained ability and qualifications in that area of the store. Such transfers shall be limited to two (2) cashiers per store per six (6) month period. Individual cashiers may make one request during the term of the Collective Agreement.
(c) A Branch The assignment of hours as set out in 2.03 (a) will result in the schedule of daily hours being posted not later than Friday at 9:00 a.m. of the previous week. Store Stewards will be permitted to review employee requests for time off weekly. The store ▇▇▇▇▇▇▇ will be given a copy of work schedules. Employee's meal periods will be based on the commencement of their shift. The weekly schedule of hours shall be totaled for every employee on every schedule.
2.04 It is agreed and Divisional recognized by both the Union and the Employer that due to the nature of the Employer's business, it may be necessary to employ both full-time seniority list and a separate Branch part- part-time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Partemployees. The Employer agrees that part-time employees hired after ratificationwill not be scheduled to work in excess of twenty-four (24) hours per week, seniority shall be determined by except in the following circumstances: -
a) when a full-time employee is absent on Union duties;
b) in a store in which a full time employee is absent due to illness, accident, compensation or bereavement or an emergency (power failure, snow storm, refrigerator breakdown, etc.) in the said store;
c) to cover off for vacations;
d) where an employee is on a leave of absence provided the Union is notified of such leave of absence;
e) from the week of December 1st to the week of January 1st;
f) during the months of May 1st through September 1st in resort areas which would include ▇▇▇▇ Sound, Orillia, Brockville, Leamington, Port ▇▇▇▇▇▇▇▇▇, Peterborough, Picton, Sutton, North Bay, Campbellford, Belleville, Parry Sound, Brighton, Bancroft, Gananoque, Shelburne, Fort Erie, Grand Bend, Kenora, Port Dover, and Innisfill and any other resort/vacation area where a store may open during the lifetime of this Agreement;
g) for the two (2) weeks previous to and eight (8) weeks directly following the opening of a new store and the commencement date of hire promotional activities in a store which has been completely refurbished.
h) during the six (6) working days immediately preceding a legal holiday;
i) for training purposes for new employees; or for training purposes for new locations, or new equipment.
j) during promotional periods which may be defined as a part“banner-time employee. wide” promotional activities (maximum 4 per year), Garden Centre and the week in which Social Assistance Cheques are issued.
2.05 Part-time employees shall be placed on covered by Article 10.06 of the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. main body excluding
10.06 (i.e. first to work, first on listg).
(a) In the event that a fullpart time employee works for more than twenty-time vacancy occurs within four (24) hours in a Branch or Divisiongiven week for reasons other than as outlined in Article 2.04, within the classifications covered hereunder, such vacancies they shall be filled paid a bonus of fifty cents ($0.50) per hour for all such hours worked in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the fullexcess of twenty-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty four (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit24).
(b) A notice of fullPart time employees who work more than thirty-time vacancies occurring two (32) hours in a classification hereby covered week for reasons other than as outlined in Article 2.04 will receive a premium of one dollar and fifty cents ($1.50) per hour on all hours over thirty-two (32) hours worked. It is understood that (a) above shall be placed on the Employer’s bulletin board on the Employer’s premises at least five apply for hours worked over twenty-four (524) working days prior up to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five thirty-two (532) days after the posting is taken downhours worked.
(c) When Part time night crew employees who are scheduled to work more than thirty- two (32) hours in a full-time vacancy exists, the Employer will fill the vacancy week for reasons other than as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed outlined in their new position they Article 2.04 will receive a premium of one dollar and twenty five cents ($1.25) per hour for all hours worked in the new rate of pay after the fourteen (14) calendar days has expiredweek. The resulting two (2) vacancies, if any, will be posted. If, for any reason, Night crew employees are defined as employees who work exclusively night crew within a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar daysgiven week.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree It is understood that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4one of a), b), or c) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall will be reduced applicable to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's optionsame hour.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Franchise Agreement, Franchise Agreement
SENIORITY. Section 1: Upon successful completion of a probationary period of sixty (a60) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratificationcalendar days, seniority shall be determined by the will revert to date of hire as a part-time employeehire. Part-time employees shall be placed on An individual employee whose achievement and performance during the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial probationary period are, in the opinion of management, marginal or untested may be notified by management that the probationary period will be extended for up to an additional sixty (60) days. The additional sixty (60) day period shall not be used automatically for all new employees. Probationary employees will not be included on the overtime rotation until the end of the probationary period but no earlier than thirty (30) days does not meet may be utilized if necessary as determined by the EmployerSupervisor. For the purpose of this Agreement, classification seniority shall be defined as an employee’s requirements for the length of continuous full-time vacancyservice as contained in the designated classifications under this Agreement. Newly hired probationary employees shall not be included as part of the seniority until they have successfully completed the sixty (60) day probationary period. For purposes of determining seniority, he/she all employees shall be restored placed in one of the following classifications based on their current assignments:
1. Custodial
2. Grounds
3. Maintenance
Section 2: On or before February 1 of each year, separate seniority lists as designated by job classifications shall be distributed to employees showing their former position lengths of service in the District and their classification. Newly hired employees shall retain not be on the list. A copy of the seniority lists shall be provided to the Union semi-annually. Any employee who disagrees with their seniorityseniority placement shall respond, in writing, to the Superintendent and to the Union representative within ten (10) work days after the effective date of the posting. The Company For the purpose of wages and benefits, District-wide seniority will include required qualifications in all prevail.
Section 3: Vacancies occurring within a job postings. The Company will provide necessary training required for classification, including newly created positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored posted on a designated bulletin board in the District building along with a copy of such posting being sent to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief Union ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee ▇. Every reasonable effort will be added made to the list of full-time employees.
post vacancies at least three (b3) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that working days prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in betweenbeing filled. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event that the work requirements of Superintendent determines it is necessary to fill a position immediately, the Employer Union shall be reduced to notified in writing stating the point that reason for the guaranteed number of regularly scheduled hours decision. Such posting shall contain the following information:
1. Job classification
2. Type of work per week shall not be regularly available to all 3. Starting date 4. Range of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,pay
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time Section 1. The employees shall have seniority within their classification only. A seniority list will be maintained by the Board. The unit seniority list will be used when determining layoff from work or recall to work. It is understood that in any application of seniority, the employee must be able to perform the available work.
Section 2. New employees shall be determined by Branch on probation for a minimum of six (6) months. During this period, the employee may be released from employment for any reason and Division where applicable by without recourse to any provision of this Agreement. Employees retained beyond the date on which such employees become full-time employees.
(b) Seniority probationary period shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time have seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the from date of hire as a part-time employeehire. Part-time employees Insurance coverage shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs begin within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet of the Employer’s requirements date of hire.
Section 3. Employees shall lose seniority because of a voluntary quit, a discharge for good cause, a layoff from work extending beyond three (3) years or a failure to return to work within ten (10) workdays of receipt of a notice of recall as hereinafter outlined. Salary and benefits are frozen from the full-time vacancythe employee is laid off until their recall to the district.
Section 4. In the event of a permanent vacancy in a position covered by Agreement, he/she a notice shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required posted for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such workdays in conspicuous places outlining the vacancy. The Employer If the vacancy is filled by internal transfer, it will post be awarded to the name of employee with the successful applicant on most seniority within that unit classification. If the company bulletin board for position is filled by transfer, the transfer will become effective within five (5) days after termination of posting. All internal transfers will have a sixty-(60) day probationary period. If minimal training is necessary to fully inform the posting is taken downemployee as to the job, such training will be given the employee.
(c) Section 5. When it is necessary to reduce the number of employees in any job classification because of lack of funds, lack of work, etc., seniority and ability to perform the work will determine layoff procedures.
Section 6. Any employee, who is in the bargaining unit and becomes a part- time supervisor, shall be permitted to retain their accumulated seniority and to accrue further seniority upon mutual agreement of the union and the superintendent. This written agreement will spell out the exact conditions of this arrangement and the condition for termination of this special arrangement. Any employee promoted from the bargaining unit to a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant supervisory position not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he covered by this Agreement shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results permitted to retain seniority accumulated while in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after shall accrue further seniority for a reasonable trial period not up to exceed three ninety (390) months following consultations with days. At the Union appointments to temporary positions may be subject to end of the ninety-day period, if the employee remains as a greater duration than three (3) months (e.g. maternity leave coverage)supervisor, does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their he forfeits all seniority thereinrights. The foregoing shall be applied only once employee may return to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, his former job in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due within a ninety-(90) day period without loss of seniority.
Section 7. When an employee is to reduced work requirements of be recalled from layoff, a certified letter will be sent by the Employer shall be made in reverse order of seniority provided EMPLOYER to the employee has the ability and qualifications necessary for the available positionemployee’s last known address. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classificationhave eight days to report for work, provided the senior employee has the ability and qualifications or to perform the job (within the Division first);
(iii) where there is no classification in make arrangements, which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction are satisfactory to the status of part time employeesemployer to report to work, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,within ten
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for Section 24.1. Department seniority shall be defined as an employee's length of continuous full-time employees employment as a sworn Fire Fighter with the Employer since his/her last hiring date. "Last hiring date" shall be determined by Branch and Division where applicable by mean the date on upon which such employees become full-time employees.
(b) Seniority shall be applicable by Branch an employee first reported for work as a sworn fire fighter at the instruction of the Employer since which he/she has not resigned, retired or been discharged, and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time not reinstated with full seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, rights. Classification seniority shall be determined by defined as an employee's continuous time spent in any bargaining unit classification in which he/she has successfully completed his/her probationary period and shall include the date time spent on probation upon completion of hire as a part-said probation. If applicable, classification seniority shall also include the period of time employeean employee spent in another bargaining unit position at an equal or higher classification level, if the employee successfully completed probation in that equal or higher classification position. Part-No time employees shall be placed on the appropriate part-time deducted from an employee's seniority list in accordance with this Articledue to absences occasioned by authorized leaves of absence, based on the first employee vacations, sick or accident leaves, or for layoffs due to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)lack of work or funds except as hereinafter provided.
(a) In the event a full-time vacancy occurs within a Branch A. Layoffs, disciplinary suspensions or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered any other leaves of absence without pay for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than over thirty (30) calendar days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their deducted from an employee’s seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) B. When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy an employee has been posted. Should the successful applicant not be placed in their new position they will receive the new rate on leave of absence without pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one reason in excess of thirty (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (1430) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a , the total period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside time of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity such leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, of absence shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to their seniority date, thereby extending such date by the list total period of fullabsence. This revised seniority date will be used for future step increases, departmental bidding, acting out-time employeesof-grade, sick leave accrual, vacation leave accrual and selection and/or any other circumstances affected by seniority.
(b) The parties agree that while part-time Section 24.2. All new employees may shall be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time probationary employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.until they have actually worked one
(c1) calendar year in the Fire Department. The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements purpose of the Employer shall be reduced probationary period is to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of provide an opportunity for the Employer shall be made in reverse order of seniority provided to determine whether the employee has the ability and qualifications necessary other attributes which qualify him/her for regular employee status. During the available position. The Employer agrees that probationary period, the fire fighter shall have no seniority status and may be terminated in the event sole discretion of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications Employer without regard to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expenserelative length of service, and without recourse to the grievance procedure. However, any probationary employee on the payroll after 60 days may use accrued sick leave per the Labor Agreement. Upon the successful conclusion of such probationary period, the most junior fullemployee's name shall be added to the seniority list as of the last hiring date.
Section 24.3. The Department will maintain an up-time employee elsewhere within to-date seniority list. A copy of the jurisdiction seniority list will be posted on the appropriate bulletin boards and updated as the need exists. The names of his/her Union Localall employees, who have completed their probationary periods, shall be listed on the seniority list in order of their last hiring dates, starting with the senior employee's name at the top of the list. Where a vacancy exists If two (2) or more employees have the same last hiring date, their names shall appear on the seniority list in sequence by score on the written examination for which the employee is qualified in a Branch represented their present position, and then if their scores are identical, alphabetically by the Union Local it first letter of their last name, the same procedure shall be deemed followed with respect to their first names. The seniority list as established on July 1, 1988 shall be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications prevailing list to bump into a new position which future changes will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction made. Challenges to the status of part time employees, shall hold top posted seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall dates must be first in line for promotion to full time status. In order to maintain this preferential status, the partmade within forty-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,five
Appears in 2 contracts
Sources: Labor Agreement, Labor Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by based from the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for last entered the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name employment of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside fire department of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term City of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief St. ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours and accumulates during the entire period of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to continuous full-time employees and exclusive service until the employee leaves the employ of relief work performed the City due to resignation, retirement, disability or termination. If more than one employee was hired on the same day, then with regard to seniority in the fire department, as between those persons appointed on the same day, it shall be determined by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added referring to the list of eligibility used for appointment by the department, and from the highest ranked to the lowest who are appointed on the same day, shall have seniority in that order. All new employees on the department shall be considered probationary employees as defined by state statute. There shall be no seniority among probationary employees. Upon the successful completion of the probationary period, an employee shall acquire seniority that shall be retroactive to his date of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available hire with the department in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior position of firefighter covered by this agreement. When or if any employee interrupts his continuous service period to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer receive a disability pension he shall be reduced entitled to his accumulated seniority which existed at the point that time he was placed on the guaranteed number of regularly scheduled hours of work per week disability pension but he shall not be regularly available entitled to all any seniority credit for the time he was on the disability pension when or if the employee returns to the employ of the full-time employeesCity. The parties hereto agree that departmental seniority shall be based on rank. Therefore, captains are senior to other captains and any other position covered under this agreement due to rank; lieutenants are senior to other lieutenants and any firefighters due to rank; firefighters are senior to other firefighters. For employees holding the rank of captain or lieutenant, the junior full-date of promotion shall determine their seniority with respect to other employees of that rank. The parties hereto agree that departmental seniority shall govern but not be limited to the following matters:
1) Vacation time employee shall be laid off or reduced to part-time status, at the employee's optionselection.
(b2) LayAny reduction in the force as defined in this agreement.
3) Any re-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements hire of the Employer shall be made force as defined in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingthis agreement.
(v4) Employees who have Placement on the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessaryextra duty eligibility list.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (aA) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, Bargaining unit seniority shall be determined by defined as the employee's length of continuous service with the Employer in the bargaining unit, commencing with the date of hire as and hour on which the employee began to work in a part-time employee. Part-time employees bargaining unit position after last being hired.
B) Job classification seniority shall be placed defined as the employee's length of continuous service with the Employer within his/her present job classification, commencing with the date and hour on which the appropriate part-time seniority list employee began to work in accordance with this Article, based on the first employee to clock in on their first scheduled shift his/her present job classification after they have been last being hired. (i.e. first to work, first on list).
(a) 8.2 In the event a full-the Employer finds it necessary and desires to reduce its staff by laying off employees or reducing hours of existing employees, it shall notify the Union as expeditiously as possible of its intention and shall inform the Union of the names and classifications of the employees who have been, or who are to be, affected, as well as the effective dates of the layoff. The procedure for layoffs and reductions in hours shall be as follows:
a) The Employer will first request whether any employees in the affected job classification and shift wish to voluntarily be laid off or have their hours reduced.
b) If there is an insufficient number of volunteers, or no volunteers, probationary employees within the classification affected shall be laid off or have their hours reduced, without regard to their individual periods of employment.
c) If further layoffs or hours reductions are necessary, the employee with the least job classification seniority in the facility shall be laid off. If the job classification seniority of two or more employees is the same, bargaining unit seniority shall control.
d) Employees shall have the option to use or not use benefit time vacancy occurs within a Branch or Divisionto cover low census days and time off for low census days shall be counted as hours worked for the purpose of calculating benefit time.
8.3 Employees on layoff who are to be recalled shall be recalled in the inverse order of their layoff, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancysame classification. The Employer agrees not to hires new employees for job classifications in which there are non-probationary employees on layoff. However, in the event a laid off employee refuses the Employer's offer of a job in the classification, the employee will be deemed to have voluntarily quit.
8.4 It shall determine be the ability responsibility of the employee to keep the Employer informed of his/her current home address and qualifications necessary for phone number and to notify the full-time vacancyEmployer at once, provided such determination in writing, of any change of home address and phone number. In order to ensure timely communication with employees, home email address, if available, may be given to the employer should the employee choose to do so.
8.5 An employee shall not accrue seniority while the employee is on layoff. Seniority shall continue to accrue during leaves of absence of any duration and during paid time off.
8.6 Employees wishing to be unreasonable and transferred to a different job classification, unit, FTE status, or shift shall make their wishes known in writing to their department head. The employee will be informed when a requested opening occurs. The Employer agrees to grant all such transfers to qualified employees before hiring from the outside. In the event that two or more employees have requested transfer to the same position, such position shall be subject awarded as follows:
a) to the grievance proceduremost senior qualified employee on the shift;
b) to the most senior qualified employee in the department;
c) to the most senior qualified employee in the bargaining unit. Any The employer shall have the right to delay placing an employee who has been selected into a new position for up to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty days, in the event of difficulty in filling the vacated position.
8.7 All openings in newly created job classifications within the bargaining unit shall be posted for five (305) days. The posting shall include the job title, unit, FTE status, and shift. Employees bidding for such position shall sign the posting. The Employer agrees to award the position to the qualified employee with the greatest bargaining unit seniority who has bid for such job before hiring from the outside.
8.8 An employee shall lose seniority and employment rights, and seniority shall be broken, for any of the following reasons:
1. If the employee voluntarily resigns.
2. If the employee is discharged.
3. Failure to report to work after a layoff within three days does not meet after receipt of written notice of recall sent by the Employer to the employee, by certified mail, at his/her last address of record on file with the Employer’s requirements .
4. Absence for a period of one work day without notifying the Employer shall be considered a voluntary termination unless such failure to notify the Employer is due to an unforeseen emergency making such notification impossible, or unless an employee did not report to work because of a schedule change and the employee was not notified of such change.
5. Failure to report to work at the expiration of a leave of absence pursuant to this Agreement without reason acceptable to the Employer.
6. Continuous layoff for a period of twelve (12) months.
7. Accepting employment elsewhere while on a leave of absence without the employer's prior approval.
8.9 In the event an employee is offered another job by the Employer outside the bargaining unit, and the employee accepted such job and leaves the bargaining unit, such employee shall lose all his/her seniority rights under this Agreement if they do not return to a bargaining unit position within six (6) months. However, where such employee returns to a bargaining unit position within six (6) months, their seniority date shall be the original date of employment adjusted to a new and later date which gives no credit for the full-time vacancy, he/she shall be restored to their former period of being in a position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within outside the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. 8.10 The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing to post an employee with less updated seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, list at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingleast quarterly.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for A. It is hereby agreed that the parties hereto recognize and accept the principle of seniority in all cases of transfers, promotions, layoffs and recalls. In all cases, however, ability to perform the work in a satisfactory manner and qualifications will be a factor in designating the employee to be affected.
B. The seniority of an employee is defined as the length of continuous uninterrupted service as an Authority employee dating back to his/her last date of hire.
C. The parties hereto shall recognize the principle of plant-wide seniority as follows:
1. When the Authority determines that a layoff or rehiring is necessary, the last person hired in a job classification affected shall be the first one to be laid off, and the last person laid off shall be the first to be recalled in accordance with their seniority and their classification; provided the more senior employee is able to do the available work in a satisfactory manner, and provided that he/she has the proper qualifications.
a. If an employee who is being laid off has previously held a full-time position within the bargaining unit, he/she will have the option to bump the least senior employee in the classification the laid off employee once held; provided that the laid off employee has more plant-wide seniority than the employee to be bumped.
b. If the employee who is being laid off has not previously held a full-time position within the bargaining unit, he/she will have the option to bump the least senior employee in the Utility Worker classification provided that the laid off employee has more plant- wide seniority than the Utility Worker being bumped.
c. All full-time employees shall be determined by Branch and Division where applicable by within the date unit who are laid off will have the right to bid on which such employees become full-time employeesavailable positions. The Union will submit a request for bid for the laid off employee.
(b) Seniority shall d. While under a layoff, if a Utility Worker position becomes available, and no Utility Worker employee is on layoff, the Authority will not bid the position. Other employees who are on layoff will be applicable by Branch and Division for full-time employees for afforded recall rights to the following purposes: the selection Utility Worker position regardless of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Articleclassification, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)plant seniority.
(a) e. In the event of any layoffs or reductions in force, all employees hired before July 28, 2000, who exercise their right to bump into the Utility Worker position, shall do so at the contractual rate of pay of Utility Worker II.
2. Stewards shall be deemed to have top seniority for the purpose of this Section (C), so long as they are able to do the available work in a full-time vacancy occurs within satisfactory manner and have the proper qualifications.
3. Layoffs will become permanent if the employee is not recalled after two (2) years and severance pay will be issued at this time.
D. For promotions to a Branch higher position or Division, transfers to other positions within the classifications covered hereunderbargaining unit, the Authority shall first attempt to make such vacancies promotions or transfers from its regular employees; considerations for such promotions or transfers shall be filled in accordance with senioritybased upon seniority and ability to perform the work and qualifications, provided and if an employee so promoted or transferred is not deemed qualified after the ninety (90) day trial period, the employee considered for will be placed back to the vacancy possesses position from which he/she came. Likewise, if the ability and qualifications necessary for position from which the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancyemployee left was filled, provided such determination shall not be unreasonable and shall be subject that employee will return to his/her former position without recourse to the grievance procedure. Any It is agreed that if a new hire was placed into a position which is being reclaimed, the Authority has the right to retain such employee who has been selected as a nonunion “substitute employee.”
E. If a bargaining unit employee accepts a position outside of the bargaining unit, that employee will be able to fill a full-time vacancy and return to his/her former position only within a sixty the ninety (6090) day trial probationary period but no earlier than of the new job. Likewise, if the position which the employee left was filled, that employee will return to his/her former position without recourse to the grievance procedure. It is agreed that if a new hire was placed into a position which is being reclaimed, the Authority has the right to retain such employee as a nonunion “substitute employee.”
F. Twice each year, the Authority shall prepare and forward to the Union a seniority list of employees by classification and by length of service with the Authority. The seniority list shall be posted on the bulletin boards and will show the employees’ names, classifications and seniority dates.
G. The Authority shall notify the Union of all newly-hired bargaining unit employees within thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitafter hire.
(b) A notice of full-time vacancies occurring in H. During a classification hereby covered shall be placed on layoff, if the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When Authority offers a full-time vacancy existstime, laid-off employee within the unit a temporary “substitute” position, the Employer employee accepting this position will fill remain in the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they union and will receive the new rate contract wage and uninterrupted benefits of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar daysafforded job.
(d) Where I. If the filling of Authority is not within a vacancy results in layoff period, or if call backs are refused, the Authority will retain the right to fill the temporary “substitute” position with a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply nonunion worker for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside the duration of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreementabsence without union benefits.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time 1. HAMTC represented employees who have accumulated seniority with CH2M Hill Plateau Remediation Company, Washington River Protection Solutions, Washington Closure Hanford, and Advanced Technology and Laboratories will continue to accumulate and retain accrued seniority upon being assigned to MSA.
2. Employees shall be determined by Branch and Division where applicable listed in seniority groups as mutually agreed upon by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch Council and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all . As new Part-time employees hired after ratificationare hired, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position respective groups. The seniority groups and the classifications in the various seniority groups are set forth in Appendix A (See Article XIX).
3. Force reduction and rehiring will be made only within each classification on the basis of seniority and ability to do the available work. If reductions in force are made, employees scheduled for layoff in each group may elect, on the basis of their seniority and subject to the conditions set forth in Appendix A, to take work, if available, in a lower rated classification within their own seniority group and those with the least seniority will be laid off.
4. Employees who are unable to perform work of their classification because of temporary or permanent physical disability as determined by the occupational medical group service of the Hanford Plant may, subject to the conditions set forth in Appendix A, elect on the basis of seniority to take work, if available, in a lower rated classification within their own seniority group and those with the least seniority will be laid off, if necessary. Such temporarily or permanently disabled employees must be qualified to perform the available work and must meet the physical requirements of such jobs as determined by the occupational medical group serving the Hanford Plant.
5. In times of layoff, employees may not claim jobs in a higher rated classification within their own seniority group on the basis of seniority.
6. Seniority will be a major factor in upgrading to a higher classification in a seniority group, but ability will be given consideration, as the employee must be qualified to do the available work. Seniority and continuous service, as defined in Article XIII, do not apply to promotions to jobs outside the bargaining unit. For non-supervisory jobs, continuous service will be a major factor when considering bargaining unit candidates if all other qualifications are equal.
7. Employees in any seniority group who wish to be reassigned to another classification in a different seniority group may file their request with Labor Relations and, as openings occur, they will receive be given consideration on the new rate basis of pay after the fourteen (14) calendar days has expiredtheir continuous service. Applicants for such reassignments must have satisfactory qualifications. The resulting two (2) vacancies, if any, seniority of an employee so reassigned will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, continue in his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay former seniority group for a period of no less than three twelve (312) months.
5.03 Any employee who has been promoted weeks, exclusive of any time he might be off the active payroll, unless he was reassigned due to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their force reduction in his former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which case the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction provisions of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,Section Twelve
Appears in 2 contracts
Sources: Labor Agreement, Labor Agreement
SENIORITY. (a) A. Every September 30 the Board shall prepare a seniority list. Seniority for full-time employees is defined as length of service within the bargaining unit. All teachers shall be determined by Branch ranked on the list in the order of their effective date of employment. Inthe circumstance of more than one individual having the same effective date of employment, all individuals so affected will participate in a drawing to determine placement on the seniority list. The Association and Division where applicable by teacher so affected will be notified in writing of the date on which such employees become full-date, place, and time employeesof the drawing. The drawing shall be conducted openly and at a time and place that will reasonably allow affected teachers and Association representatives to be in attendance.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time B. The seniority list shall be placed on published and posted conspicuously in all buildings of the Employerdistrict by October 15 of each school year. Each teacher will be given a copy. The seniority list shall include each member’s bulletin board areas of certification, as well as his/her effective date of employment. Revisions and updates of the seniority list shall also be published and posted as they are made. A copy of the seniority list and subsequent revisions and updates shall be forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, the Association. Objections to the seniority list shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs filed within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet of the Employer’s requirements for posting, thereafter the full-time vacancy, he/she list shall be restored final and conclusive.
C. Seniority shall continue to their former position and accumulate when teachers are on sabbatical, military, study, parental, maternity, health, or Association leave.
D. All seniority is lost when employment is severed by resignation, retirement or discharge for reasons which are not arbitrary or capricious; however, seniority is retained if severance of employment is due to layoff or transfer to an administrative position. In such cases, teachers so affected shall retain their seniorityall seniority accumulated as of the effective date of layoff.
E. Notifications of a recall shall be in writing with a copy to the Association. The Company will include required qualifications in all job postingsnotification shall be sent by certified mail to the teacher's last known address. The Company will provide necessary training required for positions within It shall be the bargaining unitresponsibility of each teacher to notify the Board of any change of address.
(b) A notice of full-time vacancies occurring in a classification hereby covered F. Recalled teachers shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior entitled to filling all sickness and leave benefits as provided herein. Utilization of such vacancy. The Employer will post benefits or an existing necessity for utilization of such benefits shall not be considered proper reason for failure to recall or reinstate.
G. Subject to the name rules and regulations of the successful applicant on selected carrier, the company bulletin board carrier shall provide for five continuation of health care insurance for retired or laid-off employees at their option and expense (5) days after the posting is taken downper COBRA requirements).
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for H. During a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06impending layoffs, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours Board may grant requests for voluntary leaves of break in between. Modified work weeks absence to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees teachers who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,such requests
Appears in 2 contracts
Sources: Master Agreement, Master Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, 10.1 Primary seniority shall be determined by defined as the date total length of hire as a part-time employeeservice in the current class of position. Part-time employees Secondary seniority shall be placed on defined as the appropriate part-time total length of service in all other classes of positions in the bargaining unit including the current class of position. Secondary seniority list shall be applied as follows in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) all cases of layoff: In the event that a full-time vacancy occurs within member of the bargaining unit is laid off and cannot bump another employee in the affected classification, that employee would be able to use secondary seniority to bump into a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with senioritydifferent classification, provided that the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancyhad been employed in that classification. The Employer shall determine employee may utilize the ability and qualifications necessary for total length of service in the full-time vacancy, provided such determination shall not be unreasonable and shall be subject current classification plus the total length of service in the classification(s) into which the employee elects to the grievance procedurebump. Any Meaning that an employee who has been selected held a position in grade 926, for example, is laid off and formerly held positions in pay grade 924 the employee would be able to fill a full-time vacancy and within a sixty (60) day trial period count his/her length of service in the 926 position as well as the total length of service in the 924 positions. In the event that the employee was unable to bump in the next lower pay grade but no earlier than thirty (30) days does not meet is able to bump into the Employer’s requirements for registered nurse class the full-time vacancy, heemployee would be able to utilize his/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications her total length of service in all job postings. The Company will provide necessary training required for positions within classifications which the employee held in the bargaining unit.
(b) A notice 10.2 It is hereby agreed that the parties hereto recognize seniority in all cases of full-time vacancies occurring shift preference, promotions, transfers, floats, relief assignments, temporary assignments of sixty days or more within the same unit, days off, vacation time, layoffs, and recalls. Inclusion of promotions above is qualified by Section 10.11.
10.3 Seniority is defined as the length of employment in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name State service in any of the successful applicant on the company bulletin board for five (5) days after the posting classifications covered by this contract. Seniority is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover transferable from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will other bargaining units not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of covered by this Agreement.
5.04 Divisional seniority 10.4 The appropriate personnel office shall prevail with respect to layoff prepare and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added forward to the President of Local 5019 a seniority list. Said seniority list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at show the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements name, class of the Employer position, and seniority. Seniority lists shall be made in reverse order of seniority provided the employee has the ability revised annually and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) posted on approved bulletin boards. the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee State computers for the purposes of bumping.
(v) Employees who have the ability reviewing and qualifications to bump into applying for online postings. Upon receipt of a new position will transfer request, a copy shall be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction sent to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,designated local officer.
Appears in 2 contracts
Sources: Master Agreement, Master Agreement
SENIORITY. (a) A. Seniority for full-time employees shall be defined as the length of service within the District as a member of the bargaining unit. Accumulation of seniority shall begin on the employee’s first working day. In the event two or more persons have the same starting date of work, positions on the seniority list shall be determined by Branch lottery. Seniority for employees hired after July 1, 2000, having the same starting date shall be determined by lottery within thirty (30) days of hire date. Seniority placement for those affected will be permanent. Those affected employees and Division where applicable by the date on which such employees become full-time employeesa GSSSA representative will be invited to be present when lottery determination occurs.
(b) Seniority B. New employees shall be applicable by Branch and Division for full-time considered probationary employees for until they have completed a probationary period of thirty (30) workdays. Upon satisfactory completion of the probationary period, seniority shall be retroactive to the first day of work.
C. For the purpose of this provision, all employees shall be placed in one of the following purposes: classifications based on their current assignments:
1. Assistants
2. Courier
3. Maintenance
4. Secretary
5. Clerical
6. Paraprofessional*
7. Interventionist *Paraprofessionals will be defined as Certified School Readiness, Certified Title I, Certified Interpreter (language, signing), Licensed Building Trades, Certified One/One Nurse, RTC Coordinator, and In School Suspension Coordinator.
D. The employer will develop Job descriptions for each classification with the selection of vacations lay-offs overtime opportunities as outlined in Article 9Association being given the opportunity for input.
E. The Board shall prepare, Hours of Work maintain and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time post the seniority list and a separate Branch part- time list. The seniority list shall be placed on prepared and posted conspicuously in all buildings of the Employer’s bulletin board District within thirty (30) days after the effective date of this Agreement with revisions and forwarded updates. The list shall be updated monthly thereafter and a copy provided to each respective Local Union every 6 monthsthe Association Treasurer and President.
(d) For all new Part-time employees hired after ratification, seniority F. State and Federal programs and statutes shall be determined by the date of hire as a part-time employeeobserved where applicable for specially funded programs. Part-time Except where prohibited, all employees shall be placed on the appropriate part-time receive seniority list rights as provided in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)Agreement.
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. G. Any employee who has been selected incapacitated at his regular work by injury or compensable occupational disease while employed by the Board, or injured in a work or non-work related accident may return to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet light duty assignment or other work in any classification that is operated by the Employer’s requirements for the full-time vacancy, he/she Board provided such assignment or work is available. Said assignment shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within at the bargaining unitemployee’s regular rate of pay.
(b) A notice of full-time vacancies occurring in a classification hereby covered H. Seniority shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancylost by an employee:
1. The Employer will post the name of the successful applicant on the company bulletin board Upon termination, resignation, or retirement;
2. Discharge permanently for five (5) days proper cause after the posting is taken down.receiving due process;
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted3. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, Absent for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.consecutive days without notifying the immediate supervisor, unless satisfactory reason is provided;
5.03 Any 4. Seniority will be frozen as of the date an employee who has been promoted transfers to a permanent position outside of the bargaining unit and after a reasonable trial period classification not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject covered by this Agreement until he returns to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of classification covered by this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective 5. After three consecutive years of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, being laid-off.
I. Seniority shall be the last to be laid off provided they possess the ability frozen and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available accrue when a person is on unpaid leave of longer than thirty consecutive (30) workdays. Bargaining unit members using donated days to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's optionreplace unpaid leave will still constitute unpaid leave.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by 9.01 The seniority of an employee means the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for length of his/her continuous service with the following purposes: the selection of vacations lay-offs overtime opportunities Company, as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by at the date of hire as transition (November 1, 2011), since the date of his/her last hiring by the Company, i.e. day and time of first hour of paid work. Same Day Hiring
9.02 There will be a part-time employee. Part-time Company Service List composed of all employees shall be placed on for each Site, within the appropriate part-time seniority list in accordance with this ArticleRegion, based on the first employee date of hire, pursuant to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)Article 9.01.
(a) In Vancouver there will be two classification seniority lists as follows:
(i) Point Leader Seniority List composed of employees in the event a full-time vacancy occurs within a Branch or Division, within classification of Permanent Point Leader;
(ii) Screening Officer Seniority List composed of employees in the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancyclassification of Screening Officer. The Employer shall Point Leader Seniority List and the Screening Officer Seniority List will be used to determine the ability rights of employees in connection with other seniority based rights under the Agreement, including but not limited to layoff, recall, shift preference, vacation selection and qualifications necessary for the full-time vacancy, provided such determination shall overtime. Persons on one seniority list do not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications accrue seniority on another list when they are working in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days an acting or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions requiredcapacity. In the event of layoff, stewards, seniority on the Point Leader Seniority List cannot be used to displace employees in order of their seniority, shall be other classifications who are hired prior to the last to be laid off provided they possess the ability and qualifications to perform all date of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
CIRB (aCanadian Industrial Relations Board) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employeeorder which is November 27, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees2008.
(b) In all other Sites within the Region there shall be one classification seniority list for each Site, composed of all screening personnel, including Screening Officers and Point Leaders. The parties agree that while part-time Site Seniority Lists will be used to determine the rights of employees may in connection with other seniority based rights under the Agreement, including but not limited to layoff, recall, shift preference, vacation selection and overtime.
9.03 The seniority of an employee shall be assigned to work completely lost and his/her employment shall automatically be terminated if he/she:
(a) quits; or
(b) is discharged and not reinstated in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.accordance with the provisions of the Agreement; or,
(c) The is absent from work for three (3) or more consecutive days without notifying the Supervisor unless he/she gives a reason satisfactorily to the Supervisor for his/her failure to so notify the Company; or,
(d) is laid off for a period in excess of twelve (12) months; or,
(e) fails to notify the Management of his/her intention to return to work within seven (7) days of being given Notice of Recall under Article 11.02 or fails to return to work on the date of recall as set out in the Notice of Recall; or,
(f) works for another employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation while absent from his/her employment with the union will maintain full time positionsCompany except while on layoff, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of except when employees are on vacation relief Exclusive of “on call” workor days off; or,
(ag) In uses an authorized Leave of Absence for a purpose other than that for which the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.Leave was granted; or,
(bh) Lay-offs fails to return to work upon the expiration of an authorized Leave of Absence or demotions vacation unless a reason satisfactory to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:Management is given; or,
(i) fails to qualify for the appropriate Canadian Air Transport Security Authority certification and/or Transport Canada designation. (i.e. all lay-offs in the Division or Branch where applicable shall routes will be in reverse order expired before termination of seniority;.)
