Staff Changes. 12.01 When a vacancy occurs inside the Bargaining Unit, the Employer shall, within twenty- five (25) working days, notify the Union of their intent to either post or abolish the vacant position. If the vacancy is to be posted, the bulletin shall be placed on the City of the Union will know about the vacancy. A request from the Employer to post both internally and externally at the same time shall not be unreasonably refused by the Union. Every vacant position bulletined shall be filled. Hard copies of bulletins shall be provided on request to any member of the bargaining unit. 12.02 When a new position is created inside the Bargaining Unit, the Employer shall, within fifteen (15) working days, notify the Union and post notice of such new position on te for a minimum of ten (10) working days, such that all members of the Union will know about the new position. A request from the Employer to post internally and externally at the same time shall not be unreasonably refused by the Union. Hard copies of the bulletins shall be provided on request to any member of the bargaining unit 12.03 The notice required by Articles 12.01 and 12.02 hereof shall contain information as to the nature of the position or job classification, qualifications, required knowledge and education, skills, shift, hours of work, Salary rate or range and the closing date for receipt of applications and will include notice of whether or not testing will be involved in the selection process, and shall be posted at least ten (10) working days prior to the date fixed for the closing of applications from within the Bargaining Unit. The notice will also contain any supervisory responsibilities and supervisory abilities where applicable in accordance with Article 12.05. Qualifications are not to be established in an arbitrary or discriminatory manner. All candidates will be given twenty-four (24) hours notice before being tested or interviewed. 12.04 Appointments from within the Bargaining Unit shall normally be made within twenty
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Staff Changes. 12.01 8.01 The Board shall notify the Union in writing at least twenty (20) days prior to the formal introduction of any new job classification included in Article 2 Scope and Recognition clause. Such notice shall advise of the primary duties and the proposed salary rate of the new job classification. The new classification shall be included into the agreement through negotiation or Letter of Understanding mutually agreed upon by the parties. The Board agrees that there shall be no elimination of job classifications without the prior agreement of the Union.
8.02 Assignment to an Existing Portfolio within the Same Job Classification A member of the bargaining unit may be assigned to an existing portfolio in the same job classification without altering any terms of employment, including union membership. In all such cases, the job preferences and seniority of members will be considered and the Union will be consulted prior to the job re-assignment so that they may support the member(s). No member can be re-assigned to another geographic location without his/her consent.
8.03 When a vacancy occurs inside or a new position is created within the Bargaining Unitbargaining unit, the Employer shall, within twenty- five (25) working days, notify the Union of their intent to either Board shall post or abolish the vacant position. If the vacancy is to be posted, the bulletin shall be placed on the City notice of the Union position within thirty (30) days on all bulletin boards for a minimum of five working days in order that all members will know about the vacancyposition and be able to make application in writing. A request The Board may advertise for external candidates simultaneously with the internal posting.
8.04 The posting shall show classification vacant, the requirements of the job, the salary range and shall specify that it is part of the C.O.P.E. 521 bargaining unit. The portfolio shall be identified in the job posting.
8.05 All job vacancies shall be filled on the basis of seniority provided the successful applicant has the required qualifications, which include skills and abilities, for the position.
8.06 The successful applicant will be placed on a trial period for three (3) months. Conditional on satisfactory service, such trial promotions shall become permanent after the period of three months. In the event the successful applicant proves unsatisfactory in the position during the aforementioned trial period, he/she shall be returned to his former position without loss of seniority or former salary, and any other employee promoted or transferred because of the rearrangement of position shall also be returned to their former position without loss of seniority and former salary.
8.07 In this section vacancies shall mean those of a long term nature such as arise through resignations, new jobs, extended illnesses, etc., and shall include the vacancy resulting from the Employer to post both internally filling of any posted vacancy.
8.08 Appointments from within the bargaining unit shall be made as expeditiously as possible, and externally at the same time Board agrees that outside applicants for any position within the bargaining unit shall not be unreasonably refused by the Union. Every vacant position bulletined considered unless there are no qualified non- probationary internal applicants.
