Common use of STAFFING PROCEDURE Clause in Contracts

STAFFING PROCEDURE. 18.01 The Employer shall post all permanent and temporary vacancies and any newly created positions in the Bargaining Unit. As soon as practical and in consultation with the Local, the Employer will attempt to fill any position, with a permanent or temporary employee, as described below, when the position is expected to be vacant for greater than four weeks. a) The postings shall be for a minimum of ten (10) calendar days and the posting shall indicate the closing date. Subject to 18.02 (b) candidates are required to indicate their interest in writing, no later than 4:00 pm on the closing date. Postings may be shortened by mutual agreement between the parties. b) In the event an employee is on leave at some point through the duration of the posting period, the following applies: i. it is the employee’s responsibility to check all bulletin boards prior to going on leave. If there is a career opportunity on the boards in which the employee is interested, the employee shall apply prior to the closing date. ii. if an employee is aware of a career opportunity which he or she believes will be posted during the employee’s absence, the employee is responsible for applying prior to the closing date. iii. if the career opportunity is posted after an employee has commenced leave and the employee returns after the closing date, the employee is responsible for applying upon his/her first scheduled day back to work, provided the interview process has not been completed. 18.03 The job posting shall contain the following information: a) the requirements of the position to be filled, b) the rate of pay of the position, and c) the qualifications applicable to the position including education, knowledge, skills, abilities and experience required of the position to be filled. 18.04 The education, knowledge, skills, qualifications, abilities and experience requirements as contained in the posting shall not be established in an arbitrary manner. 18.05 A copy of the job posting shall be forwarded to the Union prior to posting which may be done via an electronic copy. 18.06 All postings will be made on an internal/external basis. Applications received from external candidates will neither be processed nor considered until all internal candidates have been processed completely and considered. It is understood that preference of appointment shall be from internal qualified candidates prior to consideration of external candidates. 18.07 Where interviews are conducted, the Employer representative conducting interviews shall interview all candidates in the bargaining unit who meet the requirements of the position as posted. In filling the job vacancy, the position shall be awarded based on education, knowledge, skills, qualifications, abilities, and experience with seniority being a factor as set out in Clause 48.03. Whenever practicable, the Employer shall endeavor to schedule such interviews during the employee’s scheduled hours of work. 18.08 All candidates shall be advised within two (2) weeks of the result of the competition and the name of the successful candidate will be posted. 18.09 All unsuccessful candidates will, upon request, be advised of the reason(s) why they were not successful in the competition. If requested by the employee, the reason(s) will also be communicated in writing. Employees may also request a meeting to discuss their assessment with the representative of the Employer responsible for the posting procedures. 18.10 Positions will not be advertised if the following circumstances occur: a) temporary absences from work by a member of the bargaining unit, unless the absence is expected to be greater than four weeks, in which case the position can be advertised as a temporary position. b) re-assignment of a disabled person employed by the Employer in accord with the statutory duty to mitigate; or c) A vacancy that arises within sixty (60) days of a posting for the same job title. In this circumstance, the company may rely on applications received through the process of the previous job posting. Temporary Positions 18.11 Where a temporary position becomes vacant, or is created, it will be staffed according to the following rules: a) All temporary positions will be available to Bargaining Unit personnel. The position may be considered as a lateral transfer, training or a career development assignment, or as an opportunity to increase experience. b) Notice will be communicated to all employees via e-mail and bulletin boards and shall contain the following information: - Title of position and department - Length of assignment - Salary - A brief description of duties c) the notice will be posted for five (5) calendar days. Applicants are required to indicate their interest in writing, d) only where there are no internal candidates will the Employer consider applications from external candidates, e) where a temporary position is filled by an internal candidate, the position now vacant can be filled by a temporary employee. There will be only one position move allowed on each occasion, and no domino effect.