9.04 Within ninety (ii90) days after the affected junior signing of this Agreement, the Company shall post the Site Seniority Lists showing the seniority of each employee.
9.05 The Company will provide the Union with the current seniority lists showing each employee’s seniority date, current address, email, phone number(s), classification and rate of pay, on June 30th of each year. An employee shall be given have thirty (30) days to challenge the opportunity of displacing an employee applicable seniority list with less seniority in another classification, provided the senior employee has the ability and qualifications respect to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expenseseniority. Thereafter, the most junior full-time seniority date of each employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingconclusive.
(v) Employees 9.06 The seniority of an employee who have accepts a position with the ability and qualifications to bump into a new position will be provided with a maximum Company outside of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status scope of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and Agreement shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,forfeited.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (aA) Seniority for within the North Attleborough Police Department shall commence from the date of appointment as permanent regular full-time members thereof. For employees shall be determined by Branch and Division where applicable by appointed on or before June 6, 2016, in the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed event two or more officers are appointed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratificationsame day, seniority shall be determined by based on Civil Service Examination marks or, if such officers have the date of hire as a part-time employeesame Civil Service Examination marks (or if the officers’ Civil Service Examination marks are not available to the Town), upon Police Academy class rank. Part-time For employees shall be placed appointed on or after June 7, 2016, in the event that two or more officers were appointed on the appropriate part-time same day, the seniority list in accordance with this Article, will be based on the first employee to clock in on their first scheduled shift after they have been hired. police academy class rank (i.e. first to work, first on listhigher class rank is more senior).
(aB) Seniority shall not be broken by vacation time, sick leave, injury leave, lay- off of less than six months, suspension, or authorized leave of absence, or any call to Military Service for the duration of such service.
(C) If an employee resigns voluntarily or is discharged for cause, he shall lose all seniority.
(D) In the event a fullof reduction in force, lay-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies off shall be filled in accordance with inverse order of hiring and any recall to work shall be by seniority, provided the employee considered for the vacancy possesses the ability .
(E) The Chief will post a shift preference sheet in January of each year. Each officer shall indicate on that sheet his/her first and qualifications necessary for the full-time vacancysecond shift preferences. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and Chief will make shift assignments within a sixty (60) day trial period but no earlier than thirty (30) days does not meet of the Employer’s requirements for posting of the full-time vacancy, he/she shall be restored to their former position and shall retain their seniorityshift preference sheet. The Company Chief will include required qualifications in all job postingsconsider the officers' preferences when making assignments for that year. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least If an officer with five (5) working days prior or more years of employment with the North Attleborough Police Department is not assigned to filling his/her preferred shift the Chief will, upon the officer's request, provide the officer with a written explanation of such vacancywhy he/she was not assigned to his/her preferred shift. The Employer Chief will post also review the name officers' preference sheets when filling any long-term shift vacancies that occur during the course of the successful applicant on the company bulletin board for five (5) days after the posting is taken downa year.
(cF) When Each patrol officer shall serve a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen twelve (1412) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, month probationary period during which her/his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions employment may be subject terminated without recourse to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position grievance and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term arbitration procedure of this Agreement.
5.04 Divisional seniority . A newly hired officer's probationary period shall prevail with respect commence upon her/his successful completion of a Municipal Police Training Committee certified Academy to layoff and reemployment after layoff irrespective of classification, provided employees possess which s/he has been sent by the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available positionDepartment. The Employer agrees that in the event probationary period for a lateral transfer or reinstated officer shall commence upon her/his date of a layoff, the following procedure shall apply:
hire (ior re-hire) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingDepartment.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority A. Departmental seniority for full-time employees an employee shall be determined by Branch and Division where applicable by defined as their continuous length of service in the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, bargaining unit. Departmental seniority shall be determined the controlling factor in regard to layoffs, recalls, vacations and transfers. For employees of the City of Greenfield transferring into this bargaining unit, the departmental seniority will be mutually agreed to in advance by the date City and the Union. Divisional seniority for an employee shall be defined and restricted to their continuous length of hire as a part-time employeeservice in their current Division. Divisional seniority shall be the controlling factor in regard to job bids and promotions subject to Section B of this Article. Part-time employees who work less than twenty (20) hours per week and summer help and temporary employees shall not have any departmental or Divisional seniority.
B. When the City determines to fill a vacancy at the W-3 level or above, job bids shall be placed posted for three (3) work days on the appropriate part-bulletin boards, during which time seniority list employees may submit written bids to the appropriate Division Supervisor. The job award to qualified applicants shall be determined in accordance with this Articlethe following order:
1. The senior employee bidding from within the same Division where the vacancy exists shall have preference.
2. The senior employee in the Department shall then have preference.
3. Applicants from outside the bargaining unit may then be considered.
4. If a job opening occurs while a qualified employee is on authorized leave, based on an employee may submit their written bid within three (3) days of receipt of written notice from the first employee to clock in on City of the job bid posting or within three (3) days of their first scheduled shift after they have been hired. (i.e. first return to work, first whichever is shorter. An employee on list)workers compensation who does not have a known or an anticipated return to work date as certified by their treating physician will not be eligible to bid on job openings.
5. No employee with a seniority preference will lose the bid to an applicant with less seniority except for good cause. An employee aggrieved by such a decision may appeal to arbitration, whose decision shall be final. Any arbitration under this Section will be by the voluntary expedited arbitration rules of the American Arbitration Association.
6. When there is a bid on an open position, which requires a Commonwealth of Massachusetts CDL or hydraulic license, the senior in-division employee that possesses the required licenses at the time of the bid opening shall be given the award. If no bidding employee in the Division possesses the required license(s), the City may consider making a provisional award to the most senior bidding employee who has demonstrated skills that indicate that they are likely to be able to acquire the required license(s). The provisional awardee shall be given at least two (a2) tries or at least ninety (90) calendar days to acquire the license(s). A provisional awardee under this sub-section, shall not receive the associate pay increase until the first full week that they have possession of the license.
7. When there is a bid on an open position which requires a Commonwealth of Massachusetts operator’s license for either Water Facilities or Water Distribution, the employee must possess the requisite license at the time of the bid opening to receive the award. The City may consider making a provisional award to the most senior bidding employee who has demonstrated skills that indicate that they are likely able to acquire the required operator’s license within one (1) calendar year. A provisional awardee under this sub-section shall be given one (1) calendar year to obtain the license and shall not receive the associate pay increase until the first full week that they have possession of the license; except, in the case where an employee is at the top of the current scale and eligible for a step increase according to Article 9(F), then a step will be given to the next highest pay scale of the awarded position. However no future steps will be given until such time as the required license is received.
8. When there is a bid on an open position which requires a possession of an Automotive Service Excellence (ASE) Mechanic’s Certification, the employee must possess the requisite certification at the time of the bid opening to receive the award. The City may consider making a provisional award to the most senior bidding employee who has demonstrated skills that indicate that they are likely to be able to acquire the required certification within one calendar year. A provisional awardee under this sub-section shall be given one (1) calendar year to obtain the certification and shall not receive the associate pay increase until the first full week that they have possession of the certification.
9. It is understood that any employee awarded the bid, after a reasonable period of training, must demonstrate his ability to satisfactorily perform the work. “A reasonable period of training” as used in this Section shall be by mutual agreement of the City and the Union at the inception of such a training period. At the conclusion of such training period, if the City believes the employee has not demonstrated ability to satisfactorily perform the work, the employee may be returned to their prior position (if it still exists; otherwise to the appropriate position for which they have demonstrated ability to do the job and greater seniority than the incumbent). In case of such bumping, all bumped employees shall themselves have such bumping rights. The implementation of an award may be postponed by the City for a reasonable period until a replacement for the employee is ready.
10. In the event an employee was bumped by another more senior employee due to a full-position elimination, they shall have the opportunity to return to the position from which they were bumped should a vacancy in that position occur or a reinstatement of the position occurs. The right to return to a former position shall extend for a period of time vacancy occurs within a Branch equal to two (2) years or Divisionthe employee’s length of employment service, within whichever is the classifications covered hereundershorter, such vacancies shall be filled in accordance with seniority, provided calculated from the date the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancywas bumped.
11. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination An employee who is awarded a bid shall not be unreasonable and shall be subject eligible to bid laterally for another vacancy more than twice during the twelve (12) months subsequent to the grievance procedureaward. Any employee Employees who has been selected to fill bid and are awarded the position and who either withdraws the bid and/or declines the position shall have the bid considered as such and is applicable under this Article.
12. The City will furnish the Union with a full-time vacancy copy of the job bid posting, name of bidders, name of awardee and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements reason for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitaward.
(b) A notice of full-time vacancies occurring in a classification hereby covered C. An employee shall lose their seniority and cease to be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name an employee of the successful applicant on City for any of the company bulletin board for following reasons:
1. If an employee quits or retires;
2. If the employee is discharged;
3. If the employee fails to report within five (5) days after when recalled from layoff, or if an employee is on layoff for the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in length of their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting service or two (2) vacanciesyears, if any, will be postedwhichever is less;
4. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days Unauthorized Absences without notifying the DPW Director or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed their designee within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) monthsdays; or
5. False reasons for leave of absence.
5.03 Any employee who has been promoted to D. New employees shall serve a permanent position outside probationary period of ninety (90) calendar days during which they shall have no seniority rights or use of accruals. After the expiration of the bargaining unit and after probationary period, seniority rights shall date back to the time of employment. The City has the right to discharge a reasonable trial period not probationary employee without reference to exceed three (3) months following consultations with the Union appointments to temporary positions may be and such discharge is not subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term provisions of this Agreementagreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective E. In case of classificationdischarge, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of or the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee Business Agent will be added to notified at the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work time, if available, but in any classification in any Operating Divisioncase, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than within four (4) hours of break in betweenhours. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In An enclosed and locked bulletin board will be provided for Union use and under the event the work requirements control of the Employer Union President or their designee. The Union shall have the right to post Union notices and bulletins pertaining to the administration of the internal business and affairs of the Union on the bulletin boards at each of the three (3) primary facilities. The Union agrees that it will neither cause, encourage nor permit the posting of notices which contain propaganda or which are partisan, controversial or derogatory to the City, its employees or its policies. Each notice and/or bulletin shall be reduced signed by the Union officer or representative responsible for posting it and it shall be the duty of said Union officer or representative to cause the point that removal of said notice or bulletin from the guaranteed number board as soon as it has served its purpose.
F. The City will send to Union Headquarters (and also provide a copy to union officers) a current seniority list upon the list being amended from a hiring or separation of regularly scheduled employment event. The City shall be furnished the names and titles of all Union officers and committees representing the Union in matters with the City and shall notify the City and Human Resources immediately of any change thereof or additions thereto.
G. The City shall have the right to employ temporary help at its discretion between May 1 to September 30, and such help shall work the normal work week. All exceptions to these dates and hours shall be by mutual agreement between the DPW Director and the Union. The City shall have the right to terminate the employment of work per week temporary help at any time.
H. Employees will not be discharged or disciplined except for good cause.
I. Work assignments within a classification will, whenever possible, be on the basis of the senior employee’s ability.
J. Employees being re-employed by the City after having previously terminated employment for any reason will be considered as a new employee. Seniority, vacations and other benefits will be computed from the date of most recent employment unless reinstated due to correction of facts or other pertinent information leading to current termination.
K. Except for emergencies beyond the control of the City, experimental or developmental work, the unusual absence of employees, unusual or unexpected service requirements or in the course of the instruction, training or supervision of other employees in the bargaining unit, supervisory SSEA personnel shall not be regularly available to all of perform the full-time employeeswork normally performed by the employees in the bargaining unit. Nothing in this agreement shall limit or restrict supervisory personnel or other non-bargaining unit personnel from performing work identical to their normal functions and responsibilities, as the City considers necessary or advisable.
L. The City agrees to give the Union President and its employees involved, a two (2) week advance notice of any intended layoff and an opportunity to discuss alternatives. At the time of a bump, the junior full-parties will meet to discuss the duration of the familiarization period appropriate to learn the job (as opposed to developing the skills). An employee in the bargaining unit who is being laid off due to elimination of or lack of funding for their position will have the opportunity to bump another bargaining unit employee with less departmental seniority who occupies a position with the same or lower grade, provided the employee whose job is being eliminated or not funded has all of the required licenses and other qualifications listed in the position description at the time they exercise the right to bump. The employee shall be laid off or reduced to part-time statusallowed a familiarization period on the new job of two (2) weeks, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements which may be extended by mutual agreement of the Employer City and the Union. During this period, the City may determine, for good cause, that the employee cannot perform up to standard and they will be subject to layoff. An employee who has been bumped under this Article shall be made in reverse order of seniority provided returned to the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) former position held where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingfilled.
(v) M. Employees who assigned to tasks and work sites which extend beyond the normal work hours will have the ability and qualifications right of first refusal to bump into a new position will be provided with a maximum of forty (40) hours training as necessarythe overtime.
(c) Full time employees who select reduction to the status of part time employees, N. A laid off employee shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available retain recall rights for a minimum period of ten time equal to two (102) shifts per month years or eighty (80) hourstheir length of service, should those shifts/work be available. Upon demotion, whichever is the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,shorter period.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-Section 1. All newly hired full time employees correction officers shall be determined by Branch and Division where applicable by probationary for the first twelve (12) months of employment from the date on which such employees become full-time of hire. There shall be no seniority among probationary employees. Probationary periods may be extended by mutual agreement between the parties.
(b) Seniority Section 2. The Union shall be applicable by Branch and Division for full-time represent probationary employees for the following purposes: purposes of collective bargaining in respect to rates of pay, wages, hours of work and other specified conditions of employment, except discharge or suspension, provided such discharge or suspension shall not be for Union activity.
Section 3. When employees complete their probationary period, they shall be entered on the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time departmental seniority list of the bargaining unit and a separate Branch part- time shall rank for departmental seniority list from their date of hire. An Employee's "date of hire" shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratificationdefined, seniority shall be determined by the for purposes of this Agreement, as that date of hire upon which an employee first receives pay as a part-full time employee. Part-time employees Employees shall be placed on the appropriate part-time also accrue seniority list within a classification and shall rank for seniority in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hiredemployee's date of entry into the classification. (i.e. first to work, first on list).
(a) In the event The "date of entry" into a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies classification shall be filled in accordance with senioritydefined, provided for purposes of this agreement, as the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive date upon which the new rate of pay after the fourteen (14) calendar days has expiredbegins within a given classification. The resulting two (2sum of all classification service time in each and every classification shall be equivalent to an employee's departmental seniority.
a) vacanciesSeniority shall not be affected by the race, if anycolor, creed, age, sex, marital status, or dependents of the employee.
b) The departmental seniority list will be postedshow the name, rank and/or job title. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided of the employee notifies as well as the employer he shall be off for twenty-one (21)calendar daysemployee's last date of hire.
(c) The classification seniority list will show the name, rank and/or job title of the employee as well as the employee's date of entry into the classification.
d) Where The employer will keep the filling of a vacancy results in a crossover from one Division seniority list up to another of a full-time employee such transfer date and posted at all times and will be completed within fourteen provide the Local Union membership with up to date copies at least every six (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (36) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoffmore than one employee within a job classification starts to work on the same day, stewards, in order of their seniority, respective standing on the classification seniority list shall be determined in accordance with accrued departmental seniority with the last to be laid off provided they possess the ability and qualifications to perform all most senior departmental employee being ranked in advance of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time less senior employee, in excess of the regularly scheduled work then guaranteed to full-time . When two or more employees and exclusive of relief work performed are hired by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer on the same day, their surname alphabetized shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's optiondetermine respective ranking.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a)
A. Seniority for full-time Defined
1. Seniority shall mean continuous service with the City as an employee covered by this Agreement.
2. For purposes of layoff or recall, when two or more employees within the same classification have the same seniority date, order of seniority shall be determined by Branch and Division where applicable by through Civil Service final score, as listed on the date on which such employees become full-time employees.
(b) Register of Eligibles for that classification. Seniority shall be applicable by Branch in descending order of final scores, with the employee with the highest final score being considered most senior and Division for full-time employees for the following purposes: employee with the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 monthslowest final score being considered least senior.
(d) For all new Part-time employees hired after ratificationB. Adjustment in Seniority
1. Except to the extent prohibited by law, seniority shall be determined by adjusted for any period of absence without pay from the date service of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier City of more than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) continuous calendar days.
C. Excluded Service
1. Seniority shall not include any time spent working with the City in a temporary or seasonal position.
D. Seniority List
1. The City shall provide Local 1245 with a current seniority list of all bargaining unit employees as of January 1st of each year by January 15th of each year.
E. Probationary Employees
1. Probationary employees have no seniority rights until they have successfully completed their original probationary period. Upon successful completion of the original probationary period, the employee's name shall be added to the seniority list and his or her seniority date shall be the employee's date of hire into the position for which the probationary period was served.
2. The original probationary period for all employees hired on or after July 1, 1998 shall be 365 continuous calendar days (e12 months). Newly hired Communications Operators I and newly hired Communications Operators II probationary period shall be 547 continuous days (18 months).
3. The City may extend the probationary period (either initial or promotional) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay new employees hired into and incumbent employees promoted into the classifications listed below for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three six (36) additional months due to special circumstances surrounding administrative licensing and certification needs specific to the classification.
a. For purposes of this section, “special circumstances” and “administrative” references are understood to be limited to matters related to the scheduling/rescheduling of associated courses, testing and training beyond the employee’s or the City’s control.
b. Such extensions shall not be arbitrarily applied and shall apply only to the following consultations with the Union appointments to temporary positions classifications (additional classifications may be subject added by mutual agreement between City and IBEW Local Union 1245 pursuant to a greater duration than three LOA No. 2018-001): • Maintenance Worker I-II • Water Maintenance Worker I-II • Water Distribution Technician
F. Annual Leave Scheduling/Shift Assignments
1. Seniority, as defined in Section 6.6 (3A) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do soabove, shall be restored applied on a budgeted divisional basis within classification for Annual Leave scheduling. Nothing herein shall preclude a Department Head or his/her designee and the employees in that department from mutually agreeing, without prejudice or precedent, to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term some other formula or method of this Agreementscheduling Annual Leave.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required2. In the event of layoffPolice Department, stewardsseniority, as defined in order of their senioritySection 6.6 (A) above, shall be applies on a budgeted divisional basis within classification for shift selection for non-probationary employees in the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employeefollowing classifications: Police Clerk, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergencyCommunications Operator I, Communications Operator II, Communications Center Supervisor, Police Assistant, and special work, holiday work, peak period work, contingencies; then another employee will be added Senior Police Assistant. It is understood and agreed that shifts covered by this provision only pertain to the list of full-time employees.
(b) The parties agree operations that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) or seven (7) days of coverage per week. Operations that are day shift operations only are not covered by this subsection (Section 6.6, F- 2). Nothing herein shall preclude the Chief of Police or his/her designee and the employees covered by this subsection from agreeing, without prejudice or precedent, to some other formula or method of selecting shifts.
a. Non-probationary employees assigned to the following classifications: Communications Operator I,Communications Operator II, Communications Center Supervisor, Police Assistant, Senior PoliceAssistant and Police Clerks shall be entitled to select byseniority the same shift for all rotations during a single calendar monthsyear duringthe term of this Agreement. At the conclusion of the six (6) calendar months,There shall be up to four
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. 4.1 When an employee has completed ninety (a90) Seniority for full-time employees calendar days in the service of the Company or any extended period mutually agreed upon by the Union and Management, they shall be determined by Branch and Division where applicable by the granted seniority from date on which such employees become full-time employeesof hire.
(b) Seniority 4.2 The Company shall be applicable by Branch maintain and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time post a seniority list every three (3) months for all employees and a separate Branch part- time seniority this list shall be placed on available to all employees for reference at any time during working hours. A copy of the Employer’s bulletin board and said seniority list to be forwarded to each respective Local the Union every 6 monthsoffice.
4.3 Length of continuous service with the Company shall be the deciding factor governing lay-off and re-employment after lay-off. Employees may choose to go on layoff as opposed to accepting a position to which they would bump. Employees recalled to a department other than the department where the lay-off originated shall have the option of accepting the employment or continuing on lay-off until such time as they are recalled to the department from which they were laid off. The employees who accept employment in a department other than the department where the lay-off originated, shall be temporarily transferred to the department in which they are now employed, until they refuse a recall into their regular department, or a period not to exceed eighteen (d18) For all new Partmonths from date of layoff. As an exception to the above, lay-time off of employees hired after ratificationin the Maintenance, seniority Shipping & Delivery Drivers, Live Haul Drivers, Evisceration, Sanitation, or Live Hang classifications shall be determined by the date length of hire continuous service with the Company of those employees in the Maintenance, Shipping & Delivery Drivers, Live Haul Drivers, Evisceration, Sanitation, or Live Hang departments.
4.4 By local arrangements between the Company and the Union, the names of employees to be laid off or recalled will be available to the Union on the same day the employees are notified or the day prior. A list of the names shall be forwarded to the Union within one (1) working day of notification.
4.5 Promotions shall be defined as a part-time employee. Part-time employees transfer to a position paying a higher rate, and no employee shall be placed on considered as being demoted unless they are transferred to a position paying a lower rate.
4.6 If an employee is absent from work because of sickness or accident they shall not lose seniority rights and shall return to the appropriate part-time seniority list in accordance with this Articleposition held prior to their absence when capable of performing their duties. It shall be the duty of each employee so absent to notify the Company of the reasons of the absence, based on and how long their absence will last. Where the first employee fails to do so the Company may, at its’ discretion, request the employee to clock verify their absence. At all times, the employee is required to participate fully and in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)good faith in the accommodation process.
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, 4.7 New employees will be posted. If, on probation for any reason, a full-time employee is going to be absent for twenty- one period of ninety (2190) calendar days or moreany extended period mutually agreed upon by the Union and the Company during which time they may be laid-off without reference to seniority and the Company is under no obligation to re- hire such employees. The termination of a probationary employee shall not be the subject of a grievance, his position will however the Company shall act reasonable, non- discriminatory, fairly, and in good faith. All employees retained beyond the ninety (90) calendar days probation period shall become regular employees and entitled to seniority in accordance to the length of service and entitled to all benefits under this Agreement and may be posted discharged only for just cause. In the event that it is found that an employee is wrongfully fired, they shall not suffer any loss of seniority, if reinstated as a temporary full-time vacancy without benefitsan employee. Any employee with ninety (90) or more calendar days of service with the Company who is laid off, provided the employee notifies the employer he shall be off for twenty-terminated, or terminates voluntarily and is rehired within one (21)calendar days.
(d1) Where year, shall receive the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term job classification as specified in Appendix A of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. Section 1. Seniority is measured by the employee's length of continuous service of the present (asuccessor) contractor, and the time spent performing on the Government Contract(s) itself, applicable to the total length of time spent in any capacity as an employee on the continuous service of any predecessor contractor(s) who carried out similar contract functions at the same federal facility. After a person has worked in the bargaining unit for 90 days, the employee shall gain seniority and his seniority date shall be the first day he/she worked. Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed hired on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall same date will be determined by the date alphabetical order of hire as a part-time the employee's last name. Part-time Probationary employees shall have no seniority status and may be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch disciplined or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability discharged without cause and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject without recourse to the grievance procedureprocedures. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she Seniority shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within terminated by:
1) voluntary separation of employment by the bargaining unit.employee;
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, discharge for any reason, a full-time employee is going to be absent for twenty- one (21cause;
3) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided out of active service with the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay Company for a period of no less than three twelve (312) consecutive months.;
5.03 Any employee who has been promoted 4) failure to a permanent position outside respond to notice of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ as set forth in Article Thirteen
5) absence without notification or extenuating circumstances for three (3) consecutive work days;
6) Any employee with seniority who is absent for less than twelve (12) consecutive months because of illness, job related injury, or layoff shall be laid off last as among all other stewards at each Branchcontinue to accrue seniority during such absences.
Section 2. Within thirty (a30) Whenever forty (40) hours of work per week days after signing this Agreement and quarterly thereafter, the Company shall be regularly available post in a conspicuous place, and shall mail to the Union, a single part-time employee, in excess list of the regularly scheduled work then guaranteed non- probationary employees covered by this Agreement arranged according to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior their seniority. Protests to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall position on such list must be made in reverse order of seniority provided writing to his/her supervisor. Upon any correction, the corrected list will apply.
Section 3. When the Company is given less the 24 hours notification that the employee has the ability and qualifications necessary will not be present for the available positionhis/her assigned shift. The Employer agrees that in company is not required to fill the event of vacancy by employee on a layoffseniority basis.
Section 4. Seniority, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable within regular classification, shall be the determining factor in reverse order matters affecting reduction in force, promotion, demotion, recall, schedules, transfer and the filling of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, vacancies provided the senior employee has possesses the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;. For the purpose of this Agreement "ability for reduction in force, recall, transfer and the filling of vacancies shall be final unless it is established, through the grievance procedure, that such determination was made without reasonable justification.
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere Section 5. Reduction in Force shall be based on seniority within the jurisdiction of his/her Union Localposition classification and accomplished with last in first out basis.
Section 6. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it Recall shall be deemed to be the most junior full-time employee for the purposes of bumpinghandled in accordance with Article Thirteen.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection 7.1 The principle of vacations lay-offs overtime opportunities seniority as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority hereinafter defined shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess in the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ School District.
A. System seniority shall be laid off last defined as among the uninterrupted, continuous length of employment with the Board as computed from the employee’s most recent date of hire. Date of hire shall be interpreted as the Board meeting date to employ the individual. Position start date shall be the effective date the individual begins work in the classification for which he/she was employed. If an employee is reinstated from layoff during a recall period, it will not be considered a break in employment and the employee will retain all other stewards at each Branchpreviously earned seniority.
(a) Whenever forty (40) hours of work per week B. Job classification seniority shall be regularly available to defined as the uninterrupted, continuous length of employment by an employee in a single part-time particular job classification as computed from the employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees’s position start date into such job classification.
C. There shall be a probationary period of sixty (b60) The parties agree that while part-time employees actual working days to allow the Board to determine the fitness and adaptability of any new employee it may be assigned hire to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event do the work requirements of required. During such time the Employer new employee shall be reduced have no seniority rights in that position and his qualifications to do the point that the guaranteed number of regularly scheduled hours of work per week required or his discharge or lay off for any reason shall not be regularly available subject to all the grievance procedure set forth in this agreement. Employees retained beyond the sixty (60) actual working day period shall have their system seniority computed as of their date of hire and their job classification seniority computed as of their latest position start date into the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's optionjob classification.
D. Employees with system seniority who change job classification shall not accumulate job classification seniority in their new classification during the first thirty (b30) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements actual working days of the Employer employment in such new job classification. Upon completion of thirty (30) actual working days of employment in their new classification, such employees shall be made in reverse order of acquire seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:new job classification dating from their most recent position start date into such job classification.
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for E. For the purposes of bumping.this section, seniority shall end with the employee’s last date of employment with the Board. ARTICLE
8.1 Whe Boa of th whe
8.2 If a supervisor transfers (vinvoluntarily) Employees who have an employee to another job in the ability and qualifications to bump into a new position classification, it will be provided done so with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion input of the six (6) calendar months,OAPSE President.
Appears in 2 contracts
Sources: Negotiations Agreement, Negotiations Agreement
SENIORITY. (a) 31.1: The term "rank" when used, in this Article, shall mean Police Officer, Police Sergeant, and Police Lieutenant respectively. Rank Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such of appointment to respective ranks. If two or more employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time attain rank seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratificationsame date, seniority standing shall be determined by the test score used to establish their present rank. If the test score is the same, the date of hire as application for employment with the Police Department will determine seniority status.
31.2: In the event of a part-time employee. Part-time layoff for any reason employees shall be placed on laid off in the appropriate part-time inverse order of Rank Seniority in the affected rank(s). Employees who are to be laid off who have advanced to their present rank from a lower rank in which they held a permanent appointment, shall be offered a position in a lower rank for which the Employee is qualified. Seniority in the lower rank shall be established according to the date of the employee's permanent appointment to that rank. Employees who do not accept a lower rank shall be terminated. Employees shall be reinstated according to seniority list in accordance with this Article, based on the first rank from which the employee to clock in on their first scheduled shift after they have been hiredwas laid off. (i.e. first to work, first on list)Employees who do not accept reinstatement shall be terminated.
(a) In 31.3: Vacations shall be picked by rank seniority among members of each rank in each Section, Unit or Division of the event a full-Police Department according to total accumulated time vacancy occurs within a Branch or Division, in rank within the classifications covered hereunderDepartment. The Chief of Police shall have the sole right to determine how many members of each rank can be on vacation at any one time within each Section, such vacancies Unit or Division of the Police Department. Nothing contained herein shall be filled in accordance with seniority, provided interpreted as restricting the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject Department's right to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in cancel all job postings. The Company will provide necessary training required for positions within the bargaining unitvacations during any event of disaster or emergency.
(b) A notice 31.4: Seniority shall continue to accrue during all paid absences or leaves. Leave of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. Ifabsence without pay, for any reason, a full-time employee is going shall cause this date to be absent adjusted for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar daysan equivalent amount of time.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following31.5: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week Transfers shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's optionused for disciplinary purposes.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees A. “Unit Seniority” shall be determined by Branch defined as the length of continuous service from the employee’s date of last hire with the Board in this bargaining unit, and Division where applicable by the date on which shall be used as a determinate of vacation eligibility or other such employees become full-time employeesemployee benefits.
(b) Seniority B. “Classification Seniority” shall be applicable by Branch and Division for full-time defined as the length of service that an employee has been employed in a certain classification provided that continuous service within the bargaining unit has not been broken nor employment terminated. An employee may hold seniority in more than one job classification, but may not accumulate seniority in only one classification at a time. If two or more employees for have the following purposes: same classification seniority, then the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on employee with the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, greatest unit seniority shall be determined considered senior. Seniority preference for layoffs and recall purposes shall be limited to those employees within the classification in which the layoff or recall exists. Seniority preference for shift preference and promotional purposes shall be limited to the classification in which the employee works.
C. New employees and those hired after a break in continuity of service shall be regarded as probationary employees for their first ninety (90) days of actual work and shall receive no continuous service credit or fringe benefits except insurance, PERS and workers compensation during such probationary period. Probationary employees retained by the District subsequent to their first ninety (90) days of actual work shall receive full continuous service credit from their date of last hire and shall become eligible for all fringe benefits commencing their ninety first (91st) day of actual work. Any employee hired as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first temporary employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable eligible for fringe benefits and shall be subject are not eligible to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) accrue work days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to towards passing their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitprobation.
(b) A notice D. Seniority ends if:
a. Worker is discharged.
b. The employee notifies the District of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board his/her voluntary resignation.
c. An employee is absent for five (5) consecutive working days after without notifying the posting is taken downappropriate manager of the reasons for such absence. Any exception to this shall be at the sole discretion of the Superintendent.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy d. An employee has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned is recalled to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted but fails to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified report for work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month working days of notification at the designated time and place.
e. An employee accepts another job, applies for unemployment insurance, or eighty goes into business for him/herself while on a leave of absence.
f. Is laid off in excess of twelve (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,12)
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority The College recognizes the seniority principle with respect to employees covered by this agreement. For the purposes of transfer, vacation time, and work schedule, seniority will be considered. The College will give preference to the employees having the greatest length of service in that order where applicable provided that the College may give reasonable consideration to the qualifications of employees, including ability, training, skill, competency and other relevant qualities for particular purposes. When skill and ability are relatively equal, then seniority in the prescribed order shall apply. The College shall be the sole judge of an individual’s skill and ability. Any disagreement with the judgment may be treated as a grievance and handled in accordance with Article 7, of this Agreement.
(b) Layoffs shall be done according to inverse seniority, except officers who are certified as CRC’s may be given preference in a layoff situation. CRC officers will be laid off according to inverse seniority within the group of CRC officers. For the purpose of layoff and rehiring, seniority for full-time employees shall will be determined by Branch the individual hiring date. Unit members who are laid off shall be placed on a recall list for a six-month period and Division where applicable shall be recalled in seniority order provided that they meet the qualifications for the vacancy. For example, a security officer who is not trained as a CRC has no rights to be recalled to a vacancy that requires CRC training. All members shall be afforded the opportunity to be certified as a CRC officer. CRC officers are those officers that are regularly assigned to duty in the Campus Response Center and have successfully completed all mandated training. The Officers are responsible for all tasks in the center which include but are not limited to the following tasks: answering all calls for service and dispatching the appropriate departments; implementation of emergency operations plan; alarm monitoring; card access; notification to various off campus agencies, i.e. police and fire department; contacting the administrator on call, counselor on call; ; SAVP (Support Advocacy and Violence Prevention Program); trespass list documentation; key listing and sign out. CRC officers must be competent with all computer programs utilized in the CRC, have the ability to maintain accurate logs, fill out all appropriate paperwork and perform other duties as assigned by their supervisor.
(c) The mailing by certified mail, with return receipt of a written notice by the date College to an employee at the latest address as shown on which such employees become the College records, shall constitute “recall” by the College. The time of three (3) calendar days and five (5) calendar days shall begin on the day of receiving the certified mail as evidenced by the return receipt. It will be the responsibility of each employee to keep the College informed as to their proper address.
(d) A separate seniority list for regular full-time employeesemployees and regular part-time employees shall be maintained by the College and made available to the Union upon request.
(e) The College agrees that loss of time due to sickness or accident shall not be construed to impair the seniority rights of the employees involved.
(f) Seniority rights shall terminate if any employee:
i. quits or retires;
ii. is discharged for cause;
iii. fails to return to work from an approved leave of absence;
iv. fails to give notice of acceptance of recall within three (3) calendar days and to report for work within five (5) calendar days after notice or recall by the College, unless such failure is due to illness of the employee evidenced by a doctor’s certificate;
v. is absent for four (4) consecutive working days without notifying the College, unless due to an illness of the full-time employee which is evidenced by medical verification which prevents the employee from notifying the employer of their absence.
(g) When two or more unit members are tied for seniority purposes, the College shall determine seniority in accordance with each unit member’s month and day of birth. For example, if there are three unit members tied for seniority and the first unit member’s birthday is September 15th, the second unit member’s birthday is March 31st, and the third unit member’s birthday is December 1st, for purposes of determining seniority unit member two with the birthday of March 31st would be considered most senior, unit member one with the birthday of September 15th would be the second most senior, and unit member three with the birthday of December 1st would be the least senior among the three. In the event that unit members who are tied for seniority have the same birthday, a coin flip shall be used to break the tie.
(a) The College shall have the sole discretion to determine whether there is a need for overtime, i.e. additional hours, to be worked.
(b) Seniority Overtime opportunities shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled distributed in accordance with seniority, provided the employee considered officer is qualified for the vacancy possesses the ability assignment. Such overtime shall first be offered to all qualified full- time employees and qualifications necessary for the fullthen to all regular part-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days employees prior to filling other on-call officers. Notwithstanding the above, the College may bypass seniority and assign an on-call officer to cover any absence of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) three days after the posting is taken downor more.
(c) When a full-time vacancy exists, For the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than first three (3) months.