8.09 The Union shall be filled. Hard copies notified within one (1) week of bulletins shall be provided on request to any member all appointments, hiring, lay- off, transfers, recalls, and terminations of employment within the bargaining unit.
12.02 When 8.10 Laid off employees shall be sent a new position is created inside registered letter (to their last known address on record at the Bargaining Health Unit, ) from the Employer shall, within fifteen (15) working days, notify the Union and post notice of such new position on te for Board enclosing a minimum of ten (10) working days, such that all members copy of the Union will know about posted vacancy(ies) before the new position. A request from the Employer position(s) is advertised to post internally and externally at the same time shall not be unreasonably refused by the Union. Hard copies of the bulletins shall be provided on request to any member of persons outside the bargaining unit
12.03 The notice required by Articles 12.01 and 12.02 hereof shall contain information as to the nature of the position or job classification, qualifications, required knowledge and education, skills, shift, hours of work, Salary rate or range and the closing date for receipt of applications and will include notice of whether or not testing will be involved in the selection process, and shall be posted at least ten (10) working days prior to the date fixed for the closing of applications from within the Bargaining Unit. The notice will also contain any supervisory responsibilities and supervisory abilities where applicable in accordance with Article 12.05. Qualifications are not to be established in an arbitrary or discriminatory manner. All candidates will be given twenty-four (24) hours notice before being tested or interviewed.
12.04 Appointments from within the Bargaining Unit shall normally be made within twenty
Appears in 1 contract
Sources: Collective Labour Agreement
Staff Changes. 12.01 The TPA will provide to the Union any new or changed job posting for input from the Union and discussion between the parties regarding content and qualifications in the job posting.
a) When a vacancy occurs inside vacancies occur in the Bargaining Unitbargaining unit set out in Schedule “A”, or any new position classifications are created and which, pursuant to the recognition clause (Article 2), have been incorporated into the bargaining unit, the Employer shall, within twenty- TPA shall post a notice thereof on applicable bulletin boards and forward a copy to the Secretary of the Union and the Unit Chair at least five (255) working daysdays prior to an appointment being made. Such notice shall contain the following information: Nature of position; required knowledge and education or equivalent; ability and skills; permanent or casual; anticipated duration; and wage or salary rate. The Department affected shall take all reasonable steps to provide such notice to all absent employees.
b) In making staff changes, notify appointments shall be made of the applicant senior in service and possessing the required qualifications. For the purposes of article 14 b) above, the TPA may require practical, oral and written tests. Such tests shall be consistent and not applied in an unreasonable or arbitrary manner. The particular results and tests shall be made available to the Union Grievance Committee during a grievance hearing concerning a staff change. On any arbitration concerning the TPA’s selection, the TPA agrees to lead its evidence first if the Union so requests in advance of their intent to either post or abolish the vacant position. If arbitration hearing.
c) The successful applicant will assume the duties of the new position within thirty (30) days of the vacancy date or receive the appropriate rate of pay if it is to be posted, the bulletin higher. The successful applicant shall be placed on a three (3) month assessment period in the City new position, and the appointment shall become permanent at the end of the Union will know about assessment period, conditional on satisfactory service. If the vacancy. A request from applicant's service during the Employer assessment period is unsatisfactory, or he wishes to post both internally and externally at the same time shall not be unreasonably refused by the Union. Every vacant position bulletined return to his former position, he shall be filled. Hard copies returned to his former position at his former salary, without loss of bulletins seniority, and all other employees affected shall be provided on request returned to any member their former positions in like fashion.
d) The TPA shall give the Union notification, in writing whenever possible prior to all terminations of employment of employees in the bargaining unit, except for contractual employees as herein defined. Such notice shall contain the reasons for such terminations.
e) An employee will be limited to one transfer each year to an equal rated or lower rated job.
f) All applicants for job positions shall be notified in writing of the final disposition of their applications.
g) With respect to job vacancies, or new permanent positions, both outside the bargaining unit, the TPA will advise the union of such positions. The Union agrees that no rights secured by this Agreement with respect to vacancies and new positions within the bargaining unit shall apply to positions outside the bargaining unit.