5.03 Any employee who has been promoted to incidents during a permanent position outside of fiscal year that supervisors (as a group) inadvertently skip over unit members in the bargaining unit and after a reasonable trial period not for overtime opportunities, each affected unit member shall be offered the next available overtime opportunity that is equal to exceed or greater than the number of hours that were offered in the missed opportunity. For any incident beyond three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees during a fiscal year that supervisors (as a group) inadvertently skip over unit member(s) in the event of a layoffbargaining unit, the following procedure shall apply:
unit member(s) who is inadvertently skipped on the fourth (i4th) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability occasion and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified beyond in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee fiscal year shall be paid the full-time hourly their overtime rate of pay only pursuant to this article for the classification he/she performs, for six (6) calendar months. At number of hours that were offered in the conclusion of the six (6) calendar months,missed overtime opportunity.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Section A. Seniority standing shall be granted to all employees who have completed the probationary period as defined in Article 2, Section F. Such standing is to be determined on the basis of total length of employment for full-time the Employer. Seniority and anniversary date of employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection first day of vacations lay-offs overtime opportunities continuous employment except as outlined provided in Article 92, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on Section G. During the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a probationary period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever one thousand forty (401040) hours of work per week shall be regularly available to a single part-time employeehours, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours discharged by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number without cause and without same causing a breach of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off this Agreement or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available positionconstituting a grievance hereunder. The Employer agrees that in In the event of a layoff, a reduction in force, or the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order elimination of seniority;
(ii) the affected a position, a senior employee may exert their seniority preference over a junior employee shall be given the opportunity in any classification of displacing an employee with less seniority work in another classificationany department, provided they have the senior employee has the ability and necessary qualifications to perform the duties of the job (within involved. Employees who are laid off shall be rehired according to seniority in the Division first);
(iii) where there is no classification in which inverse order of layoffs, provided they have the junior employee has the ability or qualification necessary qualifications to perform the duties of the job within involved. Such employees shall be notified in writing regarding such layoffs, reduction in force, or elimination of position, as well as rehiring, as the Divisioncase may be.
Section B. Employee shall lose their seniority standing upon voluntary resignation from employment or upon discharge for cause. The seniority of an employee on temporary layoff or absence due to illness shall continue to accumulate. The seniority of an employee on authorized leave of absence shall be frozen at the date leave of absence is granted. Such employees shall again acquire seniority upon return to employment.
Section C. Temporary transfers or vacancies may be filled by senior qualified employees. In the event such vacancy is in a higher paying classification, he the qualified employee filling such vacancy shall bump a junior employee outside his Divisionreceive the pay step in the pay schedule for the higher paying classification which is the nearest higher dollar amount above the employee's regular rate of pay, beginning with the first hour of work in the higher classification, providing he has the ability employee performs seventy-five (75) hours of continuous work in the higher classification.
Section D. A leave of absence shall be granted only by the Board with the approval of the department head and qualification the Board shall notify the Union of such leave. Seniority shall be frozen as of the beginning of such leave of absence.
Section E. All employees employed by the County Board or appointed by an appointed official coming under the jurisdiction of the County Board shall carry their original seniority date and all accumulated fringe benefits when transferring from one (1) department to another.
Section F. Notice of all vacancies and newly created positions shall be posted on County bulletin boards near the Human Resources Department, and the employees given five (5) days time in which to make application to fill such vacancy or new position. County employees outside this bargaining unit may apply simultaneously for vacancies in this bargaining unit. However, preference with be given to bargaining unit employees for open positions in their unit. Preference shall be given using a point system, which shall automatically give the bargaining unit employee 5 additional scoring points out of a possible score of 100 on anyone of the following selection tools; including but not limited to the application, the interview process, and any related testing. The senior employee in the department where the vacancy occurs or new position is created and who makes application therefore shall be transferred to fill the vacancy or new position, provided they have the necessary qualifications to perform the job;
(iv) where Clause (ii) and (iii) do duties of the job involved. The department head or other appropriate appointing authority shall make the determination as to whether or not provide the junior employee with a permanent position, he/she may bump, at his/her own expenseapplication possesses the necessary qualifications. In the event the bargaining unit does not concur in the determination, the most junior full-time employee elsewhere within shall have the right to appeal through the official grievance procedure. Notice of vacancies or newly created positions shall state the type of work, place of work, rate of pay, hours to be worked, and the job classification.
Section G. Seniority lists shall be brought up to date on January 1 of each calendar year and posted on employees' bulletin boards. Copies of seniority lists shall be sent to the Secretary and the president of the Union.
Section H. When employees are transferred from the jurisdiction of his/her Union Localthe County Board appointed department to that of an elected official's department, shall for purposes of accumulated fringe benefits and insurance, carry their original seniority date into the elected official's department, but shall acquire a new seniority employment date in such elected official's department. Where When employees are transferred from an elected official's department to that of a vacancy exists for which department under jurisdiction of the employee is qualified in a Branch represented by County Board appointed official, they shall continue to carry their original seniority date from the Union Local it shall be deemed elected official's department to be the most junior full-time employee that of an appointed official's department for the purposes of bumping.
(v) Employees who have the ability accumulated fringe benefits and qualifications to bump into insurance program. However, they shall acquire a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to employment seniority date within the status of part time employees, shall hold top seniority among department coming under the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion jurisdiction of the six (6) calendar months,County Board. All employees employed by an elected official when transferred from an elected official's department to that of another elected official's department shall continue to carry their original seniority date for purposes of accumulated fringe benefits and insurance program. However, they shall acquire a new employment seniority date within the department coming under the jurisdiction of the elected official.
Appears in 2 contracts
Sources: Employment Agreement, Employment Agreement
SENIORITY. (a) A. Seniority for full-time employees shall be defined as the length of service within any bargaining unit position and shall begin to accrue on the first day of work in the bargaining unit position. In the event more than one individual has the same starting date of work in the same classification, position on the seniority list shall be determined by Branch and Division where applicable by drawing lots on the date on first day of work before work commences, unless their exact starting time differs, in which such employees become full-case the earlier time employeesprevails. (Note: Special education paraprofessionals who were formerly Newaygo County paraprofessionals determine seniority per attached 1993 Transition Agreement).
(b) Seniority B. Probationary employees shall be applicable by Branch and Division for full-have no seniority until the completion of the probationary period, at which time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, their seniority shall be determined by the as provided in Section A, above.
C. Employees may hold 2 or more seniority dates. The 1st date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time 1st day of work in the bargaining unit. The other date(s) shall be the 1st day of work in each classification (paraprofessional, ▇▇▇▇, outdoor recess aide) in which the employee has worked. Whenever an employee changes from one classification to another, the amount of seniority accrued in that classification shall be frozen
D. The Board shall prepare, maintain, and provide a copy of the seniority list to the Association in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)October of each school year and upon request.
E. The Association must correct any errors in the seniority list within ten (a10) In working days of receipt of the event a full-time vacancy occurs within a Branch or DivisionOctober list; otherwise, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject it forfeits any right to the grievance procedure. make corrections.
F. Any employee who has been selected to fill a full-partially incapacitated at his/her regular work by injury or compensable occupational disease while employed by the Board, may at his/her option, "bump" in his/her classification and replace the least seniored employee if no vacancy is available. If any vacancy exists within the bargaining unit which he/she is capable of performing, the position must be accepted if offered. This shall apply only while the employee is incapacitated, after which time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored return to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unithis/her regular position.
(b) A notice of full-time vacancies occurring in a classification hereby covered G. Seniority shall be placed on the Employer’s bulletin board on the Employer’s premises at least lost by any employee upon termination, resignation, retirement, or transfer to a non-bargaining unit position or layoff of more than five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days years provided that after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event first year of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at employee provides written notification by June 30 each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added year to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction district business office of his/her Union Localintent to remain on the recall list. Where This notice shall include the employee’s current mailing address. Seniority shall continue to accrue during a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpinglayoff.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
SENIORITY. 19.01 There shall be one (a1) Seniority for full-time employees shall be determined by Branch List inclusive of the Warehouse, Field Staff and Division where applicable by the date on which such employees become full-time employeesOffice Staff.
19.02 The Employer shall immediately and every six (b6) months thereafter, supply the Union with a Seniority shall be applicable by Branch list setting out the name, classification and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Articleemployment of all employees, based on the first employee to clock in on their first scheduled shift after regardless of how long they have been hiredemployed, or how many hours they work. Persons employed for vacation relief work only shall not accumulate seniority. A copy of this list will also be posted on the Bulletin Board as per Article Eight (i.e. first to work, first on list)8).
(a) In the event a full19.03 Layoffs and re-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies employment shall be filled in accordance with based on seniority; that is, the last hired shall be the first laid off and the last laid off shall be the first recalled, provided always that the senior employee considered has the ability to perform the work available.
19.04 If any employee is improperly laid off and a less senior employee is kept working during such layoff, the senior employee who was laid off shall be paid for the vacancy possesses number of hours the ability less senior employee worked, at the senior employee's regular rate of pay or the job's classified rate of pay, and qualifications necessary for the full-time vacancyovertime if involved. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall will not be unreasonable held liable provided the provisions of sub-section 19.05 are followed.
19.05 In the case of office staff and shall be subject to the grievance procedure. Any employee who has been selected to fill warehouse staff a full-time vacancy and within a sixty (60) day trial probationary period but no earlier than of thirty (30) days does not meet actually worked shall apply in the case of new employees before seniority commences, and such employees may be laid off or terminated by the Employer’s requirements , if it has just cause to do so. However, during such employment all Sections of this Agreement shall apply to them, including the Grievance Procedure. Employees laid off shall not be required to work another full probationary period. The same as above will apply with forty-four (44) days worked for Field Staff.
19.06 After completion of the full-time vacancyprobationary period, he/she employees shall be restored entitled to their former position and the rank of seniority as of the date the employee entered the employment of the Employer.
19.07 Seniority shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within be lost if an employee:
(a) Voluntarily leaves the bargaining unit.employ of the Employer; or
(b) A notice of full-time vacancies occurring in Is discharged for cause; or
(c) After a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least layoff, fails to report for work for five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board after being recalled by telephone and registered letter; or
(d) Is absent without leave for five (5) working days after the posting is taken down.
(c) When without a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any legitimate reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.;
(e) Any employee who has been awarded a full-time vacancy will not be able laid off due to apply lack of work shall have the right to remain on the Seniority list for another full-time vacancy at a lesser rate of pay for a period of no less than three up to six (36) months.
5.03 Any employee who has been promoted 19.08 The Employer agrees, when it is necessary to reduce the number of employees on a permanent position outside of shift, senior employees will be given preference over junior and seasonal employees for available work, provided said senior employees can perform the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreementwork available.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess 19.09 If the ability and qualifications to perform all of Employer lays off or discharges the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief Shop ▇▇▇▇▇▇▇ ▇, the Union shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that advised prior to any such layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's optiondischarge.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (a) Seniority for full-time 16.01 New employees shall be considered on probation and shall not be entitled to seniority rights until they have completed ninety (90) days of work. Upon completion of the probationary period, seniority shall be dated from the first day of employment. During an employee’s probationary period, he or she shall be considered as being employed on a trial basis and may be discharged or laid off at the discretion of the Company. Date of hire will be stamped on the employment application by Human Resources. Seniority will be determined by Branch and Division where applicable alphabetically by the date on which such employees become full-time employeesemployee’s last name.
(ba) Seniority shall be applicable by Branch and Division for fullplant-time employees wide, except for the following purposes: Maintenance Department, and the selection Company will prepare a seniority list, a copy of vacations lay-offs overtime opportunities as outlined which will be available to the Union. If it becomes necessary to lay off employees or in case of promotion, upgrading, or vacancies in the plant, excluding Maintenance employees, (see Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c19) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date determining factor unless it is mutually agreed that the senior employee is incapable of hire as filling the position. When an employee has not been on a part-time employee. Part-time employees job for an extended period of time, and the Company requires the employee to work the job or the employee fills that job to maintain his seniority rate, that employee shall be placed re-familiarized on said job for a period of time necessary to ensure that both the appropriate part-time seniority list in accordance with this Article, based on procedural and safety requirements of the first employee job can be met. The exceptions to clock in on their first scheduled shift after they the above are cases whereby major modifications have been hiredmade to existing equipment or new equipment has been installed which would result in an employee requiring extensive retraining. (i.e. first Re-familiarization is restricted to workjob review, first on list)safety refresher and any minor changes to equipment or procedures.
(ab) In the event a full-time vacancy occurs The Company will ensure that all employees within a Branch or Division, department will be trained on all jobs within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability job rate.
c) The following positions - both bid and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall pool - will not be unreasonable and shall be subject to the grievance procedureprovisions of 16.02(a). Any Rather, the selection of these positions will be given to the employee who has been selected to fill a full-time vacancy with the best skills, ability, education and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet experience. In the Employer’s requirements for event the full-time vacancyCompany determines these factors are relatively equal, he/she shall be restored to their former position and shall retain their senioritythen seniority will govern. The Company will include required discuss the minimum qualifications in all job postingsfor these positions with the Union. The Company will provide necessary training required administer a test to determine whether the employee meets the requirements of the position. Maintenance Planner Warehouse Coordinator QC Tech Technical Quality Assistant To support employees who wish to be considered for positions these bid jobs, the Company will reimburse the cost of education courses proactively undertaken by employees to meet the minimum qualifications. The education courses must be pre- approved and successfully passed prior to the posting as a condition of reimbursement.
d) When a vacancy exists within the bargaining unitSupply Driver position, it will be offered by seniority to all Forklift Operators who hold a bid or pool position, and the subsequent Forklift vacancy will be posted.
(b16.03 In case of lay-off or in case of promotions, upgrading or vacancies in the Maintenance Department, the provision of Article 19 shall govern.
a) A notice of full-time vacancies occurring in a classification hereby covered Job Openings shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for posted five (5) days after in advance of the posting is taken down.
(c) When a full-time permanent filling of any vacancy exists, or newly created job. In the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time event an eligible employee is going absent due to be absent for twenty- one (21) calendar days illness, job related injury, vacation, or more, his position will be posted as a temporary fulllay-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements time of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotionposting, the employee shall be paid considered with the full-time hourly rate of pay only other eligible employees and if selected the job will not be permanently filled until the employee returns to work. The schedule and bumping period deadline for the classification he/she performsfollowing work week will be set by Wednesday, at 1:00 p.m. (Thursday at 1:00 p.m. if there is a holiday), and will not be subject to change unless deemed necessary by the Company. When preparing the schedule the Company agrees to fill positions in order of seniority, subject to the individual’s seniority and qualifications.
b) Extra people called into work a scheduled 40 hour week shall be entitled to any overtime during the week and/or weekend according to seniority and qualifications.
c) Employees called into work from lay-off with no step-up procedure involved shall be considered scheduled and will be considered for all overtime according to seniority and qualifications.
16.05 An employee shall lose their seniority rights:
1. If they are discharged and not reinstated under the grievance or arbitration procedure provided by this agreement.
2. If they quit.
3. When they have been laid off continuously for a period of six (6) calendar months. At For those employees with two (2) years or more service, for a period of thirty-six (36) months.
a) If, within three (3) days after receipt by registered mail of notice to return to work following a lay-off, they fail either to: i return to work or; ii notify the conclusion Company of their intention, to return to work and do not return within eight (8) days after receipt of notice to return.
b) In any case where notification by registered letter has been returned undelivered, inquiry shall be made to the Union in an effort to locate the employee. If an employee cannot be located by these two attempts, then the employee shall be considered as having given up any seniority rights, even though six (6) calendar months,months referred to in sub- paragraph 3 above has not elapsed.
c) Extenuating circumstances shall be taken into consideration by the Company, and extended time limits may be granted.
5. If an employee is absent for three consecutive days without proper notification to the Company. Each case will be reviewed on its own merits.
16.06 Employees who may be rehired by the Company after any of the above breaks in continuous service will be rehired as new employees.
16.07 If an employee becomes physically unable to do his or her job, the Company will place the employee in an existing job within his or her capabilities, in accordance with the Ontario Human Rights legislation and in consultation with the Accommodation Committee.
16.08 Students hired for the purpose of Vacation Relief shall not be entitled to the provisions of this Article.
16.09 The Company will be entitled to rely upon the last address and telephone numbers of an employee as shown in the Company records. Employees shall notify the Company promptly of any change of address or telephone numbers.
16.10 Super Seniority In cases of lay-off of production personnel (excluding skilled trades), the Union President will be the last Bargaining Unit employee to be laid off and in all cases of recall of production employees, the Union President will be the first employee called back.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (12.01 Seniority is defined as the length of continuous service in the Bargaining Unit since date of last hire. Seniority shall operate on a Bargaining Unit-wide basis.
12.02 Seniority for all employees shall commence from the first day of continuous employment provided that the employee has successfully completed the probationary period and shall cease when an employee’s employment with the University is terminated.
12.03 Seniority shall not include those periods of employment as a casual employee.
12.04 The University shall establish a seniority list for members of the Bargaining Unit by start date showing each member’s name, hire date, position and classification.
a) Seniority Such seniority list shall be arranged from the most senior to most junior.
b) The seniority list shall be posted on bulletin boards to which all employees have access.
c) Such list shall be brought up to date and sent to the President of the Bargaining Unit by September 1st and March 1st of each year.
d) In compiling the seniority list for full-time employees the first time, following date of ratification, all ties shall be broken by lot mutually agreed upon by the Employer and the Bargaining Unit. Such order ranking shall be the order on the seniority list from that date forward.
12.05 For newly hired members to the Bargaining Unit from date of ratification, all ties shall be broken as follows:
a) if two (2) or more members have the same date of hire, the member with the most total experience with the Employer shall be considered the most senior;
b) if still tied, the seniority standing of the member shall be determined by Branch and Division where applicable a method of lot mutually agreed upon by the date on which such employees become full-time employees.
(b) Seniority Employer and the Bargaining Unit. Such ties shall be applicable by Branch and Division for full-broken at the next time employees for of updating the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- shall remain in such rank order from that time forward.
12.06 Any questions as to the accuracy of the seniority list shall must be placed on submitted by the Employer’s bulletin board and forwarded Bargaining Unit to each respective Local Union every 6 monthsthe Director of Human Resources, in writing, within twenty (20) working days, of the posting of the list.
(d) For all new Part-12.07 Employees employed on a part time employees hired after ratification, basis shall accumulate seniority shall be determined by the date of hire as on a part-full time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)basis.
(12.08 A member will continue to accumulate seniority under the following conditions:
a) In the event a full-time vacancy occurs within a Branch during an absence due to illness or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include injury up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the partthirty-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (636) calendar months. At the conclusion of the six months b) while on WSIB (6) calendar months,Workplace Safety and Insurance Board);
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. 7.01 In all cases of upgrading, downgrading, increase or decrease in forces or work location moves, the following factors shall be considered:
(a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employeesLength of continuous service.
(b) Seniority shall be applicable by Branch Ability, skill and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of workphysical fitness.
(c) A Branch If, when the Company is considering the merits of persons involved in this article, the factors of ability, skill and Divisional full-time seniority list and physical fitness appear to be relatively equal, length of continuous service shall govern. Length of continuous service will be based on Company service rather than department service. It is understood between the parties that work location moves within a separate Branch part- time seniority list shall classification will be placed on administered in accordance with Letter #22 of the Employer’s bulletin board and forwarded to each respective Local Union every 6 monthsCollective Agreement.
(d) For all 7.02 All new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time or rehired employees shall be placed employed as probationary employees for a period of forty (40) straight time working shifts. Probationary employees shall have recourse to the grievance procedure in all matters and during the probationary period an employee shall be considered as being employed on a trial basis and may be discharged without notice at any time at the appropriate partsole discretion of the Company and any such discharge shall be deemed to be for just cause. An employee terminated during his probationary period would be entitled to review under the grievance procedure up to and including Step 3.
7.03 Students hired temporarily for the period between semesters will continue to forego seniority rights if their period of employment should extend past the probationary forty (40) straight time working shifts. Students hired for the summer period (April 15 through September 15) will be terminated at the end of the summer period (September 15) and then considered eligible for rehire as a permanent employee. Students hired temporarily will be paid at job class one (1). However, if a student works overtime, they will be paid time and one-time seniority list half (1 1/2) the normal rate for the job in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)question.
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such Permanent occupational vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be postedbulletined. If, for any reason, a fullWithin twenty-time employee is going to be absent for twenty- one (21) calendar days or moreof the expiration date of the bulletin, his position the Company shall choose the successful applicant, if any, and place him in the vacancy. The name of the successful applicant for every such vacancy shall be posted on the bulletin board on which the notice of such vacancy was posted and a copy of such bulletin will be posted forwarded to the Union. With respect to vacancies so filled the seniority date of the successful applicant shall be noted. However, nothing in this article shall be read or construed as a temporary full-time vacancy without benefitspreventing the Company from hiring skilled employees to fill such vacancies where current employees do not possess adequate ability, provided skill and physical fitness.
(b) Preference shall be given to an employee according to his seniority, subject to the requirements and efficiency of operations and the ability and skill of the employee notifies to fill the employer he normal requirements of the job.
(c) Successful bidding on job bulletins under this clause shall be off for twenty-one limited to three (21)calendar days3) per calendar year.
(d) Where In the filling of event the Company is unable to place the successful applicant in a vacancy results within twenty-one (21) calendar days of being awarded a bulletin, the employee will be paid the higher of the regular hourly rate of the bulletin job or the rate of the job he is performing until he is placed in the vacancy.
7.05 The Company shall maintain seniority lists for the department. A copy of such list shall be posted every three (3) months. Two (2) copies shall also be provided to the Union.
7.06 Where a Statute of Canada so provides, an employee shall maintain and accumulate seniority during service in the Armed Forces of Canada.
7.07 Before filling vacancies in a crossover from one Division department or a plant with new employees, full consideration shall be given to another of any qualified employees who have requested a full-time transfer to the department in which the vacancy exists. An employee wishing such transfer will shall file a written "Request for Transfer" application form with the Employment Office at Flin Flon or the General Office at Snow Lake. An employee's application shall lapse one (1) year after the date of filing but may be completed within fourteen (14) calendar days.
(e) Any renewed from year to year at his request. However, in no event may an employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less have more than three (3) months.
5.03 such applications on file at any one time. The Company shall maintain a file of such "Request for Transfer" application forms. Quarterly, at the request of the Union, the Personnel Superintendent or designated representative shall meet with a representative of the Union to review any outstanding requests for transfer. If there are no "Requests for Transfer" on file from employees deemed acceptable for transfer to the Flin Flon Mill, Warehouse, Surface and Transportation Department or the Flin Flon Mine Department, and a vacancy arises in one of these departments, the Company will post a notice and give full consideration to those applying before filling the vacancy with a new employee. The above procedure is not necessary when an employee is transferring from one section to another within the same department. If an employee is transferred there shall be a probationary period of thirty (30) calendar days in which the employee or the Company may effect his retransfer to his former department and job. Any employee who has may have been promoted appointed by bulletin or otherwise to a permanent position outside of fill any vacancies created by such transfer shall thereupon revert to his former job.
7.08 If an employee is transferred from one section to another within the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, same department there shall be restored a probationary period of thirty (30) calendar days in which the employee or the Company may effect his retransfer to their his former position section and job. Any employee who may have been appointed by bulletin or otherwise to fill any vacancies created by such transfer shall retain their seniority thereinthereupon revert to his former job. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail Past practice with respect to layoff and reemployment after layoff irrespective moves within plant progression lists shall remain in effect. See Letter of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, heUnderstanding #13 - Heavy Duty/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,Industrial Mechanics #22 - Preferred Work Location
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection 7.1 The principle of vacations lay-offs overtime opportunities seniority as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority hereinafter defined shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess in the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ School District.
A. System seniority shall be laid off last defined as among the uninterrupted, continuous length of employment with the Board as computed from the employee’s most recent date of hire. Date of hire shall be interpreted as the Board meeting date to employ the individual. Position start date shall be the effective date the individual begins work in the classification for which he/she was employed. If an employee is reinstated from layoff during a recall period, it will not be considered a break in employment and the employee will retain all other stewards at each Branchpreviously earned seniority.
(a) Whenever forty (40) hours of work per week B. Job classification seniority shall be regularly available to defined as the uninterrupted, continuous length of employment by an employee in a single part-time particular job classification as computed from the employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees’s position start date into such job classification.
C. There shall be a probationary period of sixty (b60) The parties agree that while part-time employees actual working days to allow the Board to determine the fitness and adaptability of any new employee it may be assigned hire to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event do the work requirements of required. During such time the Employer new employee shall be reduced have no seniority rights in that position and his qualifications to do the point that the guaranteed number of regularly scheduled hours of work per week required or his discharge or lay off for any reason shall not be regularly available subject to all the grievance procedure set forth in this agreement. Employees retained beyond the sixty (60) actual working day period shall have their system seniority computed as of their date of hire and their job classification seniority computed as of their latest position start date into the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's optionjob classification.
D. Employees with system seniority who change job classification shall not accumulate job classification seniority in their new classification during the first thirty (b30) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements actual working days of the Employer employment in such new job classification. Upon completion of thirty (30) actual working days of employment in their new classification, such employees shall be made in reverse order of acquire seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:new job classification dating from their most recent position start date into such job classification.
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for E. For the purposes of bumpingthis section, seniority shall end with the employee’s last date of employment with the Board.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Negotiations Agreement, Negotiations Agreement
SENIORITY. (aA) Seniority for full-time The term "regular employee" refers to those employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they who have been hiredappointed to custodial, maintenance, storekeeper, groundskeeper, and food- service positions after having served a probationary period of ninety (90) work days. (i.e. first to workHowever, first on list).
(a) In any work days missed during the event probationary period shall extend the probationary period by a full-time vacancy occurs within like number of days. Employees hired during the period June 15 through August 1 of any year will retain probationary status through a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than minimum of thirty (30) work days does not meet while school is in regular session. When an employee finishes the Employer’s requirements for the full-time vacancy, probationary period he/she shall be restored to their former position entered on the seniority list of the unit and shall retain their seniorityrank for seniority from date of hire in the bargaining unit. There shall be no seniority among probationary employees. Probationary employees are “at will” employees.
(B) The Company will include required qualifications Union shall represent probationary employees for the purpose of collective bargaining for rates of pay, wages, hours of employment, and other conditions of employment as set forth in all job postings. The Company will provide necessary training required Article I of this Agreement, except discharged and disciplined employees for positions within other than Union activity.
(1) Seniority shall be on a District-wide basis in accordance with the employee's seniority date in the bargaining unit.
(b2) A notice Seniority shall not be affected by the race, sex, marital status, or dependents of fullthe employee.
(3) The seniority list will show the name and classification and seniority date of all employees of the unit entitled to seniority.
(4) The Employer will keep the seniority list up to date and will provide the Chapter Chairperson, at his/her request, with an up-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five to-date copy every six (56) working days prior to filling of such vacancymonths. The Employer will post the name make available seniority lists upon request. The Chapter Chairperson shall be kept up to date between revisions of the successful applicant seniority list by receiving written notifications on the company bulletin board for five all new hires, promotions, demotions, discharges, transfers, quits, and employee contact information (mailing address and telephone number).
(5) days after An Employee shall lose his/her seniority for the posting following reasons:
(a) Quits
(b) Is discharged and the discharge is taken downnot reversed through the procedure set forth in this Agreement.
(c) When a full-time vacancy existsIs absent for three (3) consecutive working days without notifying the immediate administrative supervisor. In proper cases, exceptions shall be made. After such absence, the Employer will fill send written notification to the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy employee at his/her last known address that he/she has lost his/her seniority and his/her employment has been postedterminated. Should If the successful applicant disposition made of any such case is not satisfactory, the matter may be placed in their new position they will receive referred to the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar daysgrievance procedure.
(d) Where If the filling of a vacancy results employee does not return to work when recalled from layoff as set forth in a crossover from one Division to another of a full-time employee such transfer will the recall procedure. In proper cases, exceptions shall be completed within fourteen (14) calendar daysmade.
(e) Any employee who has been awarded a full-time vacancy Return from sick leave and leaves of absence will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three treated the same as (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coveragec), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branchabove.
(af) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employeesRetires.
(bC) The parties agree that while part-time employees may be assigned Seniority will continue to work in any classification in any Operating Division, additional full-time jobs accumulate during periods of paid absences. Seniority will only be created and part-time employees promoted not continue to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any accumulate during periods of layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's optionunpaid leaves.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a1) Seniority for full-Length of continuous service as a regular employee in the bargaining unit or as a laid- off Regular Employee in the Labour Pool. In the case of an apprentice (excluding labour pool employees), seniority will be back dated to the start date of their continuous service upon achieving regular employee status. The following principles should be used to break a tie where two people were hired on the same date in the past. • When an employee is hired into a full time employees regular classification under the collective Agreement, the starting date in the offer letter shall be considered the seniority date of the employee. • Where two or more individuals are successful in a posted vacancy, the IBEW will forward a letter to NSPI, Human Resources indicating the order in which the employees are to be placed on the seniority list. • NSPI shall endeavour to hire all new regular employees on different days. (No history with NSPI or the IBEW). In the event that two or more employees from the labour pool are hired on the same day, the IBEW will forward a letter to NSPI, Human Resources indicating the order in which the employees are to be placed on seniority list • Employees who have the same seniority date and who were hired prior to 1993 will have their placement on the seniority list determined by Branch and Division where applicable jointly by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list IBEW Business Manager and a separate Branch part- time Human Resources representative. Placement will be determined through a review of the employee’s personnel file. The joint decision will be final and binding. • Any discrepancies on the seniority list shall be placed on brought to the Employer’s bulletin board and forwarded attention of NSPI, Human Resources by a written letter. NSPI, Human Resources will reply in writing with a confirmation of any changes to each respective Local Union every 6 monthsthe list.
(d2) For all new Part-time employees hired after ratification, Employees formerly included in the System Operators bargaining unit who are added to this bargaining unit as a result of LRB Order No. 5215 shall:
1. Establish seniority shall be determined by in the bargaining unit as of the effective date of hire the aforesaid LRB order;
2. Maintain their System Operators Seniority Date as set out in Appendix “A” which shall determine relative seniority with respect to all other persons whose names appear on Appendix “A” System Operators, such persons formerly included in the System Operator bargaining unit;
3. Not be displaced as a part-time employee. Part-time employees shall be placed on System Operator by an employee designated for layoff other than another employee formerly included in the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee System Operator bargaining unit who has been selected added to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitunit as a result of the LRB Order.”
(b3) A notice Employees formerly whose names are set out in Appendix “B” who are added to this bargaining unit as a result of full-time vacancies occurring LRB Order No. 6159 shall Establish seniority in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name bargaining unit as of the successful applicant effective date of the aforesaid LRB Order; Maintain their Planner seniority date as set out in Appendix “B” which shall determine their relative seniority with respect to all other persons whose names appear on Appendix “B”, Planners added to the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days bargaining unit or more, his position will be posted as a temporary full-time vacancy without benefits, provided the result of any LRB Order; Not be displaced as a Planner by an employee notifies the employer he shall be off designated for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to layoff other than by another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee Planner who has been awarded added to this bargaining unit or as a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside result of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this AgreementLRB Order.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (a) Seniority for full-time employees a. A newly hired employee shall be determined by Branch on a probationary status for ninety (90) calendar days taken from and Division where applicable including the first (1st) day of employment within the bargaining unit. If at any time prior to completion of the ninety (90) day calendar probationary period the employee's work performance is unsatisfactory, he may be dismissed by the date on which Employer during this period without appeal by the Union. Probationary employees who are absent during the first (1st) ninety (90) calendar days of employment shall work additional days equal to the number of days absent and such employees become full-time employeesemployee shall not have completed his probationary period until these additional days have been worked.
b. After satisfactory completion of the probationary period, seniority and all matters pertaining to benefits (bexcept insurance benefits) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded retroactive to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered c. Employees shall be placed on laid off, recalled or demoted according to their seniority within the Employeremployee’s bulletin board on job classification and then seniority within the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post bargaining unit provided the name of the successful applicant on the company bulletin board for five (5) days after the posting employee is taken down.
(c) When a full-time vacancy exists, deemed qualified by the Employer will fill for the vacancy as soon as practicable but no later than fourteen (14) calendar days after position in question. Those with the vacancy least seniority shall be laid off first. An employee scheduled to be laid off has been posted. Should the successful applicant not right to be placed in their new a position they will receive for which the new rate of pay after individual is qualified as specified below:
1. If the fourteen (14) calendar days has expired. The resulting two (2) vacanciesemployee scheduled for layoff possesses sufficient seniority, the individual shall first be assigned to displace the least senior employee on the same shift, if anyavailable, will and within the same job classification for which the person is qualified;
2. If displacement cannot occur within the same job classification, the employee, if possessing sufficient seniority, shall be postedassigned to displace the least senior employee in the next lower pay classification for which the employee is qualified.
3. If, for any reason, a full-A part time employee may only displace a less senior part time employee, only if the individual is going to deemed qualified for the position by the employer. A full time employee may displace a less senior part time employee in a layoff situation, if deemed qualified by the employer. An employee shall be absent for twenty- given twenty-one (21) calendar days or morenotice of intended layoff. Probationary employees shall be laid off first, his before any non-probationary employees. Employees may be offered the opportunity for ‘voluntary’ layoff. Employees shall be recalled on the basis of seniority; those with the most seniority shall be recalled first to an equivalent vacant position will for which they are qualified. Recall rights shall be posted maintained for one (1) year for employees with up to five years seniority and for two (2) years for employees with more than five years seniority, from the effective date of the layoff. Recall notice shall be sent by certified mail to the address on file with the personnel office. Employees are responsible for providing an accurate address to the employer. Employees who fail to report to work within ten days (10) of the date of sending the recall notice, unless an extension is granted in writing, shall be considered as a temporary full-time vacancy without benefitsvoluntary quit regardless of the classification recalled to, provided and shall thereby terminate the employment relationship with the employer.”
d. An employee notifies will lose his seniority for the employer he following reasons:
1. The individual resigns.
2. The individual is discharged and the discharge is not reversed.
e. Seniority shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any retained by an employee who has been awarded is transferred to a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay supervisory position for a period of no less than three twelve (312) months.
5.03 Any , with that employee who has been promoted having the right to exercise the seniority earned while a permanent position outside member of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added return to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work bargaining unit in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of individual vacates his supervisory position. The current Buildings and Grounds Supervisor hired prior to 2005-06 shall retain his earned seniority rights while in the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's optionunit.
(b) Lay-offs or demotions f. An agreed to lower classifications within the bargaining unit due to reduced work requirements of the Employer seniority list shall be made available to each employee covered by this Agreement on or about July 1st of each year. Such list shall contain date of hire, employee's present location and classification. Seniority in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable classification shall be in reverse order as of seniority;
(ii) date of entry into the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) A. On or about January of each year, the Fire Chief shall provide to PPFOA a seniority list for the bargaining unit. Seniority for full-time employees shall be determined by Branch date and Division where applicable by time of promotion to any rank within the date bargaining unit for employees who have completed their probationary period. If two employees are promoted on the same date, the order in which such the employees become full-time employeesare promoted will determine seniority.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) B. In the event of reduction in force ("RIF"), the officer with the least seniority (that is years of service as a full-time Fire Officer as set forth in Paragraph A above) will be the first to be laid off so long as the remaining officers are qualified to perform the available work.
C. In the event of a RIF which results in the layoff of one or more officers, said officers will have the following rights:
1. Said officers shall have first right to fill any vacancy occurs within a Branch or Division, within the classifications covered hereunderDepartment, such if qualified;
2. Said officers shall have the first right to be recalled to vacancies with the bargaining unit which shall continue for three years so long as the officer remains qualified to fill the vacancy; and
3. Said officers shall be filled in accordance with seniority, provided the employee considered given priority for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions other vacancies which occur within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior Department so long as they are qualified to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but and no later than fourteen (14) calendar days after other employee has recall rights to the vacancy has been postedposition. Should the successful applicant not be placed Said preference shall remain in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, effect for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar daysthree years.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. D. In the event of layoff, stewards, in order of their seniority, the employee so laid off shall be responsible for informing the Department of his/her current address and shall be given two weeks notice of recall mailed via certified mail to his/her last known address and during that two weeks the employee must notify the Department in writing of his/her intention to return to work. In the event that the employee fails to make himself available for work within thirty days from notification, he or she shall lose recall rights under this Agreement.
E. The Commission shall provide at least two weeks notice or pay in lieu thereof, to any employee who is to be laid off provided they possess during a reduction in force.
F. A bargaining unit member shall not forfeit seniority during absence caused by:
1. Illness resulting in total temporary disability due to his/her regular work with the ability Fire Department, certified by an affidavit from the Worker's Compensation Carrier.
2. Illness related to his/her employment and qualifications not the result of his/her own misconduct resulting in total temporary disability, certified to perform all be a physician's affidavit every three months.
G. If a bargaining unit member leaves the service of the functions required Fire Department in good standing and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single partis subsequently re-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent positionemployed, he/she may bump, at shall incur no loss of longevity benefits accrued prior to his/her own expenseleaving said service, the most junior full-time employee elsewhere within the jurisdiction of hisand all longevity shall be restored to him/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior fullupon re-time employee for the purposes of bumpingemployment.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
SENIORITY.
(a1) Seniority for full-Length of continuous service as a regular employee in the bargaining unit or as a laid- off Regular Employee in the Labour Pool. In the case of an apprentice (excluding labour pool employees), seniority will be back dated to the start date of their continuous service upon achieving regular employee status. The following principles should be used to break a tie where two people were hired on the same date in the past. • When an employee is hired into a full time employees regular classification under the collective Agreement, the starting date in the offer letter shall be considered the seniority date of the employee. • Where two or more individuals are successful in a posted vacancy, the IBEW will forward a letter to NSPI, Human Resources indicating the order in which the employees are to be placed on the seniority list. • NSPI shall endeavour to hire all new regular employees on different days. (No history with NSPI or the IBEW). In the event that two or more employees from the labour pool are hired on the same day, the IBEW will forward a letter to NSPI, Human Resources indicating the order in which the employees are to be placed on seniority list • Employees who have the same seniority date and who were hired prior to 1993 will have their placement on the seniority list determined by Branch and Division where applicable jointly by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list IBEW Business Manager and a separate Branch part- time Human Resources representative. Placement will be determined through a review of the employee’s personnel file. The joint decision will be final and binding. • Any discrepancies on the seniority list shall be placed on brought to the Employer’s bulletin board and forwarded attention of NSPI, Human Resources by a written letter. NSPI, Human Resources will reply in writing with a confirmation of any changes to each respective Local Union every 6 monthsthe list.
(d2) For all new Part-time employees hired after ratification, Employees formerly included in the System Operators bargaining unit who are added to this bargaining unit as a result of LRB Order No. 5215 shall:
1. Establish seniority shall be determined by in the bargaining unit as of the effective date of hire the aforesaid LRB order;
2. Maintain their System Operators Seniority Date as set out in Appendix “A” which shall determine relative seniority with respect to all other persons whose names appear on Appendix “A” System Operators, such persons formerly included in the System Operator bargaining unit;
3. Not be displaced as a part-time employee. Part-time employees shall be placed on System Operator by an employee designated for layoff other than another employee formerly included in the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee System Operator bargaining unit who has been selected added to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitunit as a result of the LRB Order.”
(b3) A notice Employees formerly whose names are set out in Appendix “B” who are added to this bargaining unit as a result of full-time vacancies occurring LRB Order No. 6159 shall Establish seniority in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name bargaining unit as of the successful applicant effective date of the aforesaid LRB Order; Maintain their Planner seniority date as set out in Appendix “B” which shall determine their relative seniority with respect to all other persons whose names appear on Appendix “B”, Planners added to the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days bargaining unit or more, his position will be posted as a temporary full-time vacancy without benefits, provided the result of any LRB Order; Not be displaced as a Planner by an employee notifies the employer he shall be off designated for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to layoff other than by another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee Planner who has been awarded added to this bargaining unit or as a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside result of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this AgreementLRB Order.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (1. Seniority is the right accruing to employees covered by this Agreement which entitles them to the preference provided by this Section D.
2. Computation of Seniority
a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, College seniority shall be determined by continuous service with the College from the date of hire as original employment in a bargaining unit position without regard to full-time or part- time status and is used to govern benefit eligibility and leave accrual rates.
b) Bargaining unit seniority shall not include periods of non-unit employment. For the purposes of bidding on shift and overtime preference would be accorded to the most senior who achieved permanent status in any title within the unit. Lowest preference is accorded to the least senior person never to have achieved permanent status in any title within the unit.
c) For purposes of computation of College or Unit seniority, periods during which an employee is on an authorized unpaid leave of absence or a period of layoff, for periods of less than one year, shall not be considered an interruption in continuous service. Unless otherwise required by law, while on unpaid leave or layoff an employee will not accrue additional seniority. Notwithstanding the above, part time employees working twenty (20) hours per week in a department or unit where full-time employees work forty (40) hours per week will neither accrue nor have seniority rights. For part-timers working less than twenty (20) hours per week their original employment date with the college rather than their accretion date to the bargaining unit will be considered their employment date.
3. A seniority roster will be given to the Union representative by January 30th of each year. The roster shall list all full-time and part-time employeeemployees in the bargaining unit by College and title seniority. Part-time employees shall be placed on Within thirty (30) days of the appropriate part-time seniority list receipt of the roster the Union will notify the Employer of the alleged discrepancies in accordance with this Article, based on the first employee roster. The parties will meet to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)resolve all discrepancies.
4. The parties agree to create a committee consisting of three members appointed by each party to create the initial seniority lists contemplated by this section. Once completed, the list will be distributed to the unit. Any employee who disagrees with their seniority placement will have thirty (a30) days to protest their placement by submitting any documents or other proof to dispute the preliminary seniority placement. The committee will then decide all disputes and publish a final seniority list. In the event of a full-time vacancy occurs within a Branch or Divisiondispute that the committee cannot resolve, within the classifications covered hereunder, such vacancies shall Vice President for Administration will be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancyfinal decision maker. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall This section is not be unreasonable and shall be subject to the grievance procedure.
5. Any employee who has been selected Pre-planned overtime shall be defined as overtime assignments generated by a special event or a need to fill a fullan existing slot where the College is aware of the need forty-time vacancy and within a sixty eight (6048) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications hours in all job postings. The Company will provide necessary training required for positions within the bargaining unitadvance.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(ca) When a fullpre-time vacancy existsplanned overtime opportunity is identified, the Employer College will state in writing the qualifications needed for the slot and the date and expected duration of the opportunity. This will include specifically whether the position requirements are for qualification as a Peace Officer, Campus Security Officer, or Guard. The College will determine in advance whether to break the pre-planned overtime opportunity into separate segments, e.g. dividing an eight (8) hour opportunity into two or more slots of less than eight (8) hours
b) Bargaining-unit seniority in descending order will be used for canvassing of pre-planned overtime.
c) All qualified and eligible Public Safety personnel will be canvassed in order for available pre-planned overtime opportunities. Canvassing will occur when a member is on duty unless there is an operational need to fill the vacancy as soon as practicable but opportunity immediately.
d) If all or a portion of an employee’s regular assignment falls within the period of the expected overtime opportunity, they are not eligible for the overtime opportunity.
e) Absent an emergency, no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, employee will be posted. If, for any reason, a full-time employee eligible to work overtime unless there is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three at least eight (8) consecutive hours of non-duty time in a twenty-four (24) hour period.
f) The order of canvassing will be as follows:
1) The first canvass will start at the eligible person highest on the seniority list who is qualified for the position who has not worked or been offered a shift to work pre-planned overtime. Once an eligible person on the list has worked or been offered to work pre-planned overtime, the canvass will move to the next person in order. The next canvass and each canvass thereafter will begin with the eligible person highest on the seniority list who is qualified for the position who has not worked or been offered a shift to work. This will be repeated each canvass until the list is exhausted, at which point the process will be repeated.
2) If a qualified and eligible employee is canvassed for and declines an overtime opportunity, it will be treated as time worked for the purpose of advancing down the canvass list.
3) monthsAll pre-planned overtime either worked or declined will be included for the purpose of determining the order of canvass.
5.03 Any employee who has been promoted to 4) During a permanent position outside period of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months approved leave (e.g. maternity leave coverage)Annual Leave, does not meet Sick Leave, Bereavement Leave, Military Leave) an employee may decline without the Employer's requirements time being treated as time worked for calculating eligibility for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreementnext preplanned overtime opportunity.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(bg) The parties agree that while part-time employees may be assigned to work meet and negotiate any revisions in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Divisionthis Agreement upon request.
(ch) The employer agrees, that prior This Agreement will not govern mandatory overtime where employees are held over to any layoff complete assignments or employees are recalled for mandatory training or meetings.
i) In those events where no eligible and proceeding qualified employee has accepted a slot or there are insufficient qualified employees to Article 5.06fill the positions required for the special event, the company in consultation College may allow outside agencies to provide coverage. In such event, the filling of an assignment with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week an outside agency employee shall not be regularly available to all considered a waiver of the full-time employees, the junior full-time employee shall be laid off or reduced Union’s right to part-time status, at the employee's optionexclusivity for bargaining unit work.
(bj) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made Nothing in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall this Agreement will be deemed to be prevent the most junior full-time employee for College from asking a local police agency to respond to an emergency or otherwise provide law enforcement services and support at the purposes of bumpingCollege.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. 9.01 An employee will be considered probationary for his first six (6) continuous months as an employee covered by this Agreement and will have no seniority rights during that period, and if he is suspended or discharged at any time during such a probationary period such discharge or suspension shall not be subject to the grievance or arbitration procedures. Upon satisfactory completion of the probationary period, an employee shall acquire seniority dating from the date he last commenced employment in the bargaining unit and shall thereafter accrue seniority as provided herein.
9.02 The Employer shall, subject to Article 3, have the unfettered right to terminate probationary employees, if in the opinion of management, the employee is not or is not likely to be satisfactory, notwithstanding any other provision of this Collective Agreement except Article 3. Management shall not form its opinion in a manner that is arbitrary, discriminatory or in bad faith.
(a) Seniority for fullAn up-time employees shall to-date seniority list be determined by Branch and Division where applicable by posted on the date on which such employees become full-time employeesUnion bulletin board(s) every six (6) months.
(b) Seniority The seniority date as posted shall be applicable by Branch and Division for full-time employees for deemed to be accurate if no objection is made to the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and seniority date within twenty (20) full working days of workposting (inclusive of day of posting).
(c) A Branch and Divisional fullTown-time wide seniority list and a separate Branch part- time seniority list means the relative ranking of the employees within the bargaining unit based upon continuous service in the bargaining unit. Seniority of employees shall be placed on calculated from the Employeremployee’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the most recent date of hire as a part-time employee. Part-time employees shall be placed on or transfer into the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)bargaining unit.
(a) In the event a fullcase of lay-time vacancy occurs within a Branch or Divisionoff and recalls from lay-off, within the classifications covered hereunderTown shall lay-off the most junior employees and recall the most senior employees provided those who are to be at work have the skill, such vacancies shall be filled in accordance with seniority, provided the employee considered qualifications and present ability for the vacancy possesses required work to such an extent that they can be expected to perform the ability required work and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitperform it well.
(b) A notice All provisions of fullArticle 9.04 apply only to situations in which lay-time vacancies occurring off is one in which the employee would be continuously absent for more than one (1) shift.
9.05 An employee’s seniority and employment shall automatically terminate when he:
(a) Voluntarily quits;
(b) Is dismissed and is not re-instated in accordance with the provisions of this Agreement;
(c) Is laid off for a classification hereby covered shall be placed period equal to his/her seniority, or twelve (12) months, whichever is less;
(d) Accepts employment while on the Employer’s bulletin board an authorized leave of absence or obtains a leave of absence under false pretences;
(e) Is retired, subject to The Ontario Human Rights Code;
(f) Is absent without leave for three (3) consecutive scheduled or assigned days of work unless an acceptable reason is provided;
(g) Is on the Employer’s premises at least lay-off status and fails to return to work within five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant date of mailing by registered mail of notice of recall to his last address on record with the company bulletin board for five (5) days after Corporation. It is the posting is taken down.responsibility of the employee to keep the Corporation informed at all times of his current address and telephone number;
(ch) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going Is absent due to be absent for twenty- one (21) calendar days sickness or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay accident for a period of no less than three his seniority, or twelve (312) months, whichever is less.
5.03 Any 9.06 The Corporation may require the employee who has been promoted to a permanent position outside furnish to the Corporation, on or before the return to work of the bargaining unit and after employee, a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to satisfactory medical certificate from a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail doctor with respect to layoff illness or accident, stating reason for absence and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branchfitness for work.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (a) Seniority for full-time employees
Section 10.1 Company seniority of an employee shall be determined by Branch computed from the last date of hire based upon continuous service with the Company, with another Company of the CenturyLink Corporation, with a predecessor company, or with any company to be merged into the CenturyLink Corporation. Company seniority entitles employees to all general benefits based on total accredited service which includes but is not limited to such benefits as pensions, sickness, accident or Worker’s Compensation Disability Benefits, length of vacations and Division where wages. Upon reemployment following any separation from employment, an employee may qualify for “bridging of service.” Bridging of service shall be available to former employees in accordance with the Bridging of Service Policy applicable by to non-represented employees of the Company. The Company has the exclusive right to amend, modify, or discontinue the Bridging of Service Policy at any time so long as the changes are uniformly applied to all eligible employees, both represented and non-represented of the Company.
Section 10.2 Bargaining Unit seniority of an employee shall be computed from the date such employee enters the Bargaining Unit, whether such entry is by hire, from a job within the Company not covered by this Agreement or from employment with another company of the CenturyLink Corporation. Bargaining Unit seniority entitles employees to such benefits as are based on which choice by seniority, such employees become fullas but not limited to, selection of tours and selection of vacation period. Any CWA bargaining unit employee of the company, who transfers into this bargaining unit from another CWA bargaining unit for any reason shall have their seniority honored. Only time actually accrued in a company bargaining unit will be credited for seniority purposes. The transferring bargaining unit employee shall be able to immediately utilize their transferred seniority for all uses of seniority. Any CWA represented employee who transfers with their group into the bargaining unit as a consequence of a merger, consolidation, or buy-time employeesout, but not a reduction in force, with an affiliated or unaffiliated entity shall be credited with seniority consistent with this agreement.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the EmployerSection 10.3 An employee’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employeethat the employee first performs work for remuneration for the Company. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first The lower employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, Social Security number within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours digits only will designate that employee having the greater seniority of break those employees hired on the same date (but with no effect on changing seniority; in betweeneffect 02/28/85).
Section 10.4 New employees shall be considered to be probationary employees and not subject to the terms and conditions of this Agreement except as provided for herein until they have completed ninety (90) calendar days of continuous service with the Company. Modified work weeks to include up to 6 day per week schedulesAn employee who successfully completes the probationary period will become a regular employee, and the employee’s seniority date will be the original date of hire. Regardless The probationary period may be extended by mutual agreement between the Company and the Union in each individual case, and at the expiration of division Inclusive of vacation relief Exclusive of “on call” worksuch regular or extended probationary period, new employees shall become regular employees.
(a) In the event the work requirements Section 10.5 An employee’s seniority and employment may be terminated for any of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall applyreasons:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. Seniority shall be defined as an employee's length of service with the Employer since his last hiring date. "Last hiring date" shall mean the date upon which an employee first reported for work as a classified employee at the instruction of the Employer unless she/he has quit or been discharged except as provided in number one (a1) below. No time shall be deducted from an employee's seniority due to absences occasioned by authorized leaves of absences, vacations, sick or accident leaves or layoffs for lack of work except as hereinafter provided. Seniority for part-time employees will be pro-rated based on 2080 hours per year as full-time employment. All new full-time employees shall be determined by Branch and Division where applicable by the date on which such probationary employees become fulluntil they have completed seventy-time employees.
five (b75) Seniority shall be applicable by Branch and Division for full-time employees working days for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all . All new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after probationary employees until they have been hired. completed seventy-five (i.e. first to work, first on list).
(a75) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered working days for the vacancy possesses Employer regardless of hours worked per day. All absences during probation shall extend the probationary period on a day-for-day basis. The purpose of the probationary period is to give the Employer an adequate opportunity to observe the performance of the new employee and thus determine whether such employee has the ability and qualifications necessary other attributes which will qualify the employee for the fullregular employee status. Part-time vacancy. The Employer shall determine the ability and qualifications necessary employees’ College hire date will be used for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions issues within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions requiredIR department only. In the event of layoff, stewards, a tie in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any seniority within classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no between two or more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time IR department employees, the junior full-time contract language utilizing the sum of social security numbers would be used to break the tie. This would apply only to classified employees in the IR department. [from Letter of Agreement dated 10/28/09]
1. During the probationary period, the employee shall have no seniority status and may be laid off or reduced terminated at the sole discretion of the Employer without regard to part-time statushis relative length of service. A probationary employee shall be considered an external applicant when applying for a vacant position or for a temporary transfer. Probationary employees chosen to fill permanent vacancies shall be considered as new hires for purposes of seniority, at benefits, and rate of pay determinations. Probationary employees shall be represented by the Union in all other contract areas.
2. Upon satisfactorily completing the probationary period, the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer name shall be made in reverse order of entered on the seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction list as of his/her most recent date of hire. The probationary period may be extended beyond the above-specified periods by mutual agreement between the College’s Vice Chancellor for Human Resources (or designee) and the Local Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingPresident (or designee).
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Classified Master Agreement, Classified Master Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) 1. Seniority shall be applicable by Branch and Division for full-time employees for defined as length of service within the following purposes: bargaining unit (Article I, Recognition) as of the selection employee's first working day. In the circumstances of vacations lay-offs overtime opportunities as outlined in Article 9more than one individual beginning employment on the same date, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list all individuals so affected shall be placed on the seniority list based upon the date they started working for the district as a substitute driver, aide, or mechanic. The earlier substitute driver, aide, or mechanic shall have the higher seniority status. The Employer’s bulletin board and forwarded records shall be used to each respective Local Union every 6 monthsdetermine the date. If one of the individuals involved disputes the Employer’s records, it shall be that person’s obligation to provide convincing evidence refuting the Employer’s records. An employee shall lose his or her seniority rights if he or she retires, resigns, or is discharged.
2. Each new employee of the bargaining unit shall be considered a probationary employee for the first ninety (d90) For all new Part-time employees hired after ratificationcalendar days of employment as a regular employee. A probationary employee who was employed in the same position as a temporary employee, immediately prior to being appointed a regular employee, shall have the probation period reduced by the length of the temporary employment in that position, not to exceed thirty (30) calendar days. On completion of the probationary period, the employee shall be placed on the seniority list of the bargaining unit and his/her seniority shall be determined by the start from his/her last date of hire as a part-regular employee regardless of hours worked. "Last date of hire" shall mean the date on which the employee actually begins work, regardless of when such employee was advised of being hired, or having been hired.
3. An employee who was in the bargaining unit as of July 1977, or thereafter, and who transfers to a position excluded from the bargaining unit, and who subsequently returns to the bargaining unit shall have such seniority as was held at the time of such transfer.
4. An employee who is on a leave or layoff without pay or who otherwise leaves the school payroll shall not accrue seniority during the period of such leaves of absence or layoff, but shall retain seniority accrued to the initial date of the approved leave of absence or layoff. When an employee returns from layoff or leave of absence, the employee. Part-time employees 's seniority date shall be placed adjusted on the appropriate part-time seniority list provided in accordance with this Article, based Section 6. Seniority of up to one (1) year shall accrue while an employee is on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)an approved medical leave.
5. An employee shall lose seniority if on layoff for a period of three (a3) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancyconsecutive years.
6. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a Within sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should effective date of this agreement, the successful applicant not be placed in their new position they Personnel Office will receive the new rate provide a listing of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside all employees of the bargaining unit showing hire date, seniority date, and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, classification of each employee. This list shall be restored published by June 1 of every year and distributed to their former position each employee and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this AgreementUnion.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required7. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time a. No employee shall be laid off or reduced required to part-time status, at the employee's option.successfully complete more than one
(b1) Lay-offs probationary period in a given classification. If an employee, while serving an additional probationary period, is found to be unsatisfactory or demotions elects to lower classifications within the bargaining unit due return to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layofftheir original classification, the following procedure shall apply:
(i1) all lay-offs in Within the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty work days the employee shall be returned to their original position without penalty.
(802) hours, should those shifts/After ten (10) work be available. Upon demotiondays, the employee shall be paid returned to the full-time hourly first available position in his/her classification with no reduction in benefits or seniority and at the same rate of pay only for the classification he/she performsearned immediately prior to the probation period.
(3) Illness of more than ten (10) consecutive work days shall extend the additional probationary period and the option of returning to the first available position in his/her former classification. The total additional probationary period shall not exceed ninety (90) workdays of actual on-the-job performance.
(4) In the event that the position to which the probationary employee returns is subject to bidding processes described elsewhere in this agreement, for six (6) calendar months. At that bidding process shall occur first and the conclusion assignment of the six employee shall follow.
(65) calendar months,In order to accommodate the above timelines the posting requirement in Article 10 will be waived. The vacated position will not be posted for the first ten (10) work days of the second probationary period.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time Section 13.01 All employees shall be placed on the appropriate part-time Seniority List after having completed a probationary period of ninety (90) calendar days. The seniority list in accordance will then date back to the starting date with this Article, based on the first employee to clock in on their first scheduled shift after they have been hiredCompany. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, During such vacancies shall be filled in accordance with seniority, provided probationary period the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject have recourse to the grievance procedure. Any Employees absent for any reason, will not count the calendar days absent toward the completion of the probationary period. New Employees at management’s discretion, can be placed on the Incentive Payroll System prior to the 90 calendar day period referenced above.
Section 13.02 When it is necessary to lay off employees or recall employees who have been laid off, the employees to be laid off or recalled shall be selected on the basis of seniority within their classification, combined with qualifications. Where the qualifications of an employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet are questioned by the Employer’s requirements for , such employee will be given the fullopportunity to perform the work in question to determine if he/she has the necessary qualifications prior to the lay-time vacancyoff. When an employee is transferred permanently from one classification to another, his/her seniority shall also be transferred. In the event an employee is laid off in his/her classification due to reduction of business and he/she previously worked and had been classified in another job, he/she shall be restored eligible to their former position return to the job in which he/she had been classified on the basis of his/her accumulated seniority, combined with qualifications, and the employee with the least seniority in such other job classification shall retain their senioritybe laid off. The Company will include required qualifications in all job postings. The Company will provide necessary training required employee so transferred shall be paid the prevailing rate of pay for positions within the bargaining unithis/her new classification.
(a) Seniority lists by classification will be supplied to the Union on December 15th and July 15th of each year of this contract.
b) A notice Seniority will not be broken due to absence from employment because of full-time vacancies occurring in a classification hereby covered sickness, accident, or other unavoidable reasons, which justify such absence.
Section 13.04 An employee shall lose his/her seniority and his employment shall be placed on deemed terminated if they:
a) Voluntarily quits the employ of the Employer’s bulletin board ;
b) Are discharged and not reinstated through the grievance procedure;
c) Are laid off and not re-employed within twelve (12) months from the date of lay-off;
d) Are on lay-off and fail to return to work within eight (8) calendar days after they have been notified by the Employer’s premises at least Employer by registered mail, or if they fail to advise the Employer within five (5) working days prior of receipt of notice of their intention to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken downreturn.
(ce) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in An employee shall lose their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he seniority and shall be off considered to have abandoned their position if they are absent without permission for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less more than three (3) monthsconsecutive working days without notifying the Company and providing satisfactory medical proof of such absence. Such medical proof must be dated on the first day of absence.
5.03 Any employee who has been Section 13.05 Employees promoted to supervisory positions or transferred to positions not subject to this Agreement will retain their seniority after such move and if returned for any reasons to their former position in the bargaining unit within a permanent twelve (12) month period, the time served in such other position shall be included in their seniority rating. Such employees shall forfeit all recourse to the grievance procedure whilst employed in a position or classification outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with unit. Notwithstanding the Union appointments to temporary positions may be subject provisions set out above, if an employee is promoted to a greater duration than three (3) months (e.g. maternity leave coverage)supervisory position and such position is subsequently abolished, does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored they will revert to their former position without any loss of seniority.
Section 13.06 An employee who is requested to return to work and shall retain their seniority therein. The foregoing who is not immediately available may be passed over and a more junior employee may be called instead, subject to displacement by the more senior employee when they do report for work, provided such senior employee returns to work within eight (8) calendar days after they have been notified by the Employer by registered mail.
Section 13.07 Notice sent by the Employer to an employee’s last recorded address shall be applied only once to any individual employee during the term of this Agreementsufficient and effective notice.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (a) Section 1. Seniority shall date from the first hour of work providing the probationary period is completed successfully, in any job classification covered by this Agreement. Seniority can only be gained by working in those classifications.
Section 2. Seniority, for full-time the purpose of layoff, job bidding, bumping, or other specified purposes, shall be district wide. In the event that two or more employees shall be determined by Branch and Division where applicable by hired at the date on which such employees become full-same board meeting, the Board shall designate the seniority standing at the time employeesof employment. Such seniority standing shall be included in the chronological hiring motion recorded in the minutes of the Board.
(b) Seniority shall Section 3. In case of layoff in any classification covered by this Agreement, the youngest employee in point of seniority within the job classification affected will be applicable by Branch and Division for full-time laid off first. When laid off employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first are called back to work, first on list)the procedure will be reversed; the oldest employee in point of seniority will be called back first.
(a) Section 4. In the event a full-time vacancy occurs within a Branch or Divisionany classification covered by this Agreement, within the classifications covered hereunder, such vacancies seniority earned in any higher classification shall be filled added to any previous seniority earned in accordance with seniority, provided the employee considered any lower classification for the vacancy possesses the ability and qualifications necessary for the full-time vacancypurpose of job bidding, layoff, bumping, etc. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not Should any employee in any classification be unreasonable and shall be subject given cause to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancyexercise his/her seniority, he/she shall be restored permitted to their former position and shall retain their seniority. The Company will include required qualifications bump any employee with lesser seniority in all job postings. The Company will provide necessary training required for positions within the bargaining unitany classification that his/her seniority permits.
(b) A notice Section 5. For a two-year period commencing at and following a layoff of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or morein classifications covered by this agreement, his position will be posted as a temporary full-time vacancy without benefits, provided the no new employee notifies the employer he shall be hired unless all laid-off employees have been offered in writing the opportunity to work the hours for twenty-one (21)calendar days.
(d) Where which the filling of a vacancy results in a crossover from one Division new employee would be hired. Refusal to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able return to apply work for another full-time vacancy less hours or at a lesser lower rate of pay than his/her former position provided shall not change any laid-off employees’ call-back rights under this Agreement.
Section 6. Whenever a vacancy occurs or a new position is created, such vacancy or new position shall be put in writing and forwarded to each employee by the Superintendent of Schools.
Section 7. Bids will be accepted for the vacancy or new position at a period meeting of no less than the staff at a time and place designated by the Superintendent of Schools within three (3) months.
5.03 Any employee who has been promoted to a permanent position outside days of the bargaining unit date the vacancy or new position occurs. Bids will be accepted for the vacancy or new position on the basis of seniority and after a reasonable trial period not to exceed three (3) months following consultations qualifications. Any vacancy created by the first bid will be placed for bid during the same meeting. The employee with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional most seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off vacancy or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee new position providing he/she has the ability and necessary qualifications necessary for to fill the available position. The Employer agrees that in Whenever there is doubt about qualifications, persons bidding on the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee position shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,thirty
Appears in 2 contracts
Sources: Cafeteria Employees Agreement, Cafeteria Employees Agreement
SENIORITY.
12.01 Seniority will be established for each company location and a new employee will be considered on probation until he has worked for the Company for a total sixty (60) days worked. His seniority shall then date back to the first day of hiring.
(a) Seniority for fullEvery employee covered by this Agreement will be classified in accordance with a job title and a wage classification within that job title as set forth in Article 9.01.
(b) In dealing with job postings, skill, ability and qualifications being sufficient, seniority shall be the governing factor.
(c) The parties recognize that job opportunity and security shall increase in proportion to length of service. It is therefore agreed that in all cases relating to filling job vacancies, transfers, lay-offs and recalls after lay-off, senior employees shall be entitled to preference, providing he or she possesses the skill, ability and qualifications to perform the available jobs.
(d) In the event of a lay-off, seniority shall be on a bargaining unit basis; probationary, temporary, and part-time employees shall be determined by Branch the first to go in order of seniority, and Division where applicable by then the date lay-off shall be on which such the basis of seniority, providing the employees become fullwho remain have the skill, ability and qualifications to perform the available jobs. When recalling employees, they shall be recalled in order of seniority, providing they have the skill, ability and qualifications to perform the available jobs. The Company agrees that, in the event an employee is laid off in one classification, he or she shall have the right to bump the junior employee in another classification, providing that employee has the skill, ability and qualifications to perform the available jobs.
(e) Full-time employeesemployees with recall rights will be recalled on a temporary basis in order of seniority, provided the employee on lay-off is competent to perform the available work.
(a) When a vacancy occurs, notice of such vacancy shall be posted upon the bulletin board and shall remain posted for a period of three (3) working days and eligible employees will have the right to bid for the position. Selections to such positions shall be made on the basis of seniority, providing the employee has the skill, ability and qualifications to do the job. Once an employee has been selected for a vacancy, he may be required to remain in that job for a minimum of six (6) months before he is eligible to bid on another vacancy. Vacancies resulting from the first vacancy will not be posted. In each case, when the Company fills vacancies resulting from the first posting, they will post the name of the successful employee on the bulletin board. If any employee feels that he has not been given due consideration when job vacancies are being filled, he will have the right to file a grievance and have his case decided through the grievance and arbitration procedures.
(b) Seniority The Company agrees that any temporary vacancy shall be applicable by Branch and Division for full-time employees posted indicating the duration. The successful candidate of the temporary vacancy must remain for the following purposes: duration of the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of workvacancy. The only exception will be if the employee is eligible for a permanent vacancy.
(c) All daily transfers of employees shall be made in accordance with seniority, providing they are qualified, providing it is at a higher rate of pay. If a senior employee cannot be moved because of the efficiency of operation, that employee shall receive the higher rate of pay.
12.04 A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and will be revised by the Company at least every six (6) months. Such list shall show the employees' starting date and classification and copies of such lists shall be forwarded to the Union.
12.05 On each respective Local Union every 6 occasion that an employee is absent from work due to sickness or accident, he will be granted sick leave on the following basis: his seniority will continue to accumulate up to the equivalent of his length of service for a period not exceeding one (1) year.
12.06 An employee shall lose all seniority and his employment shall be terminated if he:
(a) Voluntarily quits the employ of the Company;
(b) Is justifiably discharged;
(c) Is laid off for a period of more than twelve (12) months.;
(d) For all new Part-time employees hired after ratification, seniority shall be determined Fails to report for work within seven (7) calendar days of the sending by the date registered mail of hire as notice to return to work following a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)lay off.
(ae) In Overstays a leave of absence without a reason acceptable to the event Company;
(f) Is absent for over three (3) consecutive days without notifying the Company and producing a full-time vacancy occurs within reason for his absences acceptable to the Company;
(g) Will not consent to a Branch or DivisionCompany requested physical examination. If there is a discrepancy between the Company doctor and the employee's doctor concerning an employee's medical condition, within then a third doctor will be selected by the classifications covered hereunder, such vacancies Company and Union and his evaluation shall be filled accepted by the parties.
12.07 It shall be the duty of the employees to notify the Company promptly of any change in their address. If an employee fails to do this, the Company shall not be responsible for failure of a notice to reach such employee.
12.08 The Company agrees that when it becomes necessary to train employees for a specific job classification, they shall post the training position. Selection of a candidate shall be in accordance with seniority, provided providing the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniorityis qualified. The Company will include required qualifications agrees to offer training to employees, with pay, in all job postingsaccordance with seniority, to be cross-trained on other classifications. The training sessions shall be posted one (1) week in advance of such training. All training sessions will be held by the Company will provide necessary training on an as required for positions within the bargaining unitbasis.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any 12.09 An employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been is promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not will continue to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their accumulate seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At If the conclusion employee returns to the bargaining unit within the period of the six (6) calendar months,, he will retain his accumulated seniority. If he does not return to the bargaining unit within six (6) months for any reason, he will forfeit all seniority.
12.10 In the event the Company relocates and moves to another location, the employees will have the option to relocate with the Company to the new location.
12.11 For the purpose of mergers or amalgamations of other PROGRESSIVE WASTE SOLUTIONS CANADA INC. (SIMCOE) operations or acquisition of other companies or employees transferring from other PROGRESSIVE WASTE SOLUTIONS CANADA INC. (SIMCOE) operations not covered by the Agreement, there shall be no dovetailing of seniority. Notwithstanding the aforementioned, should the Company make an acquisition, the Company may for a period of six
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. A. All employees hired into the unit shall serve a minimum of ninety (a90) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
calendar days probationary period with at least sixty (b60) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and calendar days of work
(c) probation served on days students are in attendance. A Branch and Divisional full-time newly hired probationary employee shall not accrue seniority list and a separate Branch part- time until the completion of the probationary period, but then shall accrue seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by from the date of hire as a part-time employeehire. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee Employees transferring from one job classification to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and another job classification shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) calendar day trial period. Employees transferring within the same job classification to a different level (i.e.-elementary, middle school, high school) shall be subject to a thirty (30) calendar day trial period. During this trial period but no earlier the employee shall have the opportunity to revert back to his/her former assignment. If the employer deems the employee is not performing sufficiently in the new position, the employer has the right to return the employee to his/her former position. The employer shall be entitled during this interval to fill the transferring employee's former assignment with a temporary employee.
B. Seniority shall be defined as the length of continuous service within the bargaining unit (both prior to the 2005-06 school year and thereafter) within a classification included in this bargaining unit. An employee shall be granted a full year's seniority (1.000 year) for each work year completed regardless of the difference in employee work weeks per year. Partial year seniority credit shall be accumulated as a ratio of days paid/worked (excluding holidays) to days scheduled to work per year. Times on leave of absence or layoff shall not constitute a break in continuous service.
C. A seniority list shall be prepared and maintained by the district. Employees shall be listed in order of seniority. Accompanying the name of each employee shall be a listing of the employee's current job classification and previous classification held within the district for a period of more than one (1) consecutive year. Said seniority list shall be presented to the Association annually at the beginning of the school year for review. Corrections shall be brought to the attention of the administration within thirty (30) days does thereafter by the employee and/or the Association. In the absence of a timely objection, the employer's seniority list will be considered conclusive and not meet subject to the Employer’s requirements for grievance process. Ranking of employees who assume their duties on the full-time vacancy, he/she same day shall be restored to their former position and shall retain their seniority. The Company will include required qualifications done in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name order of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside highest last four digits of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions requiredemployees' social security numbers. In the event of layoff, stewards, in order ties which develop as a result of their loss of seniority, ranking shall be determined by giving the last highest seniority ranking to be laid off provided they possess the ability and qualifications employee who was senior according to perform all of the functions required and the chief ▇▇▇▇▇▇▇ previous seniority list.
D. Seniority shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed lost by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority upon termination, resignation, retirement, or the failure to return from a leave or layoff as elsewhere stipulated in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingthis Agreement.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Master Agreement, Master Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) 5.01 Seniority shall be applicable by Branch and Division for full-time employees for defined as the following purposes: length of an employee’s service with the selection of vacations lay-offs overtime opportunities Company, calculated as outlined in Article 95.02 unless his seniority was lost. In the event that seniority was lost for any of the reasons set forth in 5.03, Hours seniority shall date from the time the employee returned to work following the last break in his seniority.
5.02 Employees shall be classified according to the following: Probationary Employee A probationary employee is one who has been hired with a view to his becoming a regular employee. In order to have completed the probationary period, a probationary employee shall be required to work for a period of Work and Article 11, Overtime scheduling of hours and days of work
four (c4) calendar months in a twelve month period. A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list probationary employee shall be placed on the Employer’s bulletin board seniority list and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, his seniority date shall be determined by selecting a date four (4) calendar months earlier than the first Monday following their fourth Calendar month, provided that such date shall not be earlier than his actual date of hire as a part-time employeehire. Part-time employees shall On the first Monday following the fourth calendar month, s/he will be placed on the appropriate part-time seniority list in accordance with this Article, based and given the regular rate for the job. The seniority order for two or more employees hired on the first same day will be established through a draw during their orientation period. The seniority date for all employees hired on the same day will be the hire date unless there is a layoff during the probationary period. Any employees laid off during their probationary period and subsequently rehired will have their seniority dates adjusted by the number of working days not worked. Temporary Employee A temporary employee is one who has been hired for seasonal periods, vacation and illness relief, short-term temporary requirements or emergency situations. Temporary employees shall have recall rights for temporary work based upon their original date of hire provided that they are qualified and able to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)perform the duties for the position.