12.02 When h) An employee who is transferred out of the bargaining unit to another position within the TPA may be returned within a new period of six (6) months from the effective date of such transfer to his former position is created inside the Bargaining Unit, the Employer shall, within fifteen (15and all other employees affected shall be returned to their former positions in like fashion.
i) working days, notify TPA and the Union and post notice agree to establish a Disabled Employees’ Accommodation Committee (“DEAC”) consisting of such new position on te for a minimum of ten two (102) working daysUnion Representatives, such that all members of the Union will know about the new position. A request from the Employer to post internally and externally at the same time shall not be unreasonably refused named by the Union. Hard copies , (with at least one representative being an employee of the bulletins shall be provided on request to any member of the bargaining unit
12.03 The notice required by Articles 12.01 TPA) and 12.02 hereof shall contain information as to the nature of the position or job classification, qualifications, required knowledge and education, skills, shift, hours of work, Salary rate or range and the closing date for receipt of applications and will include notice of whether or not testing will be involved in the selection process, and shall be posted at least ten two (10) working days prior to the date fixed for the closing of applications from within the Bargaining Unit. The notice will also contain any supervisory responsibilities and supervisory abilities where applicable in accordance with Article 12.05. Qualifications are not to be established in an arbitrary or discriminatory manner. All candidates will be given twenty-four (24) hours notice before being tested or interviewed.
12.04 Appointments from within the Bargaining Unit shall normally be made within twenty2)
Appears in 1 contract
Sources: Collective Bargaining Agreement
Staff Changes. 12.01 When a vacancy occurs inside the Bargaining Unit, the Employer shall, within twenty- five (25) working days, notify the Union of their intent to either post or abolish the vacant position. If the vacancy is to be posted, the bulletin shall be placed on the City all bulletin boards at each Employee’s place of employment for a minimum of ten (10) working days, such that all members of the Union will know about the vacancy. A request from the Employer to post both internally and externally at the same time shall not be unreasonably refused by the Union. Every vacant position bulletined shall be filled. Hard copies of bulletins shall be provided on request to any member of the bargaining unit.
12.02 When a new position is created inside the Bargaining Unit, the Employer shall, within fifteen (15) working days, notify the Union and post notice of such new position on te all bulletin boards at each Employee’s place of employment for a minimum of ten (10) working days, such that all members of the Union will know about the new position. A request from the Employer to post internally and externally at the same time shall not be unreasonably refused by the Union. Hard copies of the bulletins shall be provided on request to any member of the bargaining unit.
12.03 The notice required by Articles 12.01 and 12.02 hereof shall contain information as to the nature of the position or job classification, qualifications, required knowledge and education, skills, shift, hours of work, Salary rate or range and the closing date for receipt of applications and will include notice of whether or not testing will be involved in the selection process, and shall be posted at least ten (10) working days prior to the date fixed for the closing of applications from within the Bargaining Unit. The notice will also contain any supervisory responsibilities and supervisory abilities where applicable in accordance with Article 12.05. Qualifications are not to be established in an arbitrary or discriminatory manner. All candidates will be given twenty-four (24) hours notice before being tested or interviewed.
12.04 Appointments from within the Bargaining Unit shall normally be made within twentytwenty (20) working days of the date fixed for the closing of applications as aforesaid, and the duties assumed within twenty (20) working days of appointment. No outside applicants shall be considered until the applications of Union members have first been fully and fairly assessed and processed. The Employer shall notify in writing any unsuccessful applicants from within the Bargaining Unit that their applications were not successful and why their applications were unsuccessful.
(a) The Employer and the Union recognize the principle of promotion within the service of the Employer and that job opportunities should increase in proportion to the length of service of an Employee. For jobs of pay groups 7 or lower, and for those jobs of pay groups 8 or higher which are identified in Schedule C, when making staff changes, transfers or promotions, appointment shall be made of the applicant with the greatest seniority, having the required qualifications.