(a) In the event should they be promoted to a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall regular employee. A temporary employee will be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, terminated if he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required has not worked for positions within 120 calendar days or if the bargaining unit.
(b) A notice of full-time vacancies occurring temporary employee is unavailable when called for work 3 times in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five 90 day period without prior approval. Regular Employee A regular employee is one who:
I. Has been hired before April 1, 2013 and has actually worked for a period in excess of one hundred and thirty-two (5132) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When in a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted twelve month period as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.employee; or
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority thereinII. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, Has actually worked in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in betweencalendar months as a probationary employee; or
III. Modified work weeks Having been reclassified from temporary to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time probationary status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made has actually worked in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event excess of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order total of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,four
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (a) 8.1 Seniority is the length of service within the District. Seniority will be kept for both full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become fullpart-time employees.
(b) Seniority . Each category shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional fullhave a distinct seniority list. Part-time seniority list and cannot be used to displace a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a partfull-time employee. PartAll seniority rights shall be computed from the employee’s most recent date of employment in each job classification (10.1, 10.2, 10.3, 10.4, 10.5).
8.2 The word “seniority”, as used herein, shall be deemed to mean the right to priority in employment relating to the employee’s job classification.
8.3 In case of vacancy, layoff, or return to work following layoff, the principal of seniority shall prevail. In the case of vacancy, the vacant position must first be offered to the current employees. Full time employees can fill vacant positions based on seniority, providing such employee has the qualifications and is capable of doing the work required of the new position, as determined in the sole discretion of the immediate supervisor and the recommendation of the Superintendent or his/her designee. If no full-time employee takes the vacant position, it will be offered to the part-time employees shall be placed on by seniority under the appropriate same conditions mentioned above. If no part-time seniority list in accordance with this Articleemployee takes the vacant position, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall it can then be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject offered to the grievance procedureoutside. Any In case of layoff, the employee who has been selected laid off shall have the right to fill a full-time vacancy claim the position of another employee having lesser seniority in the job classification, provided such employee has the qualifications and within a sixty (60) day trial period but no earlier than thirty (30) days is capable of doing the work required of the new position, as determined by the immediate supervisor and the recommendation of the Superintendent or his designee. If the employee does not meet agree with the Employer’s requirements decision of his supervisor or the Superintendent or his designee, he shall have the right to file a grievance under the grievance procedure described in the contract. Any employee laid off due to lack of work shall retain seniority for a two-year period, and the full-time vacancy, he/she District shall be restored required to their former position and shall retain their recall the employee to perform a job for which the employee is qualified prior to hiring a new employee or recalling a qualified employee with less seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitNotice of recall shall be done by Certified Mail.
8.4 All seniority rights shall be forfeited, and an employee shall be deemed terminated if the employee (b1) A quits or retires, (2) is discharged, (3) does not return to work after seven days’ notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five recall after layoff, (4) is absent due to working elsewhere, (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) monthsconsecutive scheduled working days without district’s expressed consent, in the absence of extenuating circumstances, (6) fails or refuses to return to work as required after the termination of a leave of absence (such as a medical leave or unpaid leave granted by the School Board), unless an extension of leave has been granted on request.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit 8.5 Association representatives (elected officers and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ ▇), shall have super seniority meaning they shall be the last laid off last as among all other stewards at each Branchoff.
(a) Whenever forty (40) hours of work per week 8.6 A seniority list shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added furnished to the list of full-time employees.
(b) The parties agree that while part-time employees may Association upon request. This request shall be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with made no more than four (4) hours of break in between. Modified work weeks to include up to 6 day once per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's optionyear.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Section A. Seniority standing shall be granted to all employees who have completed the probationary period as defined in Article II, Section F. Such standing is to be determined on the basis of total length of employment for full-time the Employer. Seniority and anniversary date of employees shall be determined by Branch the first day of continuous employment except as provided in Article II, Section G. During the probationary period of nine hundred and Division where applicable seventy-five (975) hours, employees may be discharged by the date on which such employees become full-time employeesEmployer without cause and without same causing a breach of this Agreement or constituting a grievance hereunder.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes1. Service Seniority: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, which shall be the last to total length of continuous service with the Employer.
2. Department Seniority: which shall be laid off provided they possess the ability and qualifications to perform all total length of service within a specific department or division of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in betweenEmployer. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, a reduction in force, or the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order elimination of seniority;
(ii) the affected a position, a senior employee may exert his/her seniority preference over a junior employee shall be given the opportunity in any classification of displacing an employee with less seniority work in another classificationany department, provided the senior employee he/she has the ability and necessary qualifications to perform the duties of the job (within involved. Employees who are laid off shall be rehired according to seniority in the Division first);
(iii) where there is no classification in which the junior employee inverse order of layoffs, provided he/she has the ability or qualification necessary qualifications to perform the duties of the job involved. Such employees shall be notified in writing regarding such layoffs, reduction in force, or elimination of position, as well as rehiring, as the case may be. Employees who are laid off shall be recalled to their former position or offered an opportunity to apply internally for employment within the Divisionbargaining unit for up to one (1) calendar year from the date of their layoff status. Once the one (1) year mark has passed, he former employees may apply for County positions as an external candidate, and the layoff status ceases.
Section B. Employees shall bump lose their seniority standing upon voluntary resignation from employment, or upon discharge for cause. The seniority of an employee on temporary layoff or absence due to illness shall continue to accumulate. The seniority of an employee on authorized leave of absence shall be frozen at the date leave of absence is granted, unless otherwise dictated by employment law such as the Family Medical Leave Act. Such employees shall again acquire seniority upon return to employment.
Section C. Temporary transfers or vacancies may be filled by senior qualified employees. In the event such vacancy is in a junior higher paying classification, the qualified employee outside his Divisionfilling such vacancy shall receive the pay step in the pay schedule for the higher paying classification which is the nearest higher dollar amount above the employee's regular rate of pay, beginning with the first hour of work in the higher classification, providing he has the ability and qualification employee performs seventy-five (75) hours of continuous work in the higher classification.
Section D. A leave of absence shall be granted only by the Department Head or designee. The Department Head or designee shall notify the Union of leave of absence information as it relates to perform seniority. Seniority shall be frozen as of the job;beginning of such leave of absence.
(iv) where Clause (ii) and (iii) do not provide Section E. All employees employed by the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within County Board or appointed by an appointed official coming under the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it County Board shall be deemed carry their original seniority date and all accumulated fringe benefits when transferring from one (1) department to be the most junior full-time employee for the purposes of bumpinganother.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. Section 7.1. The hiring of new employees is vested in the College. New employees shall be considered probationary employees until they have actually worked three (a3) Seniority calendar months, performing work associated with their classification. This probationary period may be extended for such longer periods as the College and the Union may agree upon up to one (1) additional calendar month. During the probationary period, employees shall have no seniority status and may be laid off or terminated in the sole discretion of the College, except the College may not terminate employment to evade this Agreement or discriminate against an employee for any unlawful reason. When employees have completed the aforementioned probationary period, they shall have seniority beginning with their last full-time hiring date.
Section 7.2. The College shall post a list of employees arranged in order of their seniority. This list shall be determined by Branch posted in a conspicuous position at the place of employment. The Union shall be entitled to a seniority list every three (3) months upon request. The Employer shall post a seniority list at least once every twelve (12) months and Division where applicable by shall maintain a seniority roster at the date on which such employees become full-time employeesworkplace.
(bSection 7.3. Whenever it may become necessary for the College to lay off an employee or employees from the working force, the principle of seniority by job classification, as stated in Appendix A, and ability shall govern provided that the senior employee(s) Seniority retained has the ability to satisfactorily perform the work and can work the schedule required. Subject to ability, probationary employees in the department affected shall be applicable by Branch and Division for fulllaid off first, then regular part-time employees for and then employees with seniority in order of their departmental seniority. Ability to handle the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority work shall be determined by the date College. In order to be considered able to handle the work, an employee must be able to satisfactorily perform all of hire as a part-time employeethe duties required for the job. Part-time employees Prior to any general lay off, the bargaining committee will be called in and consulted. Any employee having seniority who shall be placed on laid off and who is able to do the appropriate part-time work in her/his classification may assert her/his seniority list and displace such employee in accordance with this Articleher/his classification who has less seniority, based on or if there is no junior employee in her/his classification, s/he may exercise her/his seniority to displace the first least senior employee in the department provided s/he has the ability to clock satisfactorily perform all the work required of the position. If there is no junior employee in on their first scheduled shift after they have been hired. (i.e. first the department as defined above, s/he may exercise her/his seniority to work, first on list)displace the least senior employee in the bargaining unit provided s/he has the ability to satisfactorily perform all the work required of the position.
Section 7.4. An employee shall lose her/his seniority if:
1. S/he resigns, quits or retires.
2. S/he is discharged for just cause.
3. S/he fails to report for work for two (a2) consecutive work days without notifying the College.
4. S/he fails to report for work and return to work when recalled to work after she/he has been laid off from work. Notice of recall shall be given by the College either in person or by certified mail, which notice shall specify the date and hour to report for work which shall not be less than five (5) work days after the notice of recall has been given in person or has been mailed. The employee must respond to such notice within three (3) work days after notification in person or after delivery of the notice of recall whether or not he/she will report to work at the time requested. The employee shall then report to work at the time specified in the notice of recall, or earlier if mutually agreed to between the College and the employee, or later if mutually agreed to between the College and the Union. In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for fails to comply with the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancyprocedures specified herein, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in lose all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of rights under this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective 5. S/he accepts any regular employment while on leave of classificationabsence, provided employees possess unless he/she has first obtained the ability and qualifications to perform all permission of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each BranchCollege.
(a) Whenever forty (40) hours 6. S/he fails to report to work and return to work following the conclusion of work per week shall be regularly available to a single part-time employee, in excess an approved leave of the regularly scheduled work then guaranteed to full-time employees and exclusive absence or approved extensions of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employeessuch leave.
(b) The parties agree that while part-time employees may be assigned to 7. S/he has not performed any work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, for the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications College within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,twelve
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time All new employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection serve a probationary period of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial worked days. Should an employee be laid off or unavailable during this period, his probationary period but no earlier than thirty (30) days does not meet shall cease to run. A probationary employee may be dismissed at any time during this period, at the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitdiscretion.
(b) A notice of full-time vacancies occurring in a classification hereby covered probationary employee shall be placed on not exercise seniority rights during the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy“probationary period”. The Employer will post the name Upon successful completion of the successful applicant on probationary period, the company bulletin board for five (5) days after employee’s seniority shall date from the posting is taken downday of hire.
(c) When a full-time vacancy existsWithin the probationary employee group where vacancies occur, the Employer will fill Company shall call in probationary employees according to their day of hire and the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate principle of pay after the fourteen (14) calendar days has expiredlast man off, first man on shall prevail. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he principle of “last on first off’ shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results apply in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order a reduction of their seniority, the work force.
11.02 Seniority lists shall be posted by the Employer on the bulletin board, monthly, showing the seniority of each employee up to his last to be laid off provided they possess the ability and qualifications to perform all working day of the functions required and the chief completed month. The Chief Shop ▇▇▇▇▇▇▇ and the Union office shall also be supplied with a seniority list.
11.03 In the event of lay-offs due to the reduction of the working forces, the Employer shall lay- off the employee with the least seniority, subject to qualifications, skill and ability. That is, the employee with the least seniority shall be the first (1st) to be laid off and the last as among all other stewards at each Branchto be rehired. Lay-offs shall not be used for discipline or discharge purposes.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee11.04 When vacancies occur, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced rehire laid off employees according to their seniority with the Employer, beginning with the most senior employee and proceeding in turn thereafter subject to qualifications, skill and ability.
11.05 An employee who has been laid-off and fails to return to work within forty-eight (48) hours after receiving written notice at the address provided to the point that Employer, shall lose his seniority and shall be terminated. Written notice shall be by “registered mail”. It shall be the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all responsibility of the fullemployee who is laid-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of leave a current address and telephone number with the Employer shall as to where he may be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available positioncontacted. The Employer agrees that in shall also provide a copy of such notice to the event of a layoff, Union when the following procedure shall apply:forty-eight (48) hour notification is issued.
(i) all 11.06 An employee whose lay-offs off exceeds one (1) calendar year shall lose his seniority and be terminated. An employee, who has been terminated in the Division or Branch where applicable this manner, shall have all monies owing paid to him and he shall be in reverse order supplied with a Record of seniority;Employment (if not done previously).
(ii) the affected junior employee 11.07 Seniority shall be given the opportunity of displacing continue when an employee with less seniority in another classification, provided the senior employee has the ability and qualifications is off work due to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability illness or qualification to perform the job within the Division, he shall bump non-occupational injury for a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which total period that the employee is qualified covered through group coverage of weekly indemnity, and employment insurance sick leave benefits, and any other wage replacement plan that may be in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingeffect.
(v) Employees who have 11.08 Seniority shall continue when an employee is off work due to an injury received on the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time statusjob. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,Where Article
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (a) 6.01 Seniority for full-time employees shall be determined by Branch and Division where applicable by is defined as the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection length of vacations lay-offs overtime opportunities as outlined service in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time An employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary considered probationary until they have worked for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, University for six (6) calendar months. At the conclusion Upon completion of the probationary period the employee will be confirmed as a regular employee by having their name placed on the seniority list with a seniority date back to the last date of hire. The University and the Union may mutually agree to extend the probationary period of an employee for up to an additional thirty (30) consecutive working days. If a member was to go to another position in the University and return they would be given seniority credit for previous service in the bargaining unit. The employee must be actively at work during the probationary period; if unable to attend work due to scheduled vacation or sick leave the probationary period may be extended by the number of days absent. When a temporary employee obtains a regular position, all days worked in that position during the current period of employment will be credited toward the probationary period.
(a) After such newly-hired employee has successfully completed the probationary period the University will notify the employee and the Local Union Treasurer in writing. A copy of any evaluation will be available to the Union on request if the employee concurs. The University will notify the Union forthwith of the discharge of an employee in the bargaining unit whether they are probationary or whether they have acquired seniority.
(b) Where two (2) or more employees have the same hire date, the greater seniority shall be determined by random lot draw, at the time of hire, supervised and conducted jointly by Union and management.
6.03 The University shall maintain a seniority list showing the seniority date of each employee who is covered by the terms of this Collective Agreement. Twice yearly the University shall send to the Union a copy of this seniority list and it shall also post a copy of this list on the Human Resources website.
6.04 Priority for lay-off and rehiring, transfer, promotion and demotion, shall be determined by the Employer on the basis of an employee's skill, ability, knowledge and experience. An employee with the greater seniority shall receive preference, provided they have the skill, ability, knowledge and experience to do the work required. In the case of lay-off or recall an individual's seniority will govern within the employee's classification. No new employees shall be hired into a work classification until those laid off from that same classification have been given an opportunity of recall. In the event that a position is eliminated, affected employees will be provided with the following notice:
(a) one (1) year of service or less - four (4) weeks notice;
(b) more than one (1) year of service - four (4) weeks notice plus one (1) additional week of notice for each year of service after one year, to a maximum of forty (40) weeks. While employees are expected to continue to work during the notice period, the University may invoke the layoff and continue to pay the employee for the duration of the notice period if such work is not available. If an employee is on vacation or away on sick leave, the notice will begin on the date notification was received by the employee by registered mail. Severance benefits will be provided to employees who have been given notice of layoff and who choose not to exercise any of the rights under this Agreement at the rate of one (1) week’s pay at the employee’s actual regular weekly salary rate for each completed year of service to a maximum of twenty six (626) calendar months,weeks plus a lump sum payment for any unused notice period pursuant to Article
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (a) Seniority Section 1: Seniority, for full-time employees the purpose of this Agreement, shall be determined by Branch and Division where applicable by defined as follows: Continuous service in District 861 in a clerical/secretarial position with the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for of record being the following purposes: first date of employment in the selection of vacations lay-offs overtime opportunities as outlined District in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) said capacity. Movement from one classification to another does not change the seniority date. A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded provided to each respective Local Union every 6 monthsunit member by October 1 of each year.
(d) For all new Part-time employees hired after ratificationSection 2: Seniority shall terminate when an employee retires, seniority shall be resigns, or is discharged.
Section 3: In the event it is determined by the date School Board that it is necessary to reduce the work force, the administration will determine which position will be eliminated. Positions which have been reduced in hours but not completely eliminated do not apply to the provisions outlined in Section III, IV, or V of hire as this article. For the purposes of determining bumping rights, positions will be designated into two groups: vacation eligible and non-vacation eligible positions. The person in the eliminated position shall then bump the most junior person in her/his classification within their same vacation eligibility group. For example, a partperson who is not eligible to earn vacation can only bump another person who is non-time employeevacation earning within his/her classification. Part-time If there is no one in the same classification junior to the person holding the position to be eliminated, she/he shall bump the junior person in the next lower classification provided they are in the same vacation eligibility group. When placing employees into positions, the district shall take into account the number of annual hours and benefits and attempt to place employees into comparable positions when possible. This process shall span no more than two classifications below the eliminated position. For example, if a B22 position is eliminated, the individual would bump first in her/his own class, and if there were no junior to her/him in B22, then in B21, and finally in A13. If there is no junior person in the categories involved, the individual would be placed on recall. When vacancies exist, the appropriate part-time seniority list senior member will have the opportunity to express interest and/or provide reasoning for placement in accordance with this Articlea particular vacancy, based on however, the first employee to clock in on their first scheduled shift after they have been hireddistrict maintains the managerial right of assignment. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies The district shall be filled in accordance with seniority, provided notify the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancyof their assignment placement in writing. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least then have five (5) working business days prior to filling notify the district of such vacancytheir intention to accept the assignment placement or be placed on recall. The Employer will post unit member on recall would be entitled to the name of first open position in her/his classification, and would be required to return to it upon notification. Failure to do so would mean that the successful applicant employee gives up her/his recall rights and is terminated. If a position within two grades below her/his classification opens, the person on recall must be notified and would have the option to return to such position or remain on the company bulletin board for five (5) days after the posting recall list. It is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time recognized that an employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another lower classification cannot bump an employee in a higher classification regardless of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreementstatus.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Master Contract, Master Contract
SENIORITY. (a) Seniority for full-time employees 1. In the case of layoffs due to reduction in force, both seniority and qualifications within job classification shall govern. Qualifications as used in this Article shall mean the ability to do the remaining work required under this Agreement. Layoffs shall occur only after due notification to the Union and bargaining with the Union. In reduction of forces, in preference to layoff of seniority employees, probationary and temporary employees, including summer hires, shall be determined by Branch laid off first. In case of an anticipated layoff the Union will be notified in writing at least thirty (30) days prior to the anticipated date and Division where applicable by the date on which such Union will be furnished with a list of the employees become full-time employees.
(b) Seniority shall to be applicable by Branch laid off and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time their seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employeehire. Part-time employees Employees shall be placed on have at least three (3) days’ notification of the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancypending layoff. The Employer shall determine may give the ability and qualifications necessary for the full-time vacancy, provided employee pay in lieu of such determination shall not be unreasonable and notice. No new employee shall be subject hired until all laid off employees with seniority rights have been given the opportunity to return to work. Recalled employees may retain any severance pay awarded or their seniority but not both. Complaints regarding layoffs shall be submitted in writing to the grievance procedureUnion within thirty (30) days of layoffs and if it be proved that the procedure for layoff outlined herein was violated or the wrong employee was laid off, that employee shall be called back to work and compensated for all wages lost following the registering of the complaint.
2. Any employee who has been selected to fill employed in the same building for a full-time vacancy period in excess of six (6) months and has been laid off shall have the right of recall, within a sixty (60) day trial job classification, provided the period but no earlier than thirty (30) days of lay off does not meet the Employer’s requirements for the full-time vacancy, he/she exceed six (6) months. Recall shall be restored to their former position and shall retain their in the reverse order of classification seniority. The Company will include required qualifications in all Employer shall notify the employee of appropriate job postingsvacancies and a copy of such notice shall be sent to the Union. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered employee shall be placed on the Employer’s bulletin board on the Employer’s premises at least have five (5) working days prior to filling of such vacancyaccept the job in writing. The Employer will post Upon recall, full seniority status shall be credited to the name of employee. If the successful applicant on employee does not accept the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy existsjob, the Employer will fill shall have right to hire new employees in accordance with the vacancy as soon as practicable but terms of this Agreement. Probationary and temporary employees shall have no later than fourteen (14) calendar days after lay off or recall rights.
3. In filling vacancies or newly created positions at a particular site in the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacanciesbargaining unit, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he preference shall be off given to those employees already employed in the building based upon the employees’ seniority. Training, ability, efficiency and personality for twenty-one (21)calendar daysa particular job shall also be considered.
(d) Where the filling 4. Employees who are unable to perform their job because of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position illness or makes the request to do so, shall be restored to their former position and injury shall retain their seniority thereinand position for up to ninety (90) days. Employees with five years or more of seniority will be permitted to retain it for 120 days. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions payment required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer for employees unable to perform their duty because of illness or injury shall be reduced to the point that the guaranteed number payment of regularly scheduled hours of work per week Pension, Health Benefit, and Legal Services contributions. The aforementioned contribution shall not be regularly available to all required on behalf of the full-time employees, the junior full-time employee temporary replacement. Temporary employment described herein shall be laid off or reduced credited to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that ’s trial period in the event of that he is hired as a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingregular employee.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full10. Except as hereinafter defined otherwise, Regular, Short-time Hour, Casual and Temporary employees shall be determined by Branch and Division where applicable by accumulate seniority based on the date on which such employees become full-time employeeslength of service as an Optometric Assistant or Optometrist with the Employer.
(b) 11. Seniority shall be applicable by Branch and Division for full-time employees for applied in the following purposes: order:
1. All Regular employees in the selection facility.
2. All Short-Hour employees in the facility with over three (3) years of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on service with the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time 3. All Regular employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full4. All Short-time vacancies occurring Hour employees in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no facility with less than three (3) monthsyears of service with the Employer.
5.03 Any employee who has been promoted to a permanent position outside of 5. All Short-Hour employees in the bargaining unit unit.
6. All Casual and after a reasonable trial period not to exceed three (3) months following consultations with Temporary employees in the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet facility.
7. All Casual and Temporary employees in the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority thereinbargaining unit.
12. The foregoing seniority order set forth above shall govern with respect to filling of vacancies. The scheduling of vacations, assignment of overtime and additional hours, granting of leaves, and layoff and recall of Optometric Assistants and Optometrists shall be applied only once to any individual employee during the term of this Agreement1., 2., 4., and 6., above only.
5.04 Divisional seniority 13. The assignment of additional hours shall prevail with respect not require the Employer to layoff and reemployment after layoff irrespective split the additional hours among two (2) or more employees, to pay overtime as a result of classification, provided employees possess such assignment or to change the ability and qualifications to perform all of the functions requiredemployees' normally assigned work schedule.
14. In situations where an employee works more than one (1) facility, utilization of seniority rights regarding scheduled time off shall be resolved by local agreement in a fair and equitable manner. In matters of conflict, the event individual with the greatest bargaining unit seniority at that facility shall exercise his/her seniority rights. Seniority cannot be used by a transferee to supersede scheduled time off for which there was written approval prior to the transfer.
15. If it is necessary to lay off employees or reduce employees in status, the principle of seniority within a facility shall govern between those Optometrists within that facility whose merit and ability are adequate. In recalling from layoff, stewards, the last person laid off in order of their seniority, each facility shall be the last first recalled, if qualified.
16. All Regular employees who are placed on layoff status for a period of one (1) to be laid off provided they possess two (2) weeks for reasons within the ability and qualifications to perform all control of the functions required and Employer will receive one (1) week's notice or one (1) week's pay. Regular employees, who are placed on layoff status for more than two (2) weeks, but for thirty (30) days or less for reasons within the chief ▇▇▇▇▇▇▇ control of the Employer, will receive thirty (30) days notice or two (2) weeks pay. For permanent layoffs of more than thirty (30) days, regular employees shall be laid off last eligible for the Transition Assistance Program set forth in the side letter of agreement dated March 7, 1994. Situations considered as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of being outside the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements control of the Employer shall be include work stoppages, fires, and natural disasters.
17. Employees who are laid off or who have their status reduced shall retain seniority:
1. Until the employee has refused recall in his/her previous facility to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all a position of the full-time employeessame status, or
2. Until the junior full-time employee shall be has been placed in a permanent position of the same status, or
3. For one (1) year, whichever occurs first.
18. Regular employees who have been laid off or reduced in status shall be allowed to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the assert their bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division at their assigned facility or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere other facilities within the jurisdiction of his/her Union Localthis contract where posted vacancies occur for positions of the same or lower classification for a period of one year from the date of layoff providing merit and ability are adequate. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it Bargaining unit seniority shall be deemed to be ranked against the bargaining unit seniority of applicants within the facility for purposes of determining the most junior full-time employee for the purposes of bumpingsenior applicant.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (
12.01 Seniority is defined as the length of continuous service in the Bargaining Unit since date of last hire. Seniority shall operate on a Bargaining Unit-wide basis.
12.02 Seniority for all employees shall commence from the first day of continuous employment provided that the employee has successfully completed the probationary period and shall cease when an employee’s employment with the University is terminated.
12.03 Seniority shall not include those periods of employment as a casual employee.
12.04 The University shall establish a seniority list for members of the Bargaining Unit by start date showing each member’s name, hire date, position and classification.
a) Seniority Such seniority list shall be arranged from the most senior to most junior.
b) The seniority list shall be posted on bulletin boards to which all employees have access.
c) Such list shall be brought up to date and sent to the President of the Bargaining Unit by September 1st and March 1st of each year.
d) In compiling the seniority list for full-time employees the first time, following date of ratification, all ties shall be broken by lot mutually agreed upon by the Employer and the Bargaining Unit. Such order ranking shall be the order on the seniority list from that date forward.
12.05 For newly hired members to the Bargaining Unit from date of ratification, all ties shall be broken as follows:
a) if two (2) or more members have the same date of hire, the member with the most total experience with the Employer shall be considered the most senior;
b) if still tied, the seniority standing of the member shall be determined by Branch and Division where applicable a method of lot mutually agreed upon by the date on which such employees become full-time employees.
(b) Seniority Employer and the Bargaining Unit. Such ties shall be applicable by Branch and Division for full-broken at the next time employees for of updating the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- shall remain in such rank order from that time forward.
12.06 Any questions as to the accuracy of the seniority list shall must be placed on submitted by the Employer’s bulletin board and forwarded Bargaining Unit to each respective Local Union every 6 monthsthe Director of Human Resources, in writing, within twenty (20) working days, of the posting of the list.
12.07 Employees employed on a part time basis shall accumulate seniority on a full time basis.
12.08 A member will continue to accumulate seniority under the following conditions:
a) during an absence due to illness or injury up to a maximum of thirty-six (d36) For all new Part-time months;
b) while on WSIB (Workplace Safety and Insurance Board);
c) while on an approved leave of absence as provided under this Agreement. It is understood that there will be no increase in salary steps while on an approved leave of absence.
12.09 In cases of appointment, transfer, promotion and in the advancement of employees hired after ratificationto higher classifications where qualifications such as skill, experience, training and the ability to perform the required task relating to the position applied for are deemed to be equal, seniority shall be determined the determining factor. Seniority rights shall apply to reduction of employees and to allocation of vacations, and to such other matters as set forth in this Agreement.
12.10 A member will lose seniority standing under the following conditions:
a) if the member terminates employment with the University;
b) if the member is discharged and such discharge is not reversed through the grievance/arbitration procedure or other legal procedure available to the member;
c) if the member fails, after a layoff, to return to work within the designated number of days as per this Agreement;
d) if a member is laid off by the date University and has exhausted all rights of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).recall;
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations after the member accepts a permanent position with the Union appointments to University outside the Bargaining Unit. NOTE: Seniority for temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, and limited term employees shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term commence as of this AgreementJuly 1st 2003.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (a) A. Seniority for full-the purpose of this contract shall be calcu lated by continuous service from the last date of employment (except as otherwise provided). Seniority list for all full time employees and a separate list for all part time employees shall be determined by Branch and Division where applicable set up by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject furnished to the grievance procedureUnion upon request. Any employee who has been selected to fill Seniority areas governing this Agreement are outlined in Exhibit “ C,” attached hereto and made a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet part hereof. Seniority shall prevail in the Employer’s requirements for following instances in the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitmanner as listed hereafter.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. B. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When agrees to give a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed week’s notice or a week’s pay in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling lieu of a vacancy results in a crossover from one Division week’s notice to another of a full-full time employee such transfer will be completed within fourteen employees with six (146) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than months service and three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed days’ notice or three (3) months following consultations days’ pay to part time employees with the Union appointments to temporary positions may be subject to a greater duration than three twelve (312) months (e.g. maternity leave coverage)service who are laid off due to lack of work. All employees like wise shall give a week’s notice prior to intended resignation. It is mutually agreed that after termination notice has been given by either party, does not meet the Employer's requirements no new request for the new position or makes the request to do so, sick benefits shall be restored granted.
C. Employees laid off due to their former position the store closing or reduction of employment shall be laid off by order o f the most recent hired and shall be rehired in the reverse order of the layoff, with due consideration given job classification. Employees laid off and subsequently recalled within six (6) months will retain their former seniority. Employer agrees to go beyond the seniority thereinareas in the case of full time layoffs in distressed areas. The foregoing How ever, Employer will decide what store to transfer the employee to. There shall be applied only once to any individual employee during the term of this Agreementno bumping by seniority.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided 1. Full time employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off shall have option of part time employment, and shall be placed at the top of the part time seniority list, or may take a complete layoff. They shall have right of recall on any full time opening, provided they possess can do the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-work. Full time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of reduced from full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between1. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week This Agreement shall not be regularly available construed as restricting taime to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employeesthrough no fault of their own will retain sales representative from inspecting any and all merchandise of his respective company for spoilage or replacement, nor shall hold top seniority among the part time employees and shall it apply to initial special displays unless they have first call a tend ency to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month become constant or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,too often.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (aA) Seniority for within the North Attleborough Police Department shall commence from the date of appointment as permanent regular full-time employees shall be determined by Branch and Division where applicable by members thereof. In the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed event two or more officers are appointed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratificationsame day, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on Civil Service Examination marks or, if such officers have the first employee same Civil Service Examination marks (or if the officers’ Civil Service Examination marks are not available to clock in on their first scheduled shift after they have been hired. (i.e. first to workthe Town), first on list)upon Police Academy class rank.
(aB) Seniority shall not be broken by vacation time, sick leave, injury leave, lay-off of less than six months, suspension, or authorized leave of absence, or any call to Military Service for the duration of such service.
(C) If an employee resigns voluntarily or is discharged for cause, he shall lose all seniority.
(D) In the event a fullof reduction in force, lay-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies off shall be filled in accordance with inverse order of hiring and any recall to work shall be by seniority, provided the employee considered for the vacancy possesses the ability .
(E) The Chief will post a shift preference sheet in January of each year. Each officer shall indicate on that sheet his/her first and qualifications necessary for the full-time vacancysecond shift preferences. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and Chief will make shift assignments within a sixty (60) day trial period but no earlier than thirty (30) days does not meet of the Employer’s requirements for posting of the full-time vacancy, he/she shall be restored to their former position and shall retain their seniorityshift preference sheet. The Company Chief will include required qualifications in all job postingsconsider the officers' preferences when making assignments for that year. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least If an officer with five (5) working days prior or more years of employment with the North Attleborough Police Department is not assigned to filling his/her preferred shift the Chief will, upon the officer's request, provide the officer with a written explanation of such vacancywhy he/she was not assigned to his/her preferred shift. The Employer Chief will post also review the name officers' preference sheets when filling any long-term shift vacancies that occur during the course of the successful applicant on the company bulletin board for five (5) days after the posting is taken downa year.
(cF) When Each patrol officer shall serve a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen twelve (1412) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, month probationary period during which her/his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions employment may be subject terminated without recourse to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position grievance and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term arbitration procedure of this Agreement.
5.04 Divisional seniority . A newly hired officer's probationary period shall prevail with respect commence upon her/his successful completion of a Municipal Police Training Committee certified Academy to layoff and reemployment after layoff irrespective of classification, provided employees possess which s/he has been sent by the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available positionDepartment. The Employer agrees that in the event probationary period for a lateral transfer or reinstated officer shall commence upon her/his date of a layoff, the following procedure shall apply:
hire (ior re-hire) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingDepartment.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. a. New employees hired into the secretarial unit shall be considered probationary employees for the first ninety (a90) Seniority days worked of their employment.
b. Probationary employees shall not have access to arbitration for full-time disciplinary matters up to and including discharge. Newly hired probationary employees shall not have the right to transfer to a vacant position in the bargaining unit during their probationary period. Newly hired probationary employees shall be determined by Branch and Division where applicable by granted an interview for vacant positions if they express an interest in the date on which such employees become full-time employeesposition, in writing, during the posting period.
(b) c. Seniority shall be applicable on a District-wide basis with the employee’s date of hire by Branch and Division for full-time employees for the following purposes: the selection Board of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 monthsEducation.
(d) For all new Part-time employees hired after ratificationd. A letter of intent to hire will be given to the applicant when a position is offered and accepted by the applicant, seniority shall be determined by stating the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability Board approval and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new starting rate of pay after pay. If the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, Board meeting referred to in the letter is canceled for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position approval will be posted as a temporary full-time vacancy without benefitspostponed until the next meeting, provided with the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser employee’s starting rate of pay to be effective retroactive to the original Board date for a period of no less than three (3) monthsany time worked after the original date.
5.03 Any employee e. A secretary who has resigns and is re-employed shall have seniority beginning with her re-employment date. A secretary whose services have been promoted to terminated by a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, layoff shall be restored to their former position reinstated with full seniority standings, if recalled by the District in accordance with Article 7 – Vacancies, Promotions, and shall retain their Layoffs, Paragraph H.
f. In the event that more than one individual secretary has the same starting date of work, the relative place of such persons on the seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail list with respect to layoff and reemployment after layoff irrespective that date of classification, provided employees possess the ability and qualifications to perform work will be determined by a drawing of lots participated in by all affected secretaries. The notice of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positionsdrawing, including benefits date, time and wagesplace, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with in writing to the Association and all affected secretaries one week before the drawing. The drawing will be conducted openly and at a maximum time and place that allows all interested secretaries, particularly those affected, to attend. The president of forty (40) the Association, or her designee, shall draw for any secretary unable to be in attendance. All affected secretaries and the Association will be notified in writing of the results of the drawing within forty-eight hours training as necessaryof the drawing.
(c) Full time employees who select reduction to the status of part time employees, shall hold top g. A secretary’s seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion frozen when transferred to full time statusa non-bargaining unit position. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee Seniority shall be paid the full-time hourly rate of pay only for the classification he/she performslost upon termination, for six (6) calendar months. At the conclusion of the six (6) calendar months,resignation, or retirement.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (aA) Seniority shall be defined for regular employees as the length of continuous employment with the City beginning with the date of initial hire. NOTE: See Article 31 for service date.
B) Probationary Employees
1) New full-time employees hired shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time considered as probationary employees for the following purposes: the selection first six (6) months of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancyemployment. The Employer may extend the probationary period in one (1) month segments, up to an additional six (6) months. The six (6) month probationary period shall determine be accumulated within not more than one (1) year. When an employee completes the ability probationary period, the employee shall be entitled to full seniority rights and qualifications necessary rank for seniority from the fullsix (6) months prior to the day the employee completed the probationary period. There shall be no seniority among probationary employees. Discipline of an employee during probation shall be grievable as in sub-time vacancy, provided such determination section 15.B.2 below. Discharge or termination of any employee during probation shall not be unreasonable and shall be subject to the grievance procedure.
2) Any disputes regarding probationary employees will be handled as expeditiously as possible through meetings with the probationary employee's supervisor and the Union ▇▇▇▇▇▇▇. Any employee who has been selected If this meeting fails to fill resolve the problem, the dispute may be processed one more step, and a full-time vacancy meeting will be held with the Human Resources Director, the employee, the Union ▇▇▇▇▇▇▇, the Chapter Chairman, and within a sixty (60the Division Head.
3) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she Seniority shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitaccordance with Section A above.
(bC) A notice of full-time vacancies occurring The City shall keep true seniority lists in a classification hereby covered each division, which will contain each employee's name, seniority date, and classification. Employees hired on the same date shall be placed on the Employer’s bulletin board on seniority list according to the Employer’s premises at least highest test score. The list shall be updated every three (3) months. If there is any objection to any of the items therein, the parties shall promptly meet to dispose of the grievance. Any grievance shall be in writing and filed with the Human Resources Department through the employee's supervisor within five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken downof the seniority list. Seniority lists shall be kept separately for the following divisions:
1) Engineering Division
2) Fleet Maintenance Division
3) Parks Maintenance Division
4) Streets and Storm Drains Division
5) Water and Sanitary Sewer Division
D) When an employee moves from one division to another through the posting procedure, they will be entered on that division seniority list according to their length of continued service with the Employer, once they have completed their probationary trial period.
E) An employee shall lose their seniority and shall no longer be considered an employee for the following reasons:
1) If they quit or retire.
2) They are discharged and the discharge is not reversed through the grievance procedure set forth in this Agreement.
3) They are absent for three (c3) When a full-time vacancy existsconsecutive working days without notifying the Employer. In the event the employee is incapable or unable to advise the Employer for reasons or causes beyond the control of the employee, an exception may be made. After such absence, the Employer will fill send written notification by registered mail to the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy employee at their last known address that they have lost their seniority, and their employment has been postedterminated. Should If the successful applicant disposition made of any such case is not satisfactory, the matter may be placed referred to the grievance procedure.
4) If they do not return to work when recalled from layoffs as set forth in the recall procedure. If deemed proper by the City, exceptions shall be made.
5) Return from unpaid leaves of absence will be treated the same as (#3) above.
6) If they are laid off for a period equal to their new position seniority at the time of their layoff, or for three (3) years, whichever is the lesser. For this paragraph only, all employees (except probationary employees) will be treated as if they will receive the new rate have a minimum of pay after the fourteen one (141) calendar days has expired. year seniority.
7) Separation upon settlement covering total disability.
8) The resulting employee does not work for a period of two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, years provided the employee notifies is unable to perform the employer he shall be off for twenty-one (21)calendar daysessential duties of the position with reasonable accommodation.
(dF) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any An employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted changes to a permanent position outside classification out of the bargaining unit and after a reasonable trial period not to exceed may return within three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority thereinwithout loss of bargaining unit seniority. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee employer will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within permanently fill the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided vacancy during this three- month period. If the employee has leaves the ability and qualifications necessary bargaining unit for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,more than three
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) 10.1 Seniority shall be in accordance with the employee's last date of hire in the Fire Department. New employees hired shall be considered as probationary employees for full-time the first twelve months of their employment. When an employee finishes the probationary period, they shall be entered on the seniority list of the Fire Department and shall rank for seniority from the date of hire. Probationary employees discharged during or at the conclusion of the probationary period shall be granted a hearing before the Council Administrator or his/her designee and shall be advised of the reason for their discharge.
10.2 In the event of reduction in personnel, probationary employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, laid off first. Employees with seniority shall be determined laid off in order of seniority with the employee with the least seniority being laid off first.
10.3 When the working force is increased after a lay-off, employees with seniority will be recalled according to seniority in the reverse order of lay off. An EMPLOYEE on layoff shall have the opportunity to return to work within two (2) years of the time of his/her layoff before any new EMPLOYEE is hired. Notice of recall shall be sent to the employees at their last known address by Registered or Certified Mail. If the employee fails to respond within seven (7) calendar days from the date of hire as a part-time employee. Part-time employees receipt of notice of recall, they shall be placed on considered as having resigned. If the appropriate part-time seniority list in accordance with this Article, based on the first employee responds to clock in on their first scheduled shift after they have been hired. (i.e. first return to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies they shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than have fourteen (14) calendar days after the vacancy has been postedto return to work. Should the successful applicant not be placed in their Probationary employees or new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time hired or recalled at the discretion of the City after all seniority employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Divisionhave been recalled.
(c) 10.4 The employer agrees, that prior Union consents to allow any layoff and proceeding employee in the supervisory Fire Fighters Captain’s Unit the right to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining come into this unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, demotion or layoff in said unit and the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications right to perform the job (within the Division first);
(iii) where there is no return to any previous classification in which the junior employee has the ability or qualification held unless contrary to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingany disciplinary action.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Labor Agreement, Labor Agreement
SENIORITY. (a) Seniority for full-time employees is defined as the length of service in the bargaining unit and shall be determined by Branch and Division where applicable by include service with the date on which such employees become full-time employeesemployer prior to the certification or recognition of the union.
(b) Seniority shall be applicable by Branch and Division for fulloperate on a bargaining unit-time wide basis. In the event that two or more employees for have the following purposes: same seniority date, the selection total number of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of actual hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)worked will determine seniority.
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies A newly hired employee shall be filled in accordance with seniority, provided the employee considered on probation for the vacancy possesses the ability first five hundred (500) actual hours worked and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable grieve regarding discharge during or as a result of this probationary employment provided there is just cause. Just cause is defined as cases of misconduct as well as suitability, compatibility and technical skills of the probationary employee. After completion of the probationary period, seniority shall be subject to effective from the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitoriginal date of employment.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on Newly hired employees are required to work at the Employer’s bulletin board on sites that their direct supervisor oversees for the Employer’s premises at least first five hundred (5500) working days prior to filling of such vacancyactual hours worked. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions An additional site may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements considered with director approval. Seniority for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term purposes of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs probation will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary calculated for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessaryper week. If a probationary employee is the only applicant to a job posting, they will be allowed to accept the position if it means a promotion for the employee and even if it requires the change of supervisors.
(c) Full time employees who select reduction Management will advise in writing to the status chairperson of part the union when it is necessary to extend a probationary period for any new employee hired by the Agency. Such extension will not be made without just cause. Notification of such extension will be made to the union at least two (2) weeks before the completion of the probationary period.
(d) First Aid/CPR, NVCI, Certification Reimbursement The employer and the union agree that probationary employees shall initially bear the cost of their First Aid and Cardio Pulmonary Resuscitation (CPR) and Non-Violent Crisis Intervention (NVCI) training. This training must be current within three (3) months of hire. The cost of such training will be reimbursed to the employee(s) upon completion of their probationary period as per the collective agreement.
11.03 General categories of employees:
(a) Full-time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities employee
(i) The hours of work for all resource consultants is up to the guaranteed forty (40) hours per week and shall week. Any adjustments to these hours will be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, requested by the employee shall in writing to the preschool director by August 1st or December 1st. Approval will be paid in writing with a copy to the fullunion. Sick time and statutory holiday pay is pro-time hourly rate rated based on monthly hours worked.
(ii) The employer agrees to recognize the spring break of pay only five (5) working days, with pay, according to present practice and the stipulation of the Ministry of Community and Social Services and their financing of this program
(iii) The employer may grant an unpaid leave of absence to preschool employees for the classification he/she performssummer months, with due consideration for six (6) calendar monthsthe program. At The employee would submit the conclusion of request in writing to the six (6) calendar months,director by April 1st.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) A. Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employerbegin with an employee’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable employment and shall be subject to the grievance procedurerecognized within job classifications on a plant-wide basis. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting Whenever two (2) vacanciesor more employees share the same seniority date, if any, will be posted. If, for any reason, a fullthe employees punch-in time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one used to designate the senior employee. Should no written documentation be available or if the employees started at the same time, the last four (21)calendar days.
(d4) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside digits of the bargaining unit and after a reasonable trial period not to exceed three employee’s social security number (3) months following consultations on record with the Union appointments to temporary positions may be subject to a greater duration than three (3Employer) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during used as the term of this Agreement.
5.04 Divisional seniority shall prevail impartial tie breaker with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of highest number designating the functions requiredsenior employee. In the event of layoffa reduction in force, stewards, in order of their seniority, the least senior employee within job classifications shall be the last first to be laid off, qualifications and ability to perform the work being relatively equal. Employees who have been promoted to higher-rated classifications and who are subsequently displaced as a result of layoff shall be entitled to exercise their seniority over employees in the former classifications.
B. An employee who is being laid off as the result of a permanent reduction in force in accordance with the preceding paragraph may also be entitled to exercise his seniority over the least senior employee employed in a lower classification provided they possess he possesses the necessary qualifications and ability to perform the available work and is more senior than the employee to be displaced. The employee who is displaced by a senior qualified employee as provided in this Paragraph shall be laid off unless he possesses seniority rights in a former classification in accordance with the preceding Paragraph. Notwithstanding the above, it is agreed that an employee shall not be entitled to displace an employee in the “Order-Selector” classifications, except as specifically provided for in Paragraph A above. A senior employee who exercises his seniority rights, as provided for in this Article, shall receive the contractual straight-time hourly rate of pay of the classification that he bumps into. If a senior employee does not elect to exercise the seniority rights provided for in this Article, he shall be laid off.
C. Ability and qualifications being relatively equal, seniority shall also apply to perform all of the functions required upward and the chief downward permanent vacancies and posted promotional job bids, except that employees may be promoted to Working ▇▇▇▇▇▇▇ without reference to seniority. When a permanent, full-time bid job or shift becomes available, the permanent bid job or shift shall be laid off last posted for a period of five (5) calendar days and employees will indicate their interest by signing the bid sheet. Said assignment may be postponed subject to additional bidding or if the next week’s schedule has already been posted. Employees on vacation or holiday shall be given an opportunity to bid upon their return. Seniority shall prevail in filling the position provided qualifications and ability are equal. The employee signing the posting must be able and available to perform the work. There shall be no bumping except as among all provided in Paragraph A, above. Assignment to the permanent, full-time bid job or shift shall be made on the next workweek following the removal of the bid sheet. Any employee who is promoted pursuant to this section shall be allowed up to a thirty (30) working days to successfully qualify for the position. During this period the employee must show improving performance in order to remain in the training period. Employees who are disqualified from said promotion shall be ineligible to bid onto another like position until the lapse of two (2) years. An employee who fails to fulfill the requirement of the new job within the thirty (30) working day period shall be returned to his/her former job without loss of seniority. If the successful bidder voluntarily relinquishes the position or is disqualified within the qualification period, the permanent bid job or shift shall be awarded to the second (2nd) most senior qualified employee signing the initial bid sheet. The successful bidder will not be permitted to bid on any other stewards available full-time bid job or shift which is posted for a period of six (6) months from the initial assignment. However, an employee shall be permitted to sign a bid that is posted prior to the six (6) month period provided the position is scheduled to take effect at each Branchleast six (6) months after the initial assignment. It is understood that bid positions vacated as a result of posted bids shall be bid but limited to one additional job being bid. Other vacated jobs shall be available to other part time employees only. It is further understood that this limitation is not intended to reduce full time positions.
(a) Whenever forty (40) hours D. All disputes in connection with the provisions of work per week this Article shall be regularly available subject to the grievance and arbitration procedure. Any claim or grievance that the employer has improperly applied the terms of this Article 6, shall be null and void unless such claim or grievance is brought to the attention of the Employer in writing within one (1) calendar week of the occurrence giving rise to the claim or grievance.
E. Break in continuity of service and cancellation of seniority will result from any of the following:
1. Quit
2. Discharge
3. Layoff for more than nine (9) months
4. Failure to return in accordance with the terms of a single leave of absence or when recalled after a layoff.
F. A part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added given a seniority date effective with the first (1st) day he is regularly assigned to the list of fullbargaining unit. Seniority possessed by a part-time employee will have application only in relation to other part-time employees.
(b) The parties agree that while . A part-time employee who is assigned to full- time work will be given his most recent hire date as his seniority date effective with the date of such assignment. Seniority shall prevail among part-time employees may be assigned to work in any classification in any Operating Division, additional for full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, openings that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications occur within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another their job classification, provided the senior employee has the ability abilities and qualifications to perform the job work. Commencing with the thirty-first (within 31st) day of service in the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Divisionbargaining unit, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere will have seniority over a part-time employee, irrespective of length of service in the bargaining unit. The Union Security provision as set forth in Article 2-A of this Agreement shall apply to part- time employees hired under this Agreement. Vacation, sick pay and holiday provisions shall be prorated based on actual hours worked.
G. A sanitation employee who accepts a bid to a higher rated classification will receive the next higher rate of pay. Employees who accept a job to a lesser rated position will be assigned the lesser rate of pay.
H. Employees within the jurisdiction of his/her Union Local. Where a vacancy exists for which same classification, in the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees same department, who have the ability same abilities and qualifications qualifications, shall have the right to bump into exercise their seniority for the purpose of starting time selection. The Employer has had a new position will be provided with a maximum policy of scheduling both consecutive and non-consecutive forty (40) hours training as necessary.
(c) Full time hour workweeks in certain departments. Where this has occurred, we have rotated employees who select reduction from consecutive to non-consecutive, to consecutive, etc. workweeks. It is agreed that we will not, in the status of part time employeesfuture, shall hold top seniority among the part rotate full-time employees and shall have first call will allow them to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first use their seniority in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten choosing their forty (1040) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,hour workweek.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) 1. Seniority shall be applicable by Branch recognized on a Company-wide basis within the jurisdictional area of the Union covering all employees from the date of employment and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities shall prevail in reference to vacations, transfers, layoffs, rehiring and promotions as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of workset forth below.
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list 2. Seniority shall be placed used covering these issues and shall apply in each instance separately as to the Meat Wrapper classification (includes Meat Clerks) and the Meat Cutter classification (Journeyman Meat Cutters and Apprentice Meat Cutters). Wrappers/Meat Clerks desirous of promotion to Apprentice Meat Cutter status shall make their desires known to the Employer, in writing, and such employee shall be given first consideration for such vacancies. Selection to fill the vacancies shall be made on the Employerbasis of Company seniority within the geographical jurisdiction of the Local Union, ability and qualifications being relatively equal. Wrappers/Meat Clerks declining a promotion to Apprentice Meat cutter status, to a store within twenty- five (25) miles from their place of residence on file with the Company, shall not be considered for an open Apprentice Meat Cutter position for eighteen (18) months. A Wrapper/Meat Clerk commencing the Apprenticeship Program shall have a five hundred and twenty (520) hour probationary period. Said trial period shall not jeopardize the employee’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority former classification or seniority. There shall be determined by no reduction in pay to any Wrapper/Meat Clerk as a result of entering the Apprenticeship Program, i.e., the Wrapper/Meat Clerk rate of pay shall apply until such time as the Apprentice rate exceeds the Wrapper/Meat Clerk rate, at which time the Apprentice rate shall apply. On and after the effective date of this agreement, when an employee is promoted or reclassified, he starts a new seniority date for that classification. For layoff purposes, he can bump back to his former classification carrying with him his total seniority. Company seniority is retained for vacation purposes. Thus, the seniority date of each employee commences with the date of hire with the Company; however, when that employee moves to a new classification his seniority will date, for seniority purposes within that classification, as a part-the first date of his appointment to such new classification. On and after the effective date of this agreement, when an employee is assigned from one classification of work to another, the seniority acquired within the current classification shall be retained, and new seniority in the new classification shall commence as of the time of such assignment. Such assignment shall not be made for the purpose of displacing another employee. Part-time employees Should layoff or reduction in hours occur where the newly assigned employee is to be replaced or reduced in hours, such employee shall be placed on permitted to reclaim the appropriate part-time position formerly vacated, or whatever equivalent position entitled to by the combined seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)old and new classification.
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies 3. Seniority shall be filled in accordance with seniorityrecognized and employees covered by this Agreement promoted, provided the employee considered they meet qualifications fitting them for the vacancy possesses the ability and qualifications necessary for the full-time vacancysuch promotion. The Employer shall determine the ability and qualifications necessary for the fullhereby agrees that when promotions are in order or a higher-time vacancyrated job becomes open, provided such determination shall not be unreasonable and those already employed by said Employer shall be subject to the grievance procedure. Any employee who has been selected to fill given preference and a full-time vacancy and within a sixty (60) day trial period but no earlier than of thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given without jeopardizing the opportunity employee’s former rating.
4. In order not to impair the normal operation of displacing an employee with less seniority in another classificationany Employer’s business, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed permissible on vacations only, to be the most junior fullapply seniority preference on a store-time employee for the purposes of bumpingby-store basis.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: General Merchandise Agreement, General Merchandise Agreement
SENIORITY. (aA) Seniority for full-the purpose of this con tract shall be calculated by continuous service from the last date of employment (except as otherwise provided). Seniority list for all full time employees and a separate list for all part time employees shall be determined by Branch and Division where applicable set up by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable Em ployer and shall be subject furnished to the grievance procedureUnion upon request. Any employee who has been selected to fill Seniority areas governing this agreement are outlined in Exhibit C, attached hereto and made a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet part hereof. Seniority shall prevail in the Employer’s requirements for following instances in the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.man ner as listed hereafter:
(bB) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When agrees to give a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed week’s notice or a week’s pay in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling lieu of a vacancy results in a crossover from one Division week’s notice to another of a full-full time employee such transfer will be completed within fourteen employees with six (146) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than months service and three (3) monthsdays notice or three days pay to part time employees with twelve (12) months service who are laid off due to lack of work. All employees likewise shall give a week’s notice prior to intended resignation. It is mutually agreed that after termination notice has been given by either party, no new request for sick benefits shall be granted.
5.03 Any employee who has been promoted (C) Employees laid off due to a permanent position outside the store closing or reduction of employment shall be laid off by order of the bargaining unit most recent hired and after a reasonable trial period not to exceed three shall be rehired in the reversed order of the layoff, with due consideration given job classification. Employees laid off and subse quently recalled within six (36) months following consultations with will retain former seniority. Employer agrees to go beyond the Union appointments seniority areas in the case of full time layoffs in distressed areas. However, Employer will decide what store to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet transfer the Employer's requirements for the new position or makes the request to do so, employee to. There shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreementno bumping by seniority.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided 1. Full time employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off shall have option of part time employment, and shall be placed at the top of the part time seniority list. They shall have right of recall on any full time opening provided they possess can do the ability and qualifications to perform all of the functions required and the chief ▇work.
2. Where practicable, Employer shall en ▇▇▇▇▇▇ shall be laid off last to combine existing part time assign ments on a seniority basis, providing they can do the work, so as among all other stewards at each Branchto provide the maximum part time employment per individual, within the definition of part time employment, and, further, to create as many full time positions as possible.
(aD) Whenever forty (40) hours The Employer recognizes the principle of work per week seniority as being one in which the move ment of an employee from one job to another or from one location to another through pro motion, demotion, layoff, recall after layoff, or permanent transfer, shall be regularly available to a single part-time governed by the length of service of the employee, and in excess of connection with such movement the regularly scheduled work then guaranteed Employer may take into consideration as to full-time employees and exclusive of relief work performed by employees for emergency, and special each em ployee involved his ability to perform the work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(bE) The parties agree that while part-time employees may be assigned Employees having more than one (1) year’s seniority on either the night or day shift shall have the right to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted request a trans fer to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Divisionor from the night or day shift on an individual store basis.
(cF) Employees on leave of absence, sick leave, or maternity leave shall retain their former standing on all seniority lists.
(G) The employer agreesEmployer agrees to advise the Union weekly on all increases, monthly on all terminations, and will continue to advise the Union of newly hired employees as in the past, but not later than thirty (30) days.
(H) Part time employees who desire to ob tain full time work shall request same in writing to Company Personnel Office and the Union. When full time openings occur, pref erence shall be given to the part time em ployee in the order of the date the request was received at the Personnel Office.
(I) Part time employees shall receive credit toward full time service based on a conversion ratio of two thousand eighty (2,080) part time hours equal one (1) year of full time work for wage rates only.
(J) Employer has the right to discharge any employee for good cause, including but not limited to dishonesty, intoxication during working hours, provided, however, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off discharged or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements discriminated against because of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that membership in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division Union or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her for Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingactivities.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
SENIORITY. 1. HAMTC represented employees who have accumulated seniority with Washington Closure Hanford (aWCH), Advanced Technology and Laboratories (ATL), CH2M Hill Plateau Remediation Company (CHPRC), and Mission Support Alliance (MSA) Seniority for full-time employees will continue to accumulate and retain accrued seniority upon being assigned to WRPS.
2. Employees shall be determined by Branch and Division where applicable listed in seniority groups as mutually agreed upon by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch Council and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all . As new Part-time employees hired after ratificationare hired, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position respective groups. The seniority groups and the classifications in the various seniority groups are set forth in Appendix A (See Article XIX).
3. Force reduction and rehiring will be made only within each classification on the basis of seniority and ability to do the available work. If reductions in force are made, employees scheduled for layoff in each group may elect, on the basis of their seniority and subject to the conditions set forth in Appendix A, to take work, if available, in a lower rated classification within their own seniority group and those with the least seniority will be laid off.
4. Employees who are unable to perform work of their classification because of temporary or permanent physical disability as determined by the occupational medical group service of the Hanford Plant may, subject to the conditions set forth in Appendix A, elect on the basis of seniority to take work, if available, in a lower rated classification within their own seniority group and those with the least seniority will be laid off, if necessary. Such temporary or permanently disabled employees must be qualified to perform the available work and must meet the physical requirements of such jobs as determined by the occupational medical group serving the Hanford Plant.
5. In times of layoff, employees may not claim jobs in a higher rated classification within their own seniority group on the basis of seniority.
6. Seniority will be a major factor in upgrading to a higher classification in a seniority group, but ability will be given consideration, as the employee must be qualified to do the available work. Seniority and continuous service, as defined in Article XIII, do not apply to promotions to jobs outside the bargaining unit. For non-supervisory jobs, continuous service will be a major factor when considering bargaining unit candidates if all other qualifications are equal.
7. Employees in any seniority group who wish to be reassigned to another classification in a different seniority group may file their request with Labor Relations and, as openings occur, they will receive be given consideration on the new rate basis of pay after the fourteen (14) calendar days has expiredtheir continuous service. Applicants for such reassignments must have satisfactory qualifications. The resulting two (2) vacancies, if any, seniority of an employee so reassigned will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, continue in his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay former seniority group for a period of no less twelve (12) weeks, exclusive of any time he might be off the active payroll, unless he was reassigned due to a force reduction in his former classification, in which case the provisions of Section Twelve (12) A of this Article will apply. During the twelve (12) week period, the reassigned employee may be returned to his former classification or a lower classification in his former seniority group, depending on his seniority in his former seniority group at the time if,
A. The Employer finds the employee is not making satisfactory progress in his new classification; or
B. The Employee requests that he be returned to his former seniority group. If the employee is retained in the new classification beyond such twelve (12) week period, his seniority in his former seniority group shall be extinguished. In cases where the employee has been reassigned to a different seniority group, and remains in the new classification for more than three twelve (312) monthsweeks, his seniority in the new seniority group shall be the date of reassignment. Employees, except for those affected by a reduction of force, will not be considered for such reassignment more than once in a twelve (12) month period.
5.03 Any employee who has been promoted 8. Employees new to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by considered probationary employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,six
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. (aA) Seniority for full-time employees lists shall be determined by Branch and Division where applicable established by the date on which such employees become full-time employeesParking Authority twice each year and submitted to the Union.
(bB) Seniority shall be applicable calculated based on continuous service from the last employment date with the Parking Authority. Employees with more than 2 years of continuous service who are laid off and subsequently rehired by Branch the Parking Authority within 3 years from their layoff date shall retain their former seniority. Employees with less than 2 years of continuous services who are laid off and Division for full-time employees for subsequently rehired by the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list Parking Authority within 1 year from their layoff date shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 monthsretain their former seniority.
(dC) For all new PartEmployees, who are absent for medical reasons, shall retain their seniority for a period of 18 month from the beginning of the absence.
D) Employees who are absent due to a work-time employees hired after ratificationrelated illness or injury, and who are eligible for worker's compensation, shall retain and accrue seniority during the periods of absence for such reason.
E) Employees who return from military leave shall be determined by the date of hire as a part-time employee. have seniority rights III accordance with law.
F) Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee promoted to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a available full-time vacancy occurs within positions III accordance with their seniority.
G) Where there is a Branch or Divisionlayoff, within the classifications covered hereunder, such vacancies least senior employees in the job category to be eliminated shall be filled in accordance with seniority, provided the employee considered for laid off.
1) The Parking Authority shall give the vacancy possesses the ability Union and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and all affected employees at least 30 calendar day's written notice of an intended layoff.
2) Employees who are laid off shall be subject permitted to bump less senior employees in other classifications so long as the grievance procedure. Any employee who has been selected is qualified to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet perform the Employer’s requirements for work of the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitposition.
(b3) A notice of full-time vacancies occurring in a classification hereby covered Employees who are laid off shall be placed on a special reemployment list and shall be the Employer’s bulletin board on first to be offered any job openings for which they are qualified, in order of seniority. Employees shall be permitted to refuse one offer of a job opening in the Employer’s premises same position they were laid off from, or two offers of a job opening in a different title before their names are removed from the special reemployment list. If an employee is offered and accepts the appointment to a position which is different from the position they were laid off from, or to a position which is paid at least five a lower rate than the position they were laid off from, and then their former position subsequently becomes available, that employee shall be the first to be offered the job opening in the position they were laid off from, so long as they remain qualified to perform the duties of the position.
H) All job openings, whether temporary or permanent, shall be posted by the Parking Authority in locations where notices to employees are customarily posted and shall remain posted for a minimum of three (53) working days prior to filling of such vacancyworkdays before the job is filled. The Employer will post the name Union shall be provided with a copy of the successful applicant on the company bulletin board for five (5) days after the job- opening posting before it is taken down.
(c) When posted. The job posting shall include, at a full-time vacancy existsminimum, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate title, duties, hours of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser work and rate of pay for a period of no less than three (3) monthsthe position and the procedure for applying for the job.
5.03 Any employee who has been promoted I) The Parking Authority shall not use other employees to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements fill in for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all employees if in aggregate those other employees are performing out of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of title work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 of20 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. The Employer shall accept the principle of Seniority shall be the determining factor for layoff and recall, promotion or demotion, work preference, daily call-in, provided the employee is available and qualified to perform the work, subject to the provisions herein. Alberta Seniority
a) Alberta Seniority Lists will be maintained by the Employer as follows: Armored personnel, including vault, In-Plant personnel, Turret operator ABM personnel, Assistant Dispatcher Part-time personnel Satellite Branches full-time part-time Employees may not be moved from one seniority list to another without the prior mutual consent of the employee and the Employer. If such consent is given, the employee shall take the seniority position at the bottom of the other seniority list. The Employer shall immediately, and every six (6) months thereafter, post seniority lists, with a to the Local Union, setting out the name, classification, and date of employment of all employees. Seniority for regular full-time employees shall be determined by the date on which such employee became a regular full-time employee. Part-time seniority shall be by date of hire. For the purpose of promotions to full-time status, whenever there are not reduced full-time employees eligible for promotion, current part-time employees shall be considered for promotion in accordance with their seniority, provided they possess the qualifications. Seniority shall be used for the purpose of daily call-in. The employee must have the qualificationsto perform the work. Demotion on each seniority list, due to reduced work requirements of the Employer, shall be made in reverse order of seniority. Demoted full-time employees may use their overall seniority to bump the junior full-time employee. Said demoted employee shall be placed at the bottom of the new Department Seniority List. Company seniority will not be lost when changing departments. Full-time employees shall have seniority over part-time employees. Full-time employees demoted to part-time status shall be placed on the top of the part- time seniority list. Manitoba Seniority
a) Seniority for full-time employees in Manitoba shall be determined by Branch and Division where applicable by based on the most recent date on which such employees become employee became full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancytime. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject provide to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for every six (6) calendar monthsmonths thereafter, or on request, a seniority list setting out the name, and seniority dates of all employees. At Said seniority shall also be posted on the conclusion of bulletin. Seniority shall be terminal wide and the six (6) calendar months,following seniority units shall be recognized as separate.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY. 7.1 Seniority is the length of employment with the Employer in the bargaining unit. An employee shall be considered on probation and therefore subject to termination or layoff at the Employer’s discretion, without notice and without just cause, until he/she has satisfactorily completed the six (a6) Seniority month probation, or extension thereof. An employee will not be included on seniority lists until after satisfactory completion of six (6) months of probation, or extension thereof. Extension of probationary period is subject to a maximum of one (1) month, and shall be considered upon mutual agreement. After the successful completion of the probation, her/his seniority shall date back to commencement of such employment.
7.2 Effective from November 1, 1995 seniority shall be accumulated on an hourly basis. “This clause applies to the appropriate calculation of seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-as well as part- time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time All employees shall be placed on the appropriate part-time accumulate seniority list in accordance with this Article, based on the first employee to clock hours offered in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancyrespective employment letter. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject provide a revised Seniority List every six (6) month period to the grievance procedure. Any employee who has been selected Union Office and copy to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief shop ▇▇▇▇▇▇▇ ▇. This Seniority List shall contain the name of each employee, and his/her current hours worked to date”.
7.2.1 Article 7.1 shall not apply to LINC Instructors. Upon commencing employment with the Employer, LINC Instructors shall serve a probationary period of three (3) months. After the successful completion of the probationary period, his/her seniority shall date back to the date of hire by the Employer.
7.2.2 The LINC Instructor seniority list is based on the date of hire within their own session only for bumping. A LINC Instructor may be considered across sessions for the purposes of competition and recall. Seniority for LINC Instructors for all other purposes will be calculated based on hours worked as per Article 7.2.
7.2.3 Examples of sessions are as follows: Instructor positions for Session A (9:00 am to 11:30 am Monday to Friday, i.e. 12.5 hrs per week) is one session, and those for Session B (12:30 pm to 3:00 pm Monday to Friday, i.e. 12.5 hrs per week) is another session.
7.2.4 Seniority for LINC Instructors commences on April 1, 2005. If lay-off/bumping affects LINC Instructors with the same seniority, a draw will decide who will be laid off last as among all other stewards at each Branchoff/bumped.
(a) Whenever forty (40) hours 7.2.5 Temporary assignments of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees sixty consecutive working days or less for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week LINC Instructors shall not be regularly available posted pursuant to all of the full-time employees, the junior full-time Article
8.1. The recall list is to first be exhausted.
7.3 An employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of lose all seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be have terminated her/his employment if he/she:
a) Voluntarily leaves the most junior full-time employee for employ of the purposes of bumping.Employer, or retires or is retired;
(vb) Employees who have Is discharged and is not reinstated through the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.Grievance or Arbitration procedure;
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available Is laid off continuously for a minimum period of ten more than fifteen (1015) shifts per months. An employee who returns to work within this said fifteen (15) month or eighty (80) hours, should those shifts/work be available. Upon demotion, period shall retain the employee shall be paid the full-time hourly rate of pay only for the classification seniority he/she performshad at the time he/she was laid off, but shall not accumulate additional seniority during the period of layoff;
d) Is absent from work without prior permission for six (6) calendar months. At the conclusion of the six (6) calendar months,three
Appears in 1 contract
Sources: Collective Agreement
SENIORITY. (a)
Section 1. Seniority for full-time employees shall be determined by Branch and Division where applicable by the length of continuous service from the employee’s last date on which such employees become full-time employees.
of hire as an employee in the bargaining unit (b) for the Employer or a predecessor federal contractor). Seniority shall not accrue until the employee has successfully completed his/her probationary period. Seniority shall be applicable by Branch in determining the order of layoff and Division recall, and other situations as provided for full-time in this Agreement.
Section 2. Newly hired or promoted employees shall be regarded as probationary employees for the following purposes: first ninety (90) days they work, not to exceed 6 months. The probationary period shall start on the selection first day an employee works a productive post after completing training. During their probationary period, probationary employees shall not accrue seniority under this Agreement. The Employer shall have the sole right to discipline, lay off, suspend or terminate probationary employees without limitation by the provisions of vacations lay-offs overtime opportunities as outlined in Article 9this Agreement or without recourse to the grievance and/or arbitration provisions contained herein, Hours which provisions, with respect to probationary employees, are hereby waived by the Union on its behalf and on behalf of Work and Article 11bargaining unit members. The Employer, Overtime scheduling upon written notification to the Union, may extend any probationary period up to one additional period of hours and thirty (30) calendar days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list . Upon successful completion of the probationary period, the employee shall be placed on the seniority list and shall be given a seniority date which is retroactive to the employee’s date of hire.
Section 3. Seniority lists for the bargaining unit will be posted and maintained by the Employer and shall be made available to proper Union officials monthly. An employee’s standing on the posted seniority list will be final unless protested in writing to the Assistant Contract Manager within twenty (20) calendar days after the list is posted each month. Thereafter, seniority may only be protested for employees appearing on the list for the first time, and then, only within twenty (20) calendar days after the list is posted each month.
Section 4. Each Employee shall notify the Employer’s bulletin board program coordinator in the local office in writing of his/her current post office address and forwarded telephone number and any subsequent change of name, address, and telephone number. The Employer shall be entitled to each respective Local Union every 6 monthsrely upon the last known address shown in the Employee’s official records. Employees may be required to provide written acknowledgment of any communication from the Employer.
(d) For all new Part-time employees hired after ratification, Section 5. The seniority of an employee shall be determined by terminated for any of the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).following reasons:
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.quits or retires;
(b) A notice the employee is discharged under the terms of full-time vacancies occurring in a classification hereby covered shall be placed on this Agreement
(c) the Employer’s bulletin board on the Employer’s premises at least employee fails, within five (5) working days prior to filling of such vacancy. The Employer will post the name after receipt of the successful applicant on Employee’s notice of recall, to report to work as required by the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.notice;
(d) Where total disability of an employee or for any other reason if a settlement or resolution of any legal claim waives further employment rights with the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.Employer; or
(e) Any the employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay is laid off for a continuous period of no less than three one (31) months.
5.03 Any employee who has been promoted to a permanent position outside of year or the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction length of his/her Union Local. Where a vacancy exists for which seniority at the employee time of layoff, whichever is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingless.