(b) For jobs of pay groups 8 or higher not identified in Schedule C, which require significant supervisory responsibilities, when making staff changes transfers or promotions, appointments shall be made of the applicant with the greatest supervisory ability having the required qualifications. Such required responsibilities and abilities shall not be established or assessed in an arbitrary or discriminatory manner. When the supervisory ability of two or more applicants is relatively equal, seniority shall be the deciding factor and the appointment shall be made of the applicant with the greatest seniority.
12.06 In the event that there are no fully qualified applicants from the Bargaining Unit for a vacant or new position, consideration shall nevertheless be given to the senior applicant who has demonstrated through work performance and standards, to the reasonable satisfaction of the Employer, an ability or potential to perform the duties of the position advertised. Consideration shall also be given to the senior applicant who does not meet the required qualifications, but is actively preparing and will likely meet the required qualifications within six (6) months of filling the vacancy or new position.
12.07 Any successful applicant for a vacant or new position shall be notified within five (5) working days following the decision. If such applicant is not a member of the Union, appointment shall be in accordance with Article 11. If such applicant is a member of the Union, the Employee shall have an evaluation period of thirty (30) working days and, in the event the Employee proves unsatisfactory in the position during such period, or if the Employee is unable or unwilling to perform or to continue to perform the duties thereof, then in either such event the Employee shall be returned to the former position and status held by such Employee. Any other Employee within the Bargaining Unit transferred as a result of the rearrangement of positions shall similarly be returned to the former position and status held by such Employee.
12.08 Any Employee promoted to a higher classification shall receive a letter classification that gives the Employee no less than a five percent (5%) increase.
12.09 Any Employee temporarily assigned to a position with a higher or lower job classification within the Bargaining Unit shall be paid at the rate within the salary group of the job classification so assigned, or at that Employee’s regular salary rate, whichever is greater; and,
i) an employee at the OCC (on any shift), or an employee temporarily assigned to the position of General ▇▇▇▇▇▇▇-Nights, shall be paid the higher rate from the first hour of the assignment when required to perform work of a higher paid position, and the employee will continue to be paid the higher rate for all time required to be worked in the higher paid position; or,
ii) any other employee shall be paid the higher rate from, or retroactive to, the first hour of the assignment, when required to perform work of a higher paid position, where the length of the required assignment is greater than five (5) working days, or shifts, and the employee will continue to be paid the higher rate for all time required to be worked in the higher paid position.
12.10 The Employer shall not facilitate or require a temporary assignment which exceeds a cumulative period of six (6) months, except when replacing another Employee who is on maternity leave, child care leave, or sick leave, in which case the temporary assignment shall not exceed twelve (12) months, without notifying the Union. Where it is apparent that, as a result of any absence, a position within the Bargaining Unit may remain vacant for more than the allowable cumulative period for any temporary assignment, the vacant position shall be bulletined as a temporary position and the preceding provisions of this Article 12 shall apply to the filling of the vacancy so created, unless the Union and the Employer agree otherwise in writing. Upon the return of the absent Employee, the replacing Employee shall return to their former position. The Employer has the right to hire a casual Employee to replace the replacing Employee until such time as they return to their full-time position.
12.11 The Employer acknowledges that, whenever it is feasible, temporary absences due to illness, disability, maternity leave, child care leave, or vacation, will be accommodated by re-assignment of duties amongst existing Employees and by temporary assignment of such Employees as aforesaid. The senior qualified Employee within the department where the temporary absence has occurred shall have the prior right to bid any temporary assignment so required. When, however, it is apparent that the work cannot be conveniently so performed, the Employer shall have the right to engage Temporary Employees for the allowable time period.
12.12 No Employee shall be transferred to a job function outside the Bargaining Unit without the consent of the Employee and the Union. If an Employee is transferred to a job function outside the Bargaining Unit, the Employee will, in accordance with article 10 hereof, retain his Seniority rights if such Employee returns to the Bargaining Unit, within the allowable ninety (90) day period, the Employee shall be placed in a position or job classification consistent with existing Seniority rights. If necessary, the Employee’s vacated position shall be addressed in accordance with Article 12.