(v) Section 6. Employees who have voluntarily leave the ability bargaining unit, for other work not covered by this Agreement, and qualifications later return to bump into the bargaining unit, will start with a new position will seniority date beginning the day they begin working again on a job within the bargaining unit. This Section shall not be provided with applicable to a maximum of forty (40) hours training as necessaryMilitary Activation under Uniformed Services Employment and Reemployment Rights Act.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. (a) Seniority For the purpose of seniority, employees shall be considered as grouped in accordance with Schedule "A" of the Agreement there being one list for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division one list for fullpart-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) each group. A Branch and Divisional full-time seniority list and a separate Branch part- time for each seniority list section shall be placed on posted by the Employer’s Company in January of each year. The list will show name, position and date from which each employee's seniority is accumulated. The Company shall provide the accredited Representative and the Local Chairperson with copies of each list. Where an employee has only held seniority in one seniority section for more than fifteen years and their job has been abolished, they may use their seniority to displace in any seniority section where they are qualified. Employees appointed by bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, permanent positions in a seniority shall section will be determined by accorded a seniority date from the date of hire as a part-time employeeappointment by the bulletin. Part-time employees Changes in the seniority date of an employee shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided considered if the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and or Union Representative makes written protest within a sixty (60) day trial period but no earlier than thirty calendar days posting of the seniority list. Errors reported after sixty (3060) days does shall only be considered by the President and/or designated Management employee of the Tower and the Local Chairperson where the change is supported by the recorded evidence. Any time the Tower has a temporary department closure, all affected bargaining unit employees will be offered voluntary lay-off in seniority order before junior employees are laid off. Those employees who chose this option are deemed to acknowledge by this provision that may not meet be entitled to Unemployment Insurance Benefits. When laying off an employee, the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications give to the employee affected ten (10) calendar days notice if the lay-off is deemed to be for more than three (3) months, and in all the event of job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than abolition fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expirednotice. The resulting two (2) vacanciesLocal Chairperson shall be advised of all lay-offs and job abolition and may make proposals to Management on behalf of the employees affected. When reducing forces, if any, senior qualified employees will be postedpermitted to exercise their seniority in accordance with the terms of this Article. If, for any reason, a Any full-time employee will be considered as senior to any part-time employee. A displaced employee or one whose position is going abolished must exercise seniority within own job classification provided has the qualifications to perform the work, failing which may: Exercise seniority within other job classifications within seniority section or within another seniority section wherein holds seniority, provided has the qualifications to perform the work; the employee may take a lay-off and/or hold available for part-time employment within own seniority section until such time as recalled in his own seniority section in accordance with the provisions of the Collective Agreement. In the application of this Article, an employee required to exercise seniority to an immediately previous job classification, provided has the qualifications to perform the work, will establish a seniority date the same date as immediate previous job classification. Where there is more than one vacancy in a particular job classification, and more than one employee is qualified, and one or more of them is a new scheduled employee and obtains one of the vacancies, the seniority date of the successful employee will be absent for twenty- established on the basis of the employee number. Where there is more than one vacancy in a particular job classification, and more than one employee is qualified and has held a position in a previous job classification, and obtains the vacancy, the seniority date of the successful employee will be the same as previous job classification. An employee exercising seniority in accordance with this Article shall, within five (215) calendar days of the abolition of position, or moredisplacement, his make choice in writing to the designated Human Resources Representative, copy to the Local Chairperson, stating qualifications where necessary failing which the employee shall forfeit seniority. The employee in question shall assume such new position at a date specified by the Company, such discretion not to be abused by Management. When an employee is on leave of absence, or vacation, granted by the Company, on the date of displacement or the abolition of position, the time limits established in Article above shall apply from the date of return to work. To be eligible for recall, a laid-off employee must keep the Human Resources Department informed of current address. A laid-off employee who fails to report for duty after receiving notification by registered letter, or a similar recordable message, or who fails to give satisfactory reasons for not doing so within five (5) calendar days of receipt of such notification, shall forfeit seniority rights and shall be removed from the employ of the company such being regarded as a voluntary separation. A laid-off employee who is otherwise employed at the time of recall, may, without loss of seniority refuse a recall to a position of less than ninety (90) days anticipated duration, provided that another junior qualified laid-off employee is available. Laid-off employees shall be given preference in filling positions or vacancies in other seniority sections when no qualified laid-off employees are available in those seniority sections, their seniority in other seniority sections shall date from the date employed in these seniority sections. Laid-off employees will be posted as a temporary full-time vacancy without benefits, provided recalled to service in the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess have the ability and necessary qualifications to perform all available work, due regard being given to the provisions of Article and The name of an employee who has been or is appointed from a scheduled position to employment in an excepted position shall be retained on the seniority list of the functions required seniority section from which was appointed and the chief ▇▇▇▇▇▇▇ such employee shall continue to accumulate seniority for a period of one (1) year after which name shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of removed from the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the seniority list of fulldepartments. When an employee is released from an non-time employees.
(b) The parties agree that while part-time employees scheduled position may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior exercise seniority rights to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for position which the employee is qualified in a Branch represented by the Union Local it to fill. The right to exercise shall be deemed limited to be the most junior full-time a period of five (5) calendar days subsequent to release from non- scheduled position. Such employee for the purposes of bumping.
(v) Employees who shall also have the ability and qualifications right to bump into return to former seniority section if so desires during the twelve (12) month period in which was promoted providing the employee serves a new position will be provided with a maximum thirty (30) day notice in writing to the designated Human Resources Representative not later than one (1) year from the date of forty (40) hours training as necessary.
(c) Full time promotion after which the provision of Article shall apply. The provisions of this clause shall not apply to employees who select reduction are dismissed for just cause. Subject to Article the status name of part time employeesan employee who has been laid off be retained on the seniority list of the seniority section from which last worked for a period of twelve (12) months or the equivalent of accumulated seniority, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and whichever comes first, after which, if no recall or has not answered a recall, name shall be first in line for promotion to full time status. In order to maintain this preferential status, removed from the part-time employee must make themselves available for a minimum seniority list of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,all groups.
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. Seniority rights shall prevail. Seniority shall be defined as the total length of continuous service with the Employer, since the employee's last date of hire in the Sheriff Department bargaining unit. On January 1 of each year, the Employer shall post a current seniority list and shall submit a copy to the Union. Seniority will be classified as follows:
(a1) Seniority for All full-time sergeants
(2) All full-time deputies.
(3) All full-time correctional officers.
(4) Part-time personnel. In the event of an opening within the Sheriff's Department, the opening shall be posted on the bulletin board for seven (7) days. Current employees shall be determined by Branch given the opportunity to apply and Division where applicable by test for the date on which such opening. Promotions or transfers of current employees become full-time employees.
(b) Seniority of the Sheriff's Department shall be applicable given first consideration. This consideration, however does not entitle the employee to an automatic promotion or transfer to a higher level of employment. If the opening is not filled by Branch a promotion or transfer all applicants from the inside and Division for full-time employees the outside shall be tested and assessed on their ability and fitness needed to perform the duties and responsibilities required for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list position. Resulting test evaluations shall be placed the determining factor in filling the position. Any applicants testing on equal levels shall result in the Employer’s bulletin board and forwarded most senior applicant being awarded the position, in accordance to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employeethis Article. Part-time employees in seniority order shall be placed on the appropriate partafforded an interview and offered consideration for filling full-time positions within the respective classification with the exception of the positions excluded from the bargaining unit in Article 1. If any positions are not filled according to this Article, the Sheriff can fill the position from the outside. Employees changing classifications shall go to the bottom of the seniority list in accordance with this Articletheir new classification but shall retain all seniority for benefit purposes. This consideration, based on however, does not entitle the first employee to clock in on their first scheduled shift after they have been hiredan automatic promotion or transfer to a higher level of employment. Seniority and employment relationship shall terminate when an employee:
(i.e. first to work, first on list)1) Quits.
(a2) Is discharged for just cause.
(3) Is retired. All overtime shall be offered by seniority to qualified available personnel unless such overtime requires a special skill or is in accordance with the shift the employee is then completing. In the event a full-vacation is requested at the same time vacancy occurs within a Branch or Divisionby more than one employee for the same time, within the classifications covered hereunder, such vacancies senior employee shall be filled in accordance with seniority, provided granted the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions requiredrequest. In the event of layoff, stewards, in order of their seniority, shall be a layoff the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ employee hired shall be laid off last first in each classification as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week long as the employees retained are qualified to perform the job. In recalling employees, they shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made recalled in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that layoff in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingrespective classifications.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. 17.1 An employee who has successfully completed his/her probationary period shall obtain seniority commencing with the hiring date and continue so long as he/she is employed by the Districts. There shall be two (2) types of seniority:
(a) Seniority for full-District seniority
(b) Classification seniority District seniority shall mean the time employees an employee has continuously been employed in the school districts. Classification seniority shall mean the length of time an employee has been continuously employed in a particular classification identified as ▇▇▇▇▇▇▇, general maintenance, custodians, electricians, and preventive maintenance technician.
(a) Classification seniority shall be determined by Branch and Division where applicable by the date on applied to determine which such employees become full-time employeeswill be laid off in any given classification.
(b) Seniority District seniority shall be applicable applied by Branch and Division for full-employees laid off to displace (bump) less senior employees at time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours layoff. District seniority shall be applied to protect an employee at time of Work and Article 11, Overtime scheduling of hours and days of worklayoff from layoff or displacement.
(c) A Branch and Divisional full-time District seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded applied to each respective Local Union every 6 monthsdetermine which employees are eligible to be recalled to work to open positions for which they are qualified.
(d) For all Employees being recalled from layoff or who have bumping rights must be qualified to perform the work in order to exercise these rights. Qualified permanent employees shall be recalled before new Part-time employees hired after ratificationare hired.
17.2 In the event it is determined by the school board to reduce the number of employees, the employee(s) with the least classification seniority shall be determined by laid off first in the date of hire as a part-time employeeclassification affected. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event those employees laid off have more District seniority than other employees not affected by the layoff in other classifications, they may displace the least senior employee in the next lower classification as long as they are qualified to do the work. The displaced employee may also bump according to the above procedure. Employees moving to a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies lower classification shall be filled in accordance with paid the lower rate of that classification. Employees moving into another classification as a result of layoff shall be given classification seniority, provided the employee considered but for the vacancy possesses purpose of the ability layoff procedure district seniority will apply.
17.3 Upon changing classification, that employee will be considered as the least senior in that classification, regardless of his District seniority. District seniority shall only be applied to that classification at time of layoff.
17.4 Until an employee has served the six (6) month initial probationary period including extension period, if applicable, it shall be deemed that he/she has no seniority status, and qualifications necessary for the full-time vacancy. The Employer shall determine the ability he/she may be discharged or laid off with or without cause, and qualifications necessary for the full-time vacancy, provided such determination discharge or layoff shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-.
17.5 The employee’s present classification seniority as of the effective date of this contract shall be determined by the Districts, based upon his/her present classification and the amount of continuous time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she has been assigned to this classification. The classification seniority list shall be restored subject to their former position review and agreement by the Union.
17.6 An employee shall retain their seniority. The Company will include required qualifications not forfeit seniority during absences caused by the following:
(a) Illness resulting in all job postings. The Company will provide necessary training required for positions within total temporary disability due to his/her work with the bargaining unit.Districts certified to by affidavit from worker’s compensation carrier;
(b) A notice Illness not the result of full-time vacancies occurring his/her own misconduct resulting in total temporary disability, certified by a classification hereby covered shall be placed on the Employerphysician’s bulletin board on the Employer’s premises at least five affidavit up to a maximum of one (5l) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken downyear.
(c) When a full-time vacancy exists17.7 An employee shall lose his/her seniority and be terminated for, but not limited to, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.reasons:
(a) Whenever forty (40) hours Any cause of work per week shall be regularly available to a single part-time employee, discharge as set forth in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.Article 20;
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, If he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingresigns.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. 4.1 The purpose of seniority is to provide preference in layoff and recall to work, progression, job bidding and shift preference. In the application of seniority principles, the Company will give preference to seniority if other factors are substantially equal. For seniority to be applicable, the employee involved must have the ability, physical fitness, dependability and qualifications to perform the work involved.
4.2 Seniority is defined as the length of time since the last date of hiring by the Company or by all predecessor contractors at ▇▇▇▇▇. Employees who are transferred or promoted out of the bargaining unit and who return to the bargaining unit within six months will do so without loss of seniority via the bidding procedure in Article 4 to available openings.
4.3 Every new employee shall be a probationary employee for a period of ninety (90) calendar days from the date he/she first reports for work and during said probationary period he/she may be discharged at any time at the sole discretion of the Company and shall not have recourse to the grievance procedure or to arbitration. Probationary employees will not be eligible to bid on posted job openings.
4.4 In the event of a layoff the Company shall designate the number of employees to be laid off in each job classification, and in each such job classification the employees with least seniority shall be laid off first. An employee who is designated to be laid off or who is bumped may bump a less senior employee in his/her line of progression, but in no event, can an employee bump a higher classified employee than themselves. Bumping rights must be exercised within forty-eight (48) hours after an employee is notified that a layoff will take place. An employee who is bumped to a lower job classification will receive the maximum rate of his/her new job classification or his /her previous rate of pay, whichever is less.
4.5 Following any layoff, as employees are needed for recall they shall be recalled in reverse order to the order in which they were laid off. An employee who has bumped to a lower job classification in lieu of layoff will be offered recall to his/her previous job classification only one time, provided they met the position requirements at the time of layoff. If he/she declines the offer he/she will not have further recall rights to his/her said previous job classification. When an employee returns to his/her previous job classification the employee shall receive his/her previous rate of pay plus any general wage increases and/or longevity wage increases they would have received if the layoff had not occurred.
4.6 Employees who are in layoff status and accept a full-time job with the Company out of their line of progression shall retain all recall rights under paragraph 4.5 and shall retain all seniority and other benefits accrued prior to layoff.
4.7 Employees returning to full time jobs out of their line of progression as set forth in paragraph 4.6, shall retain rights for a period of two (2) years. If an employee returns to his/her previous job classification within two (2) years, the employee shall receive his/her previous rate of pay plus any general wage increases and/or longevity wage increases they would have received if the layoff had not occurred.
4.8 An employee's seniority shall be terminated, and he/she shall cease to have any rights under this article, in the following situations:
(a) Seniority for full-time employees shall be determined If the employee resigns or is discharged or accepts employment outside the bargaining unit covered by Branch and Division where applicable by the date on which such employees become full-time employeesthis agreement.
(b) Seniority shall be applicable by Branch and Division for full-time employees for If the following purposes: the selection employee fails to respond to a written notice of vacations lay-offs overtime opportunities as outlined in Article 9, Hours recall within five (5) workdays of Work and Article 11, Overtime scheduling of hours and days of workreceipt.
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed If the employee fails to inform the personnel department of changes of address while he/she is on the Employer’s bulletin board and forwarded to each respective Local Union every 6 monthslayoff.
(d) For all new Part-time employees hired after ratification, seniority shall be determined If the employee is absent for three (3) consecutive working days without contacting the Company by the date close of hire as a part-time employee. Part-time employees shall be placed business on the appropriate part-time seniority list in accordance with this Article, based on the first employee third day of absence and reporting a reason sufficient to clock in on their first scheduled shift after they have been hiredjustify his/her absence. (i.e. first to work, first on listJob Abandonment).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which If the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee on layoff or on leave of absence for the purposes of bumpingtwo years (24 months).
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. (a) Section 8.1. Seniority for means a full-time employees employee's length of continuous service with the Court since his/her last day of hire. An employee who has not completed six months of continuous employment shall not be determined by Branch considered to have seniority and Division where applicable by the date on which such employees become shall not be considered a full-time employee.
Section 8.2. The seniority lists attached to this agreement will show the names and job titles of all employees of the Union entitled to seniority. This seniority list will also indicate the existing employee's date of seniority as determined by agreement between the Court and all Court employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, Section 8.3. The employee's Court seniority shall be determined by accumulate continuously from the date of hire as a part-time employee. Part-time employees shall be placed on by the appropriate part-time seniority list in accordance with this ArticleCounty for purposes of retirement, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to workvacation time, first on list)and sick leave only.
(a) In Section 8.4. The employee's Court seniority is defined as the event length of continuous employment with the Court. An employee who is placed into a full-time vacancy occurs within a Branch or Division, new position within the classifications covered hereunder, such vacancies shall be filled Court will assume the lowest level of seniority in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position classification for purposes of promotions and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreementlay-off.
5.04 Divisional Section 8.5. An employee shall lose all seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In credit in the event of layoff, stewards, in voluntary or involuntary termination. Failure to return from an expired leave of absence or lay-off shall subject the employee to dismissal unless employee has good cause.
Section 8.6. Any lay-off of an employee shall be made by inverse order of their seniorityseniority within the Court and within their respective classification. Although the Court recognizes the importance of seniority on the lay-off issue, shall employee qualifications must be considered in the last to be laid lay-off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in betweenprocess. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior No full-time employee shall be laid laid-off from any position while any probationary, temporary, or reduced to part-time statusCourt employee is still employed in the affected classification. Employees laid-off or displaced under this article will be allowed to bump into a job, within the same classification, for which they have the seniority and qualifications.
Section 8.7. Full-time employees to be recalled from lay-off shall be called on the basis of required qualifications and seniority. The Employer agrees to discuss any recall not based on seniority with the Unit Committee. The Court shall notify employees to be recalled by certified mail at the employee's option.
(b) Lay-offs or demotions last known address. It will be the employee's responsibility to lower classifications within the bargaining unit due to reduced work requirements of notify the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event any change of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingaddress.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees shall be defined as the length of service within the District as a member of the bargaining unit. Accumulation of seniority shall begin on the employee’s first working day. In the event two or more persons have the same starting date of work, positions on the seniority list shall be determined by Branch and Division where applicable by lottery. Seniority for employees hired after July 1, 2000, having the same starting date on which such employees become full-time employees.
(b) Seniority shall be applicable determined by Branch lottery within thirty (30) days of hire date. Seniority placement for those affected will be permanent. Those affected employees and Division for full-time a GSSSA representative will be invited to be present when lottery determination occurs. New employees for shall be considered probationary employees until they have completed a probationary period of thirty (30) workdays. Upon satisfactory completion of the probationary period, seniority shall be retroactive to the first day of work. For the purpose of this provision, all employees shall be placed in one of the following purposesclassifications based on their current assignments: Bus mechanic Assistants ▇▇▇▇ Nurse Courier Custodial/Maintenance Personnel Secretary Clerical Mechanic Helper Paraprofessional* Interventionist *Paraprofessionals will be defined as Certified School Readiness, Certified Title I, Certified Interpreter (language, signing), Licensed Building Trades, Certified One/One Nurse, RTC Coordinator, and In School Suspension Coordinator. The employer will develop Job descriptions for each classification with the selection of vacations lay-offs overtime opportunities as outlined in Article 9Association being given the opportunity for input. The Board shall prepare, Hours of Work maintain and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time post the seniority list and a separate Branch part- time list. The seniority list shall be placed on prepared and posted conspicuously in all buildings of the Employer’s bulletin board District within thirty (30) days after the effective date of this Agreement with revisions and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority updates. The list shall be determined by updated monthly thereafter and a copy provided to the date of hire as a part-time employeeAssociation Treasurer and President. Part-time State and Federal programs and statutes shall be observed where applicable for specially funded programs. Except where prohibited, all employees shall be placed on the appropriate part-time receive seniority list rights as provided in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedureAgreement. Any employee who has been selected incapacitated at his regular work by injury or compensable occupational disease while employed by the Board, or injured in a work or non-work related accident may return to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet light duty assignment or other work in any classification that is operated by the Employer’s requirements for the full-time vacancy, he/she Board provided such assignment or work is available. Said assignment shall be restored to their former position and shall retain their seniorityat the employee’s regular rate of pay. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered Seniority shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board lost by an employee: Upon termination, resignation, or retirement; Discharge permanently for five (5) days proper cause after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, receiving due process; Absent for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any consecutive days without notifying the immediate supervisor, unless satisfactory reason is provided; Seniority will be frozen as of the date an employee who has been promoted transfers to a permanent position outside of the bargaining unit and after a reasonable trial period classification not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject covered by this Agreement until he returns to a greater duration than classification covered by this Agreement. After three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, consecutive years of being laid-off. Seniority shall be restored to their former position frozen and shall retain their seniority thereinnot accrue when a person is on unpaid leave of longer than thirty consecutive (30) workdays. The foregoing shall be applied only once Bargaining unit members using donated days to any individual employee during the term of this Agreementreplace unpaid leave will still constitute unpaid leave.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. Section 1. Seniority shall be defined as the actual length of an employee's continuous service with the employer in the bargaining unit from the latest date of permanent employment.
Section 2. A "regular employee" is defined as one who has been continuously employed with the Board on a permanent basis in the bargaining unit for a period of sixty (60) days.
Section 3. A "probationary employee" is defined as one who has not completed his first sixty (60) days of continuous service with the Board on a permanent basis in the bargaining unit. After completion of the probationary period, a new employee shall be entered on the seniority list, and shall rank in seniority from the latest date of permanent employment with the Board in the bargaining unit. During the probationary period, termination of employment shall not be subject to the grievance procedure.
a. In the event of layoff, the Board will declare eligible for layoff, the employee(s), within the job classification, term of employment, and the location requiring the layoff, with the least amount of seniority. Substitutes at the location in the job classification and the term of employment to be affected by the proposed layoff shall be displaced before the layoff occurs.
b. An employee to be laid off under subsection (a) Seniority for full-time of this section may exercise seniority to displace the employee with the least amount of seniority within his classification and term of employment. If the employee chooses not to exercise his seniority the employee will be laid off. If the layoff occurs within the warehouse, the layoff will be made by first laying off probationary employees in the warehouse. Further reductions will be made by laying off the least senior employee in the affected classification. Such employees may bump employees with less seniority in lower classifications when qualified to do the work. The employee shall be paid the rate of the classification into which he bumps.
c. In the event of recall, employees shall be determined by Branch recalled in inverse order of layoff, within the classification and Division where applicable by term of employment. No new employee shall be hired within a classification if there are employees subject to recall in the date on which such employees become full-time employeessame classification.
(b) Seniority d. An employee being recalled from layoff will be notified by certified or registered mail or telegram to the employee's current address on file with the Board. It shall be applicable by Branch and Division for full-time employees for the following purposes: employee's responsibility to supply the selection Board with his current address.
e. The yearly term of vacations lay-offs overtime opportunities as outlined in Article employment of an employee, whether 9, Hours 10, 12 months, etc., is a condition of Work employment and Article 11, Overtime scheduling the yearly ending and beginning of hours and days such employment shall not be regarded as layoffs or recalls. It is further understood that yearly term of employment throughout this agreement refers only to the number of months within the calendar year that an employee is scheduled to work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
f. For purposes of recall, where a vacancy exists in a classification in the bargaining unit and no employees in the same classification are on layoff, employees on layoff in other classifications in the bargaining unit who are qualified and capable of performing the work of the vacancy will be given preference before a new employee may be hired to fill the vacancy. If an employee is recalled and offered the position and decides not to accept the position, he will remain on layoff and not be considered for any future vacancy arising outside his classification.
a. Any employee in the bargaining unit whose scheduled work day consists of at least five (d5) For all new Part-time employees hired after ratification, but less than seven (7) or eight (8) hours may exercise seniority to displace the seven (7) or eight (8) hour employee with the least amount of seniority within his job classification and term of employment. The displaced seven (7) or eight (8) hour employee shall be determined by replace the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time employee who exercised seniority.
b. Any employee desiring to exercise his seniority list in accordance with this Articleprovision shall so indicate by filing a request with the Department of Human Resources. Upon receipt of the notification from the employee, based the Department of Human Resources shall be allowed ten (10) work days to effectuate the change.
Section 6. For the purposes of layoffs, involuntary transfers, and reduction of hours, Union Stewards and officers shall enjoy preferential seniority. Only stewards and officers whose names appear on the first most current list submitted to the Board by the Union and on file in the Division of Labor and Employee Relations may exercise such seniority.
a. Notice of classification openings shall be posted on employee bulletin boards for five (5) working days when schools are in session, during which time employees may apply, in writing, to clock fill up to five (5) positions. Two and three hour positions will be posted twice a year. During the period when schools are not in on their first scheduled shift after they have been hiredsession, notice of classification openings shall also be posted in the lobby of the Board Administration Building and copies sent to the Union office. (i.e. first to workIt is recognized that all schools may not be accessible during the period when schools are not in session). Employees in the bargaining unit shall be considered for such openings as follows and in the following order:
(1) A transfer within the same classification, first on list)same division, same or greater number of hours per day, same or different location, same or different shift, same or greater number of months worked.
(a2) In the event A promotion which is defined as a full-time vacancy occurs within permanent advancement from one job classification to a Branch or Division, higher paid job classification within the classifications covered hereundersame division.
(3) A promotion which is defined as a permanent change from one job classification to a higher paid classification in a different division or to a classification in a different division with the same rate of pay.
(4) A reclassification which is defined as a permanent change from one job classification to another job classification in the same or different division with a lesser rate of pay.
(5) A transfer to an entry level position in the same division or in another division. (Entry level jobs are: Warehouseman, Custodial Helper, Cafeteria Helper I, and Cafeteria Helper II.) The Board shall fill the opening by selecting from among the applicants who are qualified and capable of performing the job, the employee with the highest seniority within each of the above indicated categories. Employees who receive a transfer within the same classification and same number of hours and months worked shall not be eligible for another transfer to the same classification and same number of hours worked for twelve (12) months from the date of the transfer. The employee selected shall be given thirty (30) working days in which to demonstrate that he can perform the job satisfactorily. If he cannot do so, he shall be returned to his old job without loss of rights or privileges. Employees moving from one position to another position in the same job classification shall be exempt from the above thirty (30) working days demonstration period. The permanent filling of any position which constitutes a promotion is subject to reopening for consideration by those employees who during the entire posting period were on sick leave, military training leave or vacation for a period not to exceed ten (10) days. Any employee seeking to take advantage of this provision must enter his bid within three (3) days after returning to work.
b. The Board agrees to post information about new locations not less than fifteen (15) days prior to the time such vacancies locations are staffed in order to allow employees the opportunity of making application to such locations. If the Board is aware that a new location is scheduled to be opened at the beginning of a new school year, the Board shall post the information about the new location not less than fifteen (15) days before the end of the school year. Vacancies at new school locations shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject appropriate provision(s) of this Memorandum of Understanding.
c. With respect to the grievance procedure. Any employee who has been selected opening of a new school term, the Board shall endeavor to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet return employees to the Employer’s requirements for locations where they were at the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within end of the bargaining unitprevious school term.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) d. All other vacancies, if anyincluding but not limited to temporary, will be posted. Ifsummer, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do sospecial projects, shall be restored filled in the discretion of the Board; however, the Board shall endeavor to their former position and shall retain their seniority therein. The foregoing shall be applied only once assign its own employees to any individual employee during the term of this Agreementsuch positions.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions requiredSection 8. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,Every six
Appears in 1 contract
Sources: Memorandum of Understanding
SENIORITY. (a) Seniority for full-time employees An employee will be considered on probation and will not be placed on a seniority list until after he or she has completed the probationary period. The probationary period shall be of work and unit seniority shall be retroactive to the first day scheduled for work or training exclusive of orientation, Employees who were hired on the same date will have their seniorities determined by Branch and Division where applicable by alphabetically. Seniority based on the date on which such employees become full-time employees.
(b) Seniority s commence to work for the Employer shall be applicable by Branch established for each department within each unit and Division for full-time employees each classification in each unit and these seniority lists will be supplied to the Union. Seniority lists to be updated and posted quarterly, There shall be three units, namely, Flight Kitchen , Flight Kitchen and Trucking and Commissary. When an employee is transferred permanently from one unit to another unit his seniority shall also be transferred for the following purposes: hours of work and off for a For the selection purposes of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy existstemporary transfers, the Employer will fill may require qualified employees to perform work on any shift proceeding in order of least seniority until the vacancy necessary complement is reached. For the purposes of lay-off or recall, the Employer that seniority, as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if anyoutlined above, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted the guiding factor so long as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for , in seniority, is always maintain a working force of employees who have the new position or makes the request skill and . ability to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions work required. In the event of layofflay-off, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time an employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at exercise his/her own expenseseniority within their unit provided they have the skill and ability and are able to do the work in a reasonable period of time, in the following manner: Cook ⚫ 🖐 Boutique/Bar Builder/A , Clerks Storeperson Hi-Lift Truck Driver Cleaner Maintenance Mechanic Bonded Storeperson Lead Dispatch Final Assembler/Loader/Top Up Galley Builder Flight Kitchen Assistants Commissary Assemblers Headset Refurbishing The above classifications will be able to replace the most junior full-time employee elsewhere employees within their unit in the jurisdiction of his/her Union Localfollowing manner. Where a vacancy exists for which the employee is qualified Movement in a Branch represented by the Union Local it shall be deemed to be classifications 1 and 9 as below will replace the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to in Flight Kitchen 1 or Commissary: 9 can bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time statuscan bump can bump can bump . In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,. . can bump can bump can bump --
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. (a) 1. Seniority will begin on the first day an employee commences work during the school year in which he/she has been most recently hired for fulla professional position. Beginning with August 24, 1983 part-time employees shall will be determined by Branch and Division where applicable by credited, for seniority purposes, with the date on which such employees become same amount of seniority for each school year as full-time employees, so long as such crediting is not in violation of law.
(b) 2. Seniority will accrue during periods of continuous employment, approved leave, or furlough if the employee annually notifies the District in writing of his/her current address and willingness to return to employment. This notice shall normally be submitted in May of each year.
3. In the event that a long-term substitute is initially hired after August 24, 1983 as a TPE/P.E., all work time contiguous to the TPE/P.E. hiring shall be applicable by Branch credited to the employee's seniority.
4. Tie-Breakers - in order of use
a. Past service to the District as long-term substitute or contract employee shall function as a tie-breaker in any seniority decisions.
b. Date of hire shall continue to be a tie-breaker.
c. Lottery shall be a tie-breaker.
5. Professional employees who as a result of furlough accept employment as “replacement employees” shall continue to be professional employees and Division for full-time shall suffer no professional disadvantages. Replacement employees for are professional employees filling temporary vacancies.
6. The District will make available to the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time Association a seniority list including every bargaining unit member's name, latest date of hire, and a separate Branch part- time seniority areas of current certification. The District will update this list annually, based upon most current information supplied by the bargaining unit members. The list will be available to the Association by November 1 of the school year.
7. Seniority lists by years of service and by department will be posted in each building for thirty (30) calendar days beginning November 5 of each year. If no objections or corrections occur, the list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employeeconsidered final. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and Disputes shall be subject to the grievance procedure. Any employee The list shall include Curriculum Leaders, Principals and other Administrators who has been selected to fill a full-time vacancy have previously taught in the District and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitare still tenured.
(b) A notice 8. When an employee asserts that a certification is applicable in the case of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling promotion, furlough or recall and there is no proof of such vacancy. The Employer will post certification in the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy existsemployee's district personnel file, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all held liable for any pay or benefit or other obligation arising out of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,such certification until thirty
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees a. A newly hired employee shall be determined by Branch on a probationary status for ninety (90) calendar days taken from and Division where applicable including the first (1st) day of employment within the bargaining unit. If at any time prior to completion of the ninety (90) day calendar probationary period the employee's work performance is unsatisfactory, he may be dismissed by the date on which Employer during this period without appeal by the Union. Probationary employees who are absent during the first (1st) ninety (90) calendar days of employment shall work additional days equal to the number of days absent and such employees become full-time employeesemployee shall not have completed his probationary period until these additional days have been worked.
b. After satisfactory completion of the probationary period, seniority and all matters pertaining to benefits (bexcept insurance benefits) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded retroactive to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring c. Employees shall be laid off, recalled or demoted according to their seniority within the employee’s job classification and then seniority within the bargaining unit provided the employee is deemed qualified by the Employer for the position in question. Those with the least seniority shall be laid off first. An employee scheduled to be laid off has the right to be placed in a position for which the individual is qualified as specified below:
1. If the employee scheduled for layoff possesses sufficient seniority, the individual shall first be assigned to displace the least senior employee on the same shift, if available, and within the same job classification hereby covered for which the person is qualified;
2. If displacement cannot occur within the same job classification, the employee, if possessing sufficient seniority, shall be placed on assigned to displace the Employer’s bulletin board on least senior employee in the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post next lower pay classification for which the name of the successful applicant on the company bulletin board for five (5) days after the posting employee is taken downqualified.
3. A part time employee may only displace a less senior part time employee, only if the individual is deemed qualified for the position by the employer. A full time employee may displace a less senior part time employee in a layoff situation, if deemed qualified by the employer. An employee shall be given thirty (c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (1430) calendar days after notice of intended layoff. Probationary employees shall be laid off first, before any non-probationary employees. Employees may be offered the vacancy has been postedopportunity for ‘voluntary’ layoff. Should Employees shall be recalled on the successful applicant not basis of seniority; those with the most seniority shall be placed in their new recalled first to an equivalent vacant position for which they will receive the new rate of pay after the fourteen are qualified. Recall rights shall be maintained for one (141) calendar days has expired. The resulting year for employees with up to five years seniority and for two (2) vacanciesyears for employees with more than five years seniority, if anyfrom the effective date of the layoff. Recall notice shall be sent by certified mail to the address on file with the personnel office. Employees are responsible for providing an accurate address to the employer. Employees who fail to report to work within ten days (10) of the date of sending the recall notice, will unless an extension is granted in writing, shall be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted considered as a temporary full-time vacancy without benefitsvoluntary quit regardless of the classification recalled to, provided and shall thereby terminate the employment relationship with the employer.”
d. An employee notifies will lose his seniority for the employer he following reasons:
1. The individual resigns.
2. The individual is discharged and the discharge is not reversed.
e. Seniority shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any retained by an employee who has been awarded is transferred to a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay supervisory position for a period of no less than three twelve (312) months.
5.03 Any , with that employee who has been promoted having the right to exercise the seniority earned while a permanent position outside member of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added return to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work bargaining unit in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of individual vacates his supervisory position. The current Buildings and Grounds Supervisor hired prior to 2005-06 shall retain his earned seniority rights while in the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's optionunit.
(b) Lay-offs or demotions f. An agreed to lower classifications within the bargaining unit due to reduced work requirements of the Employer seniority list shall be made available to each employee covered by this Agreement on or about July 1st of each year. Such list shall contain date of hire, employee's present location and classification. Seniority in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable classification shall be in reverse order as of seniority;
(ii) date of entry into the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Section 1. Seniority shall be applicable the length of an employee’s continuous service measured from the employee’s most recent appointment date; provided an employee’s seniority may be reduced for periods of unpaid leave, unless otherwise prohibited by Branch and Division for full-time employees for law. If the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9Town decides to layoff employees, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(cit shall determine from which classification(s) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list layoffs shall be placed made. Layoffs shall then be made based on seniority within the Employer’s bulletin board and forwarded to each respective Local Union every 6 monthsclassification.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancySection 2. The Employer shall determine Town agrees to meet with the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises Union at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for weeks in advance to discuss the application of this Article prior to any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar dayslayoffs.
(d) Where the filling of a vacancy results Section 3. Seniority shall have application in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar dayslayoff and recall, job bidding and where choices are made between similarly situated employees.
(e) Any Section 4. If two or more employees in the same classification have the same seniority, the employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate the shorter term of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations continuous employment with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ Town shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, off. If there are two or more employees in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any same classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positionssame seniority and the same term of continuous employment with the Town, including benefits and wages, at 40 hours per week, through utilizing available a part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to partbefore a full-time statusemployee. If there are still two or more employees in the same classification, at the employee's optionTown Manager and department head shall determine which employee shall be laid off with final determination to be made by the Town Manager.
(b) Lay-offs or demotions Section 5. An employee that is scheduled to be laid off shall have the right to bump other employees in lower classifications within with less seniority, provided that the bargaining unit due Town Manager, in his/her sole discretion, but with consultation to reduced work requirements the department head, shall make a determination that the employee retained is qualified and able to perform the duties of the Employer lower classification, subject to disability discrimination laws.
Section 6. Non-union positions cannot bump union positions. Employees who have been laid off from employment are responsible for keeping the Town advised of their current address for the purpose of potential recall from layoff.
Section 7. If the Town conducts a recall from layoff, recall shall be made offered in reverse order of seniority layoff by classification provided the laid off employee has the ability is qualified and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications able to perform the job (within duties of the Division first);
(iii) where there is no classification in to which the junior employee has is being offered recall, subject to disability discrimination laws.
Section 8. Employees shall only be eligible for recall from layoff under the ability or qualification to perform terms of this policy for one (1) year from the job within date of the Division, he employee’s layoff.
Section 9. Any employee who is recalled from layoff under the terms of this policy shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at retain his/her own expenseseniority, less the most junior full-time period of the layoff.
Section 10. The Town will notify an employee elsewhere within of a recall opportunity by certified letter (or other verifiable method of delivery) to the jurisdiction employee’s last known address. A former employee who has received a notice of recall opportunity shall have five (5) working days (i.e., excluding Saturdays, Sundays and holidays) from the date of delivery of said notice to the employee’s last known mailing address to notify the Town Manager, in writing, of his/her Union Localacceptance of the recall opportunity. Where Unless the Town, in its discretion, agrees otherwise, a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time recalled employee must make themselves available report for a minimum of work no later than ten (10) shifts per month or eighty (80) hours, should those shifts/work be availableworking days after the expiration of the acceptance of recall period. Upon demotionFailure to accept a recall opportunity shall result in removal of the former employee’s name from the recall list.
Section 11. The determination of the necessity of layoffs, the employee number of employees to be laid off and the filling of vacancies, are essential elements of management and, as such, are non- grievable and are not subject to the grievance process. Similarly, the recall from layoff of employees is an essential element of management and, as well, is non-grievable and is not subject to the grievance process.
Section 12. The Town will post on its bulletin boards, any unit job vacancies, including title, grade and pay range that are members of this bargaining unit. Such notices will remain posted for a period of 5 days to enable anyone who desires such a position to apply, in writing to the Town Manager or department head. Notices of other vacancies within the Town will also be posted on designated bulletin boards in each building. Job vacancy notices shall be paid given to the full-time hourly rate of pay only for union ▇▇▇▇▇▇▇. If the classification he/she performsinternal candidate is equally qualified to the external candidate, for six (6) calendar months. At as determined by management, the conclusion of internal candidate shall receive the six (6) calendar months,appointment.