Appears in 1 contract
Sources: Collective Agreement
Staff Changes. 12.01 (a) In promotion progression, transfer and filling new positions the primary consideration shall be ability to perform the work efficiently, but seniority shall rule where ability is equal. Where deemed advisable a trial period may be arranged, and in such case the Consulting Committee’s advice may be requested by Management.
(b) Employees temporarily transferred to other union positions for the purpose of covering temporary vacancies, shall not gain experience or training while in a temporary position to acquire said position when posted.
11.2 When a vacancy occurs inside the Bargaining Unitvacancies and new positions occur, the Employer shall, within twenty- five (25) working days, notify the Union of their intent to either post or abolish the vacant position. If employees shall be notified by bulletin which will state the vacancy that is open and the requirements necessary to be posted, fill the vacancy. The bulletin shall be placed displayed on the City of the Union will know about the vacancy. A request from the Employer to post both internally and externally at the same time shall not be unreasonably refused by the Union. Every vacant position bulletined shall be filled. Hard copies of bulletins shall be provided on request to any member of the bargaining unit.
12.02 When a new position is created inside the Bargaining Unit, the Employer shall, within fifteen (15) working days, notify the Union and post notice of such new position on te for board a minimum of ten (10) working days, such unless mutually agreed upon, during which time regular employees will have the opportunity of applying, before non-employees are considered. All applications shall be in writing. Management shall review the applications. The successful applicant, if any, shall be notified in writing. A notice stating the name of successful applicant, the classification to which he/she has been assigned and the supervisor in charge of the employee shall be posted on all bulletin boards. The unsuccessful applicants shall be notified in writing.
11.3 When an employee is transferred from one classification to another by application and has at least three (3) years service with Bluewater Power, the employee may start at one rate or more above the starting rate of pay for the new classification provided the employee has qualifications related to the new classification or experience gained either from employment with or outside Bluewater Power or from an educational institution.
11.4 In the event of promotion, no employee will be discriminated against by reason of being or having been a member or officer of the Union.
11.5 No wage rate shall be adversely affected by reason of transfer during vacation period or to fill temporary vacancies.
11.6 A temporary subforeman position may be used in a situation where an employee has three (3) or more employees directed by him/her. This appointment will be at the discretion of the supervisor. An employee temporarily assigned to subforeman’s or lead hand duties for four or more consecutive hours on the job, shall be paid the rate of that all classification while in that position.
11.7 The event of any change in status of the Supervisory Staff, the same shall be posted by Management to acquaint the members of the Union will know about with said changes.
11.8 Layoffs in any classification shall occur in order of least union seniority in the classification. Where an employee with a layoff notice so requests and subject to Management’s approval, the employee may be transferred temporarily to another classification. The training period in the new positionclassification shall not exceed ninety (90) calendar days, after which the employee’s performance shall be reviewed. A request from No regular employee will be laid off as a result of contracting out the Employer work which that employee is presently performing.
11.9 Employees who have been laid off shall be given the preference for re- employment according to post internally and externally his/her union seniority in effect at the same time shall not of recall.
11.10 In case of any dismissal, the reason for such will be unreasonably refused by supplied in writing to such employee and the Union. Hard copies of the bulletins shall be provided on request to any President or a member of the bargaining unit
12.03 The notice required by Articles 12.01 and 12.02 hereof shall contain information as to the nature of the position or job classification, qualifications, required knowledge and education, skills, shift, hours of work, Salary rate or range and the closing date for receipt of applications and will include notice of whether or not testing Union Executive Board will be involved notified as soon as possible of this action. In case of reinstatement the employee shall be paid in full for all lost time, unless otherwise provided in the selection process, and final settlement by the Labour Relations Committee or the Arbitration Board.
11.11 Employees who have reached 65 years of age shall be posted at least ten (10) working days prior to the date fixed for the closing of applications from within the Bargaining Unit. The notice will also contain any supervisory responsibilities and supervisory abilities where applicable in accordance with Article 12.05. Qualifications are not to be established in an arbitrary or discriminatory manner. All candidates will be given twenty-four (24) hours notice before being tested or interviewedretired.
12.04 Appointments from within the Bargaining Unit shall normally be made within twenty
Appears in 1 contract
Sources: Collective Agreement