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time 13.01 All employees shall be placed on the appropriate part-time seniority list after having completed a probationary period of ninety (90) calendar days from the date of hire. The seniority will then date back to the last date of hiring with the Company within this bargaining unit. Any absence from regular duties for more than five (5) consecutive calendar days shall extend the probationary period for the same period in accordance with this Articleorder to allow the Company to adequately assess job performance. During such probationary period, based on the first employee shall not have recourse to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)the grievance procedure.
(a) In 13.02 Employees hired during the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies vacation period between May 15th and October 15th in any year shall be filled classed as seasonal help and article
13.01 shall not apply. Any employee kept working after October 15th in accordance with seniorityany year shall gain seniority standing, provided subject to the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancyprovisions of 13.01. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination Seasonal employees shall not be unreasonable and shall be subject entitled to the grievance procedure. Any Seasonal employees shall not be required to pay Union initiation fees, but will be required to pay the designated Union monthly dues.
13.03 When it is necessary to lay off employees or recall employees who have been laid off, the employees to be laid off or recalled shall be selected on the basis of seniority within their classification, combined with qualifications. Where the qualifications of an employee who are questioned by the Employer, such employee will be given the opportunity to perform the work in question to determine if he has the necessary qualifications prior to the lay off. When an employee is transferred permanently from one classification to another, his seniority shall also be transferred. In the event an employee is laid off in his classification due to reduction of business and he previously worked and had been classified in another job, he shall be eligible to return to the job in which he had been classified on the basis of his accumulated seniority, combined with qualifications, and the employee with the least seniority in such other job classification shall be laid off. The employee so transferred shall be paid the prevailing rate of pay for his new classification.
a) Seniority lists will be provided to the Union with current seniority dates as at December 15th and June 15th in each year of this contract. Seniority lists will be mailed to the Union within three (3) weeks of the aforementioned dates.
b) Seniority will not be broken due to absence from employment because of sickness, accident, or other unavoidable reasons which justify such absence.
13.05 An employee shall lose his seniority and will be deemed to be terminated with the Employer if he:
1) voluntarily quits the employ of the Employer;
2) is discharged and not reinstated through the grievance procedure;
3) is laid off and is not re-employed within fifteen (15) months from the date of lay off;
4) is on layoff and fails to return to work within five (5) calendar days after he has been selected notified by the Employer by registered mail, or other form of proven delivery, or if he fails to fill a full-time vacancy and advise the Employer within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior of receipt of notice of his intention to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (return;
5) days after the posting is taken down.
(c) When a full-time vacancy exists, absent from work without approved permission from the Employer will fill and/or no justifiable reason being given to the vacancy as soon as practicable but no later Employer for more than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if anyconsecutive working days on any single occasion;
6) is absent from work due to sickness or disability for more than two (2) consecutive working days and fails upon return to work when requested by the Employer to produce a certificate/note from a qualified medical practitioner verifying such absence and substantiating the reason for such absence;
7) uses an approved leave of absence for reasons other than those specified. (Excluding traditional layoff)
13.06 Employees promoted to supervisory positions or transferred to positions not subject to this Agreement, will be posted. If, retain their seniority after such move and if returned for any reasonreason to their former position in the bargaining unit within a twelve (12) month period, a full-the time employee is going to be absent for twenty- one (21) calendar days or more, his served in such other position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where included in their seniority rating. Such employees shall forfeit all recourse to the filling of a vacancy results grievance procedure whilst employed in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position or classification outside of the bargaining unit unit.
13.07 An employee who is requested to return to work and after a reasonable trial period who is not to exceed three (3) months following consultations with the Union appointments to temporary positions immediately available may be passed over and a more junior employee may be called instead, subject to a greater duration than three displacement by the more senior employee when he does report for work, provided such senior employee returns to work within eight (3) months (e.g. maternity leave coverage), does not meet 8) calendar days after he has been notified by the EmployerEmployer by registered mail.
13.08 Notice sent by the Employer to an employee's requirements for the new position or makes the request to do solast recorded address, shall be restored to their former position sufficient and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreementeffective notice.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Collective Agreement
SENIORITY. (a) Seniority for full-time A. Seniority: New employees hired into the unit shall be determined by Branch and Division where applicable considered probationary employees as prescribed by the Tenure Act. Any teacher who is granted tenure shall have seniority from the last date on which such employees become full-time employeesof hire. Probationary teachers shall not have seniority.
(b) B. The term “seniority” as hereinafter used shall be length of continuous teaching service in the bargaining unit with the Dollar Bay-Tamarack City Area Schools Board of Education during which service the employee has held a valid Michigan Teaching Certificate. Layoffs or leaves of absence granted pursuant to this contract shall not constitute an interruption in continuous service. However,
1. Seniority shall not accrue while the teacher is on layoff or authorized leave without pay.
2. Credit given for outside teaching experience in school districts shall not be applicable by Branch and Division for full-time employees considered for the following purposes: purpose of accumulating seniority, but shall serve to reduce the selection probationary period in accordance with the provisions of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of workthe Tenure Act.
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed 3. Seniority will accrue based on the Employer’s bulletin board percentage of the school day and forwarded school year a teacher is scheduled to each respective Local Union every 6 months.
(d) work in DB-TC Area Schools. For all new Part-time employees hired after ratificationunpaid leaves of absence, seniority shall be determined reduced based upon the percentage of time missed from the contract school year. The current seniority list will be grandfathered in as it is now; beginning with the 1997-98 contract, seniority will be calculated for all employees as described above.
4. Any bargaining unit member who transfers or is promoted to a non-bargaining unit position within the district shall retain the seniority he/she has accrued in the bargaining unit. Seniority shall no longer accrue after said transfer or promotion but upon the non-bargaining unit member's return to the bargaining unit, seniority shall accrue from that point.
C. A laid off teacher may continue his/her health and life insurance benefits for up to three years by paying monthly the normal per subscriber group rate premium for such benefits to the Board if acceptable to the applicable insurance company.
D. Following initial placement on the salary schedule, part-time teachers shall move one step on the salary schedule each full year they are employed by the date Dollar Bay-Tamarack City Area Schools. Their salaries shall be prorated based on the number of hire as hours worked. When a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed teacher moves to full-time employees and exclusive of relief work performed by employees for emergencytime, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expensesteps achieved will be honored. For purposes of determining issuance of longevity pay, the most junior fullstarting with teachers hired Summer 2019, teachers scheduled for 0.5 FTE or greater will have each full year at 0.5-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingcount as one year.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Master Agreement
SENIORITY. (aA) Seniority shall be defined for regular employees as the length of continuous employment with the City beginning with the date of initial hire. NOTE: See Article 31 for service date.
B) Probationary Employees
1) New full-time employees hired shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time considered as probationary employees for the following purposes: the selection first six (6) months of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
their employment. The six (c6) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list month probationary period shall be placed on accumulated within not more than one (1) year. When an employee completes the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratificationprobationary period, seniority he shall be determined by entitled to full seniority rights and rank for seniority from the date of hire as a part-time employeesix (6) months prior to the day he completed the probationary period. Part-time employees There shall be placed on the appropriate part-time no seniority list in accordance with this Article, based on the first among probationary employees. Discipline of an employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies during probation shall be filled grievable as in accordance with seniority, provided the sub-section 15.B.2 below. Discharge or termination of any employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination during probation shall not be unreasonable and shall be subject to the grievance procedure.
2) Any disputes regarding probationary employees will be handled as expeditiously as possible through meetings with the probationary employee's supervisor and the Union ▇▇▇▇▇▇▇. Any employee who has been selected If this meeting fails to fill resolve the problem, the dispute may be processed one more step, and a full-time vacancy meeting will be held with the Human Resources Director, the employee, the Union ▇▇▇▇▇▇▇, the Chapter Chairman, and within a sixty (60the Division Head.
3) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she Seniority shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unitaccordance with Section A above.
(bC) A notice of full-time vacancies occurring The City shall keep true seniority lists in a classification hereby covered each division, which will contain each employee's name, seniority date, and classification. Employees hired on the same date shall be placed on the Employer’s bulletin board on seniority list according to the Employer’s premises at least highest test score. Seniority lists prior to July 1, 1989 will remain unchanged. The list shall be updated each three (3) months. If there is any objection to any of the items therein, the parties shall promptly meet to dispose of the grievance. Any grievance shall be in writing and filed with the Human Resources Department through the employee's supervisor within five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken downof the seniority list. Seniority lists shall be kept separately for the following divisions:
a) Engineering Division
b) Streets and Storm Drains Division
c) Motor Pool Division
d) Parks Maintenance Division
e) Water and Sanitary Sewer Division
f) Building Maintenance Division
D) When an employee moves from one division to another through the posting procedure, he will be entered on that division seniority list according to his length of continued service with the Employer, once he has completed his probationary trial period.
E) An employee shall lose his seniority and shall no longer be considered an employee for the following reasons:
1) If he quits or retires.
2) He is discharged and the discharge is not reversed through the grievance procedure set forth in this Agreement.
3) He is absent for three (c3) When a full-time vacancy existsconsecutive working days without notifying the Employer. In the event the employee is incapable or unable to advise the Employer for reasons or causes beyond the control of the employee, an exception may be made. After such absence, the Employer will fill send written notification by registered mail to the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy employee at his last known address that he has lost his seniority, and his employment has been postedterminated. Should If the successful applicant disposition made of any such case is not satisfactory, the matter may be placed referred to the grievance procedure.
4) If he does not return to work when recalled from layoffs as set forth in their new position the recall procedure. If deemed proper by the City, exceptions shall be made.
5) Return from unpaid leaves of absence will be treated the same as (#3) above.
6) If he is laid off for a period equal to his seniority at the time of his layoff, or for three (3) years, whichever is the lesser. For this paragraph only, all employees (except probationary employees) will be treated as if they will receive have a minimum of one
(1) year seniority.
7) Separation upon settlement covering total disability.
8) If the new rate employee is off the payroll for a period of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided years with evidence that the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate capable of pay for a period performing the regular duties of no less than three (3) monthsthe position previously held.
5.03 Any F) If an employee changes to a classification not included in the bargaining unit and, thereafter, returns to a classification within the bargaining unit, he shall have accumulated seniority while working in the interim classification. Employees who have returned to a classification in the bargaining unit shall retain all seniority rights for any purpose or benefits provided in this Agreement. Employees, as of July 1, 1978, who are promoted out of the bargaining unit shall not accrue seniority while out of the bargaining unit.
G) An employee who has been promoted changes to a permanent position outside classification out of the bargaining unit and after a reasonable trial period not later is allowed to exceed three (3) months following consultations with return to the Union appointments bargaining unit by the Employer must return to temporary positions may be subject the bargaining unit through the posting procedure to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet vacancy in the Employersame or lower classification that he previously held prior to leaving the bargaining unit. Such an employee shall have preference over any other employee's requirements for the new position or makes the request promotion to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of a vacancy created by this Agreementsituation.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. H) In the event of layoffa layoff of any type, stewardsthe following employees, in order of notwithstanding their seniorityposition on the Seniority List, shall be the last continue to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last employed as among all other stewards at each Branch.long as there is work available:
(a) Whenever forty (40) hours of work per week shall be regularly available to Chairman, then Vice-Chairman: In a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any job classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoffwhose duties they can perform, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,then
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. 1. Upon request, the City shall provide the Union with a seniority list on an annual basis. This list shall be used whenever specific provisions of this Agreement require determination of seniority status.
2. Seniority shall be defined as the length of continuous service in the City calculated from the date of City employment.
3. Seniority with regard to classification shall be defined as the length of continuous service in that specific classification within the City calculated from the date of appointment to that classification. The only exception shall be that if an employee served in a higher classification and was subsequently demoted (avoluntarily or involuntarily) to a lower classification, seniority with regard to that lower classification shall be calculated from the date of the employee's original appointment to that classification.
4. Seniority for full-time shall be terminated upon separation from the City. Employees with the same employment date or promotional date shall be assigned to the seniority list in order of their ranking on the eligibility or promotional list, whichever is applicable.
5. Seniority shall accumulate during periods of absence where the employee remains in pay status. Seniority is not terminated when an employee is on an approved leave of absence without pay; provided, however, that seniority shall not accrue during any period in which the employee is not on pay status.
6. New employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees considered probationary for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9first six (6) months, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-during which time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time such employees shall be placed on considered employees at will. Thereafter, they shall be considered regular employees and shall have the appropriate part-time seniority list rights under this collective bargaining agreement. Nothing in accordance with this Article, based on Agreement will be construed to grant a probationary employee a right to continue employment during the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list)employee's initial probationary period.
7. All regular employees who are granted a transfer and/or a promotion to a new position shall serve a six (a6) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancymonth probationary period. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any If an employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements transferred and/or promoted is found unsuited for the full-time vacancywork of the classification to which he/she was transferred or promoted, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added reinstated to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in from which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bumpwas transferred or promoted; provided that he/she was a permanent employee and a vacancy exists. No probationary period will be required if the employee returns to a position he/she previously held. However, at hisa probationary period shall be served if the employee is demoted to a position he/her own expenseshe has not previously held. Furthermore, if no vacancy exists in the classification from which the employee was transferred or promoted, the most junior fullCity will make a good-time faith effort to temporarily place the employee elsewhere within the jurisdiction of his/her Union Local. Where in a vacancy exists vacant position in another (lower) classification for which the employee is qualified in a Branch represented by qualified. During the Union Local it shall be deemed period of temporary placement (not to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotionexceed three [3] months), the employee shall be paid at the full-time hourly rate of pay only for the classification he/she performswould have earned had he/she been returned to his/her pre-promotion/pre-transfer classification. If, during the period of temporary placement, a vacancy in the employee's pre-promotion/pre-transfer classifi- cation occurs, the employee will be returned to that classification. If no vacancy occurs in the em- ployee's pre-promotion/pre-transfer classification during the period of temporary placement, the em- ployee may accept a permanent position in the lower classification; provided that there exists a vacancy in that position and the employee's compensation is reduced accordingly. In the event an employee hereunder cannot be temporarily placed in a vacant position in a lower classification or cannot be returned to his/her former classification or be permanently assigned to a lower classification after the aforesaid period of temporary placement, the employee may apply for six (6) calendar monthsreinstatement to an appropriate re-employment eligible list pursuant to the provisions of ARTICLE 12 – PERSONNEL REDUCTIONS of this Agreement.
8. At Where there is a promotional vacancy, the conclusion City may fill such vacancy from any of the six candidates on the applicable eligibility list in accordance with Section 5 of the Personnel Admin- istration Ordinance; provided, however, that if the skills and abilities of such candidates (i.e., two or more of them) are equal, the City will select the candidate with the highest seniority. For the purpose of assessing the skills and abilities of the candidates, the City will consider such bona fide occupational criteria as performance evaluations (i.e., each candidate’s last three (3) evaluations), attendance records, disciplinary records, and experience performing the functions of the vacant position such as technology and customer service. The City shall provide all unsuccessful candidates with the name of the individual that received the promotion within ten (10) days.
9. Where the City desires to fill a vacancy through voluntary transfer and more than one
(1) employee applies for such transfer, the City will assess the relative skills and abilities of the ap- plicants utilizing the criteria set forth in paragraph 8 above. In the event that the skills and abilities of two (2) or more applicants are equal, the applicant with the highest seniority will be transferred.
10. Except for entry-level positions, when the City determines that a particular promotional vacancy should be filled, the City shall advertise such vacancy on those official bulletin boards designated in Article 6) calendar months,, Section 1. The advertisements shall include the position title, opening and closing dates for application, minimum qualifications for the position, and any other eligibility re- quirements established by the City.
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. (a) Seniority is defined for full-time employees shall be determined by Branch and Division where applicable by the purpose of this agreement as the length of continuous service of any employee of the Employer upon forty (40) completed shifts. Prior to the date on which such employees become full-time employeesemployee actually attained seniority by completing his probationary period in the manner set forth in Article 10.01(b) hereof, and shall apply only to the extent specifically provided in this agreement.
(b) Seniority An employee having less than forty (40) completed shifts shall be applicable considered a probationary employee and will have no seniority rights, but when such rights are acquired (subject to Article 10.01(a) hereof), seniority will be regarded as having started from the date of the first completed shift.
(a) The promotion or transfer of employees to positions outside the bargaining unit but within the employer’s employment is not covered by Branch this Collective Agreement, and Division shall not be subject to the terms of this Agreement except that such employees will retain seniority after promotion or transfer, for fullup to one (1) year and if demoted or transferred for any reason to a position which is subject to the Agreement such employee shall be given the seniority credit at the time of the promotion or transfer provided it is within one (1) year as specified above.
(b) Should an employee in a permanent non-time employees bargaining unit position who is terminated or declared redundant and has retained seniority from a bargaining unit position will have all rights and privileges for one (1) year after leaving the following purposes: bargaining unit. After one (1) year the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work employee will lose all seniority and Article 11, Overtime scheduling of hours and days of workservice rights under the Collective Agreement.
(c) Any temporary assignment of a bargaining unit member to a non-bargaining unit position shall require the prior mutual agreement of the parties in writing. Such employees will retain their seniority but will not accumulate further seniority until returned to the bargaining unit. A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall temporary assignment will not be placed on in excess of one (1) year unless mutually agreed to in writing by the Employer’s bulletin board and forwarded to each respective Local Union every 6 monthsparties.
(d) For all new Part-time employees hired after ratification, seniority No employee shall be determined by transferred to a position outside the date of hire as a part-time employee. Part-time employees bargaining unit without their written consent.
10.03 The following factors shall be placed on considered when filling job vacancies or awarding promotions in the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).bargaining unit:
(a) In Knowledge, and ability specific to performing the event a full-time vacancy occurs within a Branch or Division, within work required in the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.position;
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on Physical ability to efficiently perform the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.work involved;
(c) When a full-time vacancy exists, Seniority. If the primary factors (a) and (b) are relatively equal in the judgement of the Employer will fill factor (c) shall be used as the vacancy as soon as practicable but no later than fourteen (14) calendar days after deciding factor in awarding the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expiredjob opportunity. The resulting two (2) vacancies, if any, will be postedemployer shall exercise its judgement in a fair and reasonable manner when assessing candidates in job competitions. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he For promotions there shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a training period of no less than up to three (3) months.
5.03 Any month. If during the training period management deems the employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for unsuitable in the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has finds the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotionunsatisfactory, the employee shall be paid returned to the full-time hourly rate of pay only for position they held prior to the classification he/she performs, for six (6) calendar monthspromotion without penalty. At the conclusion Any other employee promoted or transferred because of the six (6) calendar months,re-arrangement of positions shall also be returned to their former position without penalty. In the event this happens prior to the completion of the trial period the employer may, at their discretion, re-run the original job competition or award the position to the next senior qualified candidate from the original job competition. An employee who requests to be returned to their former position during a trial period shall not prejudice their application for future promotions or transfers. In the event there is a reduction in the workforce that results in a layoff or forced transfer, seniority shall be the governing factor provided the employee involved meets the minimum qualifications to perform the work required.
Appears in 1 contract
Sources: Collective Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by defined as the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for length of continuous service with the following purposes: the selection of vacations lay-offs overtime opportunities Company as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee in the store. Unless mar i , fitness and ability of an is going to be absent for twenty- one (21) calendar days or moregreater than employees regularly working full--time involved, his position will be posted as a temporary of service with the Company shall govern in cases of regularly working full-time vacancy without benefitstime,, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of recalled to full-time first by seniority provided the employee has the ability and qualifications necessary for the a full-time position becomes available position. The Employer agrees that in or is created, pro- vided In the event of a layoffno more than six months have the last day worked by the employee, and; In the event of reduction to part-time, the following procedure reports within twenty-four hour from the time of the employee is capable of performing the work. Employees regularly working full-time recalled within six: months of their layoff or reduction to part-time shall apply:
(iretain their previous length of service for the purpose of this Section. six month and twenty-four hour deadlines contained in and 2 ) all layabove, respectively , shall. be! extended if upon an employee is unable to report due to illness accident. granted shall only be the duration of the or from , and the Company may require the employee to provide written confirmation from a doctor of such or The Company, when reducing hours of work in a store, agrees they not reduce the regular scheduled hours of a full--time for the purpose of replacing such hours with part-offs time help Senior for par t-time , Courtesy or shall be defined as the length of service with the t-t employees will only have time seniority list in the Division or Branch where applicable seniority within the Seniority for shall be the length of service since most recent date of continuous employment as a Trainee. Trainees will have seniority within the Trainee senior- ity list in reverse order the store. for Courtesy Baggers shall. be the length of seniority;
(ii) service with the affected junior employee Company as Courtesy Bagger since his most recent date of continuous . Courtesy will only have within the Courtesy seniority list in the store, subject to the same as part-time! employees in subsection Courtesy who promoted into another classification will have a new seniority date, commencing from the date of their reclassification,, When scheduling calling in part-time employees, unless fitness and ability are greater than other part-time employees involved in the store, preference of available hours of work shall be given to senior., time employees within the opportunity of displacing an employee store, as this is consistent with less seniority in another classification, provided the senior employee has the ability their availability and qualifications to perform the job (within work . If a senior, refuses to work a shift scheduled by the Division first);
(iii) where there is no classification Company, the Company may at its give the next employee in which the junior employee has line of seniority the ability or qualification to perform hours. Regular, who are desirous of becoming time employees shall inform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee Company in writing with a permanent position, he/she may bump, at his/her own expensecopy to the Union off ice. If a occurs in the staff , the most junior Company agrees to fill the vacancy in with and from amongst those employees have in writing their desire to full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified time; in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotionsuch case, the employee will be on a trial period for thirty calendar days and if that time the employee does not the require- ments of the Company,, the employee will revert to his former po- sition. must be made on the understanding that the em- ployee will accept a work ‘assignment in any of the Company’s stores, within the area covered by the collective agreement, A employee who has no working for a consecutive six month shall be paid from the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,Company’s payroll records.
Appears in 1 contract
Sources: Collective Bargaining Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: ▪ the selection of vacations vacations▪ lay-offs ▪ overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime ▪ scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: • Varied shift hours including split shifts with no more than four (4) hours of break in between. • Modified work weeks to include up to 6 day per week schedules. • Regardless of division • Inclusive of vacation relief • Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause ▇▇▇▇▇▇ (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Collective Agreement
SENIORITY. (a) Seniority for full-time employees shall be determined by Branch and Division where applicable by the date on which such employees become full-time employees.
(b) Seniority shall be applicable by Branch and Division for full-time employees for the following purposes: the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time seniority list and a separate Branch part- time seniority list shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, 9.1 Total seniority shall be determined by the date length of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance continuous employment with this Article, based on the first employee to clock in on their first scheduled shift after they have been hired. (i.e. first to work, first on list).
(a) In the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements used solely for the full-time vacancy, he/she purposes of determining vacation and sick leave accrual.
9.2 Departmental seniority shall be restored to their former position the employee's length of time in continuous employment with the Sheriff's Department.
9.3 Class seniority shall be the employee's continuous length of time in a particular job classification and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions higher classifications within the bargaining unit. For law enforcement positions, the job classifications in descending order are: Dispatchers Corrections Officers/Sentence-to-Serve Crew Leaders
9.4 The Sheriff shall maintain rosters of departmental and class seniority which shall be posted every twelve (12) months.
(b) 9.5 During the probationary period, a newly hired or rehired employee may be discharged at the sole discretion of the Employer. During the probationary period, probationary employees are employed "at will" and cannot avail themselves of the grievance procedure in Article 7 contesting any termination process. During the probationary period, a promoted or reassigned employee may be placed back into employee's previous position.
9.6 A notice reduction of full-time vacancies occurring work force will be accomplished on the basis of class seniority. An employee subject to layoff in his/her job classification retains class seniority in each of the bargaining unit job classifications in which he/she has worked. The employee may choose demotion instead of layoff if a lower level vacancy exists or if there are employees with less class seniority in a classification hereby covered formerly held job classification. However, law enforcement officers may not choose demotion to detention officer/dispatcher positions.
9.7 Employees shall be placed recalled from layoff on the Employer’s bulletin board basis of class seniority. An employee on the Employer’s premises at least five (5) working days prior layoff shall have an opportunity to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting return to work within two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside years of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the layoff before any new employee is qualified hired in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumpingeffected job classification.
(v) 9.8 Employees who have the ability and qualifications to bump into a new position with higher departmental seniority will be provided given preference with a maximum regard to transfer, job classification assignments, and promotions when all job relevant qualifications of forty (40) hours training as necessaryemployees are equal.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled 9.9 Employees may bid on permanent shift assignments with greater earning opportunities up to the guaranteed hours once per week and shall be first in line for promotion to full time statusyear based upon class seniority. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification The Sheriff may alter shift assignments when he/she performsfeels such an alteration is required for the safe, for six (6) calendar months. At the conclusion efficient, and productive operation of the six (6) department.
9.10 One continuous vacation period shall be selected on the basis of departmental seniority before February 1 of each calendar months,year.
Appears in 1 contract
Sources: Labor Agreement
SENIORITY. (a) Seniority for full-time employees In cases where performance, ability, and qualifications are approximately equal, seniority shall be determined the deciding factor when decisions are made with regard to filling a posted position. The Director/Manager responsible for the posted position shall meet with all internal applicants in person or by Branch and Division where applicable by the date on which such employees become full-time employeestelephone prior to a decision being made.
(b) Seniority shall not be applicable by Branch and Division for considered in the assignment of work to casual hourly- rated nurses, or to full-time or part-time employees who ask to be considered for the following purposes: the selection of vacations lay-offs overtime opportunities casual or temporary assignments, such as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of worka leave replacement.
(c) A Branch In the event of a proposed layoff of any employee, the Employer will give the Union thirty (30) calendar days’ notice. At the meeting where notice to the Union is given, the Employer will provide the reasons causing the layoff, the expected duration of the layoff, and Divisional full-time seniority list and a separate Branch part- time seniority list the names of the employees affected by the layoff. The notice of layoff to the employee shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratification, seniority shall be determined by the date of hire as a part-time employee. Part-time employees shall be placed on the appropriate part-time seniority list in accordance with this Article, based the Employment Standards Act. A copy of the notice to the affected employees will be sent to the President of the Bargaining Unit and to the Labour Relations Officer. Layoffs shall be made on the first employee basis of the seniority list provided that nurses who are entitled to clock remain on the basis of seniority are qualified to do the work which is available. Nurses will be recalled in on their first scheduled shift after the reverse order to which they have been hired. (i.e. first were laid off, provided, however, they are qualified to workdo the work in the job openings then available.
5.2 In the event that the Employer shall merge, first on list)amalgamate or combine any of its operations or functions with another Public Body, the Employer will use its best efforts to ensure retention of all seniority rights of its employees with the successor employer.
(a) In For all provisions of this Agreement, seniority shall commence and accumulate from the event a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies shall be filled in accordance with seniority, provided the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet nurse’s last date of hire by the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice seniority list showing each nurse’s name and professional category shall be posted by February lst of each year. At the time of posting, a copy shall also be forwarded to the Bargaining Unit President or his/her designate. The seniority list may include probationary employees for information purposes only. Seniority for full-time vacancies occurring nurses will be from date of hire and seniority for part-time nurses and casual hourly-rated nurses will appear on the basis of hours paid.
(c) A nurse’s full seniority and service shall be retained by the nurse in the event that the nurse is transferred from full-time to part-time or casual hourly-rated and the nurse shall receive credit for his/her full seniority and service on the basis of fifteen hundred (1500) hours service. A nurse whose status is changed from casual hourly-rated to part-time or full-time, or part-time to full- time, as may be the case, shall receive credit for his/her full seniority and service on the basis of one (1) year of seniority or service for each fifteen hundred (1500) hours paid. Any time worked in excess of an equivalent shall be pro rated at the time of transfer.
(d) A newly employed nurse shall be considered a classification hereby covered probationary nurse until the nurse has completed four hundred fifty-five (455) hours of work, after which his/her name shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive the new rate of pay after the fourteen (14) calendar days has expired. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he shall be off for twenty-one (21)calendar days.
(d) Where the filling of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar days.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergencylist, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Division, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Division.
(c) The employer agrees, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at the employee's option.
(b) Lay-offs or demotions to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not provide the junior employee with a permanent position, he/she may bump, at his/her own expense, seniority shall date from the most junior full-time employee elsewhere within the jurisdiction date of his/her Union Localemployment. Where a vacancy exists for which the employee is qualified in a Branch represented Probation may be extended by mutual agreement of the Union Local it shall be deemed to be and the most junior full-time employee for the purposes of bumpingEmployer.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,
Appears in 1 contract
Sources: Collective Agreement
SENIORITY. (a) Seniority for full-Section 1. All newly hired full time law enforcement employees shall be determined by Branch and Division where applicable by probationary for the first twelve (12) months of employment from the date on which such of enrollment into the Police Academy. All other new employees become full-time hired into the bargaining unit shall be probationary employees for twelve (12) months from the date of hire. There shall be no seniority among probationary employees. Probationary periods may be extended by mutual agreement between the parties.
(b) Seniority Section 2. The Union shall be applicable by Branch and Division for full-time represent probationary employees for the following purposes: purposes of collective bargaining in respect to rates of pay, wages, hours of work and other specified conditions of employment, except discharge or suspension, provided such discharge or suspension shall not be for Union activity.
Section 3. When employees complete their probationary period, they shall be entered on the selection of vacations lay-offs overtime opportunities as outlined in Article 9, Hours of Work and Article 11, Overtime scheduling of hours and days of work
(c) A Branch and Divisional full-time departmental seniority list of the bargaining unit and a separate Branch part- time shall rank for departmental seniority list from their date of hire. An Employee's "date of hire" shall be placed on the Employer’s bulletin board and forwarded to each respective Local Union every 6 months.
(d) For all new Part-time employees hired after ratificationdefined, seniority shall be determined by the for purposes of this Agreement, as that date of hire upon which an employee first receives pay as a part-full time employee. Part-time employees Employees shall be placed on the appropriate part-time also accrue seniority list within a classification and shall rank for seniority in accordance with this Article, based on the first employee to clock in on their first scheduled shift after they have been hiredemployee's date of entry into the classification. (i.e. first to work, first on list).
(a) In the event The "date of entry" into a full-time vacancy occurs within a Branch or Division, within the classifications covered hereunder, such vacancies classification shall be filled in accordance with senioritydefined, provided for purposes of this agreement, as the employee considered for the vacancy possesses the ability and qualifications necessary for the full-time vacancy. The Employer shall determine the ability and qualifications necessary for the full-time vacancy, provided such determination shall not be unreasonable and shall be subject to the grievance procedure. Any employee who has been selected to fill a full-time vacancy and within a sixty (60) day trial period but no earlier than thirty (30) days does not meet the Employer’s requirements for the full-time vacancy, he/she shall be restored to their former position and shall retain their seniority. The Company will include required qualifications in all job postings. The Company will provide necessary training required for positions within the bargaining unit.
(b) A notice of full-time vacancies occurring in a classification hereby covered shall be placed on the Employer’s bulletin board on the Employer’s premises at least five (5) working days prior to filling of such vacancy. The Employer will post the name of the successful applicant on the company bulletin board for five (5) days after the posting is taken down.
(c) When a full-time vacancy exists, the Employer will fill the vacancy as soon as practicable but no later than fourteen (14) calendar days after the vacancy has been posted. Should the successful applicant not be placed in their new position they will receive date upon which the new rate of pay after the fourteen (14) calendar days has expiredbegins within a given classification. The resulting two (2) vacancies, if any, will be posted. If, for any reason, a full-sum of all classification service time employee is going to be absent for twenty- one (21) calendar days or more, his position will be posted as a temporary full-time vacancy without benefits, provided the employee notifies the employer he in each and every classification shall be off for twenty-one (21)calendar daysequivalent to an employee's departmental seniority.
(da) Where Seniority shall not be affected by the filling race, color, creed, age, sex, marital status, or dependents of a vacancy results in a crossover from one Division to another of a full-time employee such transfer will be completed within fourteen (14) calendar daysthe employee.
(e) Any employee who has been awarded a full-time vacancy will not be able to apply for another full-time vacancy at a lesser rate of pay for a period of no less than three (3) months.
5.03 Any employee who has been promoted to a permanent position outside of the bargaining unit and after a reasonable trial period not to exceed three (3) months following consultations with the Union appointments to temporary positions may be subject to a greater duration than three (3) months (e.g. maternity leave coverage), does not meet the Employer's requirements for the new position or makes the request to do so, shall be restored to their former position and shall retain their seniority therein. The foregoing shall be applied only once to any individual employee during the term of this Agreement.
5.04 Divisional seniority shall prevail with respect to layoff and reemployment after layoff irrespective of classification, provided employees possess the ability and qualifications to perform all of the functions required. In the event of layoff, stewards, in order of their seniority, shall be the last to be laid off provided they possess the ability and qualifications to perform all of the functions required and the chief ▇▇▇▇▇▇▇ shall be laid off last as among all other stewards at each Branch.
(a) Whenever forty (40) hours of work per week shall be regularly available to a single part-time employee, in excess of the regularly scheduled work then guaranteed to full-time employees and exclusive of relief work performed by employees for emergency, and special work, holiday work, peak period work, contingencies; then another employee will be added to the list of full-time employees.
(b) The parties agree that while part-time employees may be assigned to work in any classification in any Operating Divisiondepartmental seniority list will show the name, additional full-time jobs will only be created and part-time employees promoted to full-time status, where forty (40) hours are regularly available in a single Operating Division e.g. ATM Division, Armoured Divisionrank and/or job title. of the employee as well as the employee's last date of hire.
(c) The employer agreesclassification seniority list will show the name, that prior to any layoff and proceeding to Article 5.06, the company in consultation with the union will maintain full time positions, including benefits and wages, at 40 hours per week, through utilizing available part-time hours by enacting the following: Varied shift hours including split shifts with no more than four (4) hours of break in between. Modified work weeks to include up to 6 day per week schedules. Regardless of division Inclusive of vacation relief Exclusive of “on call” work
(a) In the event the work requirements rank and/or job title of the Employer shall be reduced to the point that the guaranteed number of regularly scheduled hours of work per week shall not be regularly available to all of the full-time employees, the junior full-time employee shall be laid off or reduced to part-time status, at as well as the employee's optiondate of entry into the classification.
(bd) Lay-offs or demotions The employer will keep the seniority list up to lower classifications within the bargaining unit due to reduced work requirements of the Employer shall be made in reverse order of seniority provided the employee has the ability date and qualifications necessary for the available position. The Employer agrees that in the event of a layoff, the following procedure shall apply:
(i) posted at all lay-offs in the Division or Branch where applicable shall be in reverse order of seniority;
(ii) the affected junior employee shall be given the opportunity of displacing an employee with less seniority in another classification, provided the senior employee has the ability times and qualifications to perform the job (within the Division first);
(iii) where there is no classification in which the junior employee has the ability or qualification to perform the job within the Division, he shall bump a junior employee outside his Division, providing he has the ability and qualification to perform the job;
(iv) where Clause (ii) and (iii) do not will provide the junior employee Local Union membership with a permanent position, he/she may bump, at his/her own expense, the most junior full-time employee elsewhere within the jurisdiction of his/her Union Local. Where a vacancy exists for which the employee is qualified in a Branch represented by the Union Local it shall be deemed to be the most junior full-time employee for the purposes of bumping.
(v) Employees who have the ability and qualifications to bump into a new position will be provided with a maximum of forty (40) hours training as necessary.
(c) Full time employees who select reduction to the status of part time employees, shall hold top seniority among the part time employees and shall have first call to scheduled assignments with greater earning opportunities up to the guaranteed hours per week and shall be first in line for promotion to full time status. In order to maintain this preferential status, the part-time employee must make themselves available for a minimum of ten (10) shifts per month or eighty (80) hours, should those shifts/work be available. Upon demotion, the employee shall be paid the full-time hourly rate of pay only for the classification he/she performs, for six (6) calendar months. At the conclusion of the six (6) calendar months,date copies at least every six
Appears in 1 contract
Sources: Collective Bargaining Agreement