STAFFING PROCEDURE. 18.01 The Employer shall post all permanent and temporary vacancies and any newly created positions in the Bargaining UnitUnit (hereafter referred to as "Job 'Opportunities"). As soon as practical The Employer may establisheligibility lists for specific positionsby positions and selecting candidates in consultation with the Localadvance. When this occurs, the Employer Union will attempt to fill any position, with a permanent be notified in The Employerwill make every reasonable effortto notifyall employees on leave or temporary employee, as described below, when the position is expected to be vacant for greater than four weeks. a) off shift of all job opportunities. The postings shall be for a minimum of ten five (105) calendar days days, excluding Saturday and Sunday and Statutory Holidays and the posting shall indicate the closing date. Subject to 18.02 (b) candidates are required to indicate their interest in writing, no later than 4:00 pm on the closing date. Postings may be shortened by mutual agreement between the parties. b) In the event an employee is on leave at some point through the duration of the posting period, the following applies: i. it is the employee’s responsibility to check all bulletin boards prior to going on leave. If there is a career opportunity on the boards in which the employee is interested, the employee shall apply prior to the closing date. ii. if an employee is aware of a career opportunity which he or she believes will be posted during the employee’s absence, the employee is responsible for applying prior to the closing date. iii. if the career opportunity is posted after an employee has commenced leave and the employee returns after the closing date, the employee is responsible for applying upon his/her first scheduled day back to work, provided the interview process has not been completed. 18.03 The job posting poster shall contain the following information: a) Requirements and the requirements salary of the position to be filled, b) the rate of pay of the positionJob Opportunity. In this Article, and c) the qualifications applicable to the position including Requirements means education, knowledge, skills, abilities and experience required of the position to be filled. 18.04 The education, knowledge, skills, qualifications, abilities abilities, experience, knowledge and experience requirements as any licence, certification or trade ticket required. The Requirements contained in the posting shall not postershall be established fair and reasonable in an arbitrary manner. 18.05 A copy of relationto the job posting Job Opportunity. The poster shall be forwarded to the Union Local days prior to posting which may be done via an electronic copy. 18.06 posting. All postings will be made on an internal/external basis. Applications received from external candidates will neither be processed nor considered until all internal candidates have been processed completely and considered. It is understood that preference of appointment .non-probationary employees apply for a job opportunity shall be from internal qualified candidates prior to consideration of external candidates. 18.07 Where interviews are conducted, the Employer representative conducting interviews shall interview all considered candidates in the bargaining unit who meet process. The for the requirements of Job Opportunities will be evaluated according to the position as posted. posted In filling the job vacancyJob Opportunity, the position shall be awarded based on educationthe requirements. Where candidates are relatively equal on the evaluation according to the requirements, knowledgethe candidate with the greater seniority will receive the offer, skillsThe Employer, qualificationsmay at his discretion, abilities, consider an applicant with demonstratedabilities and experience with seniority being in lieu of a factor as set out and in Clause 48.03. Whenever practicablesuch case, the Employer shall endeavor to schedule such interviews during so state on the employee’s scheduled hours of work. 18.08 All candidates job posting. Candidates shall normally be advised within two (2) weeks of the result of the competition and the name of the successful candidate will be posted. 18.09 , The Employerrepresentativesconductingthe assessments (or interviews) shall assess all candidates in the bargaining unit who apply and meet the requirements of all Job Opportunity as posted. All unsuccessful candidates will, upon request, will be advised of the reason(s) why they were not successful in the competitioncompetition and at their option, may discuss their assessmentwith the Employer. If the employeestillwishes matter, and if requested by the employee, the reason(s) will also be communicated in writing. Employees may also request a meeting If requestedby the employee in writing, the Employer will then provide full disclosure of all informationrelative to discuss their the employee's assessment with and the representative assessment of the Employer responsible for the posting procedures. 18.10 Positions will not be advertised if the following circumstances occur: a) temporary absences from work by a member of the bargaining unit, unless the absence is expected to be greater than four weeks, in which case the position can be advertised as a temporary position. b) re-assignment of a disabled person employed by the Employer in accord with the statutory duty to mitigate; or c) A vacancy that arises within sixty (60) days of a posting for the same job title. In this circumstance, the company may rely on applications received through the process of the previous job posting. Temporary Positions 18.11 Where a temporary position becomes vacant, or is created, it will be staffed according to the following rules: a) All temporary positions will be available to Bargaining Unit personnel. The position may be considered as a lateral transfer, training or a career development assignment, or as an opportunity to increase experience. b) Notice will be communicated to all employees via e-mail and bulletin boards and shall contain the following information: - Title of position and department - Length of assignment - Salary - A brief description of duties c) the notice will be posted for five (5) calendar days. Applicants are required to indicate their interest in writing, d) only where there are no internal candidates will the Employer consider applications from external candidates, e) where a temporary position is filled by an internal candidate, the position now vacant can be filled by a temporary employee. There will be only one position move allowed on each occasion, and no domino effect.successful

STAFFING PROCEDURE. 18.01 32.01 The Employer shall post all permanent and temporary vacancies and any newly created positions in the Bargaining Unit. As soon as practical and in consultation with the Local, the Employer will attempt to fill any position, with a permanent or temporary employee, as described below, when the position is expected to be vacant for greater than four weeksbargaining unit. (a) The postings shall be for a minimum of ten (10) calendar days and the posting shall indicate the closing date. Subject to 18.02 32.02 (b) candidates are required to indicate their interest in writing, no later than 4:00 pm p.m. on the closing date. Postings may be shortened by mutual agreement between the parties. (b) In the event an employee is on leave at some point through the duration of the posting period, period the following applies: i. it (i) It is the employee’s responsibility to check all bulletin boards job postings prior to going on leave. If there is a career opportunity on the boards in which the employee is interested, the employee shall apply prior to the closing date. (ii. if ) If an employee is aware of a career opportunity which he or she believes will be posted during the employee’s absence, the employee is responsible for applying prior to the closing date. (iii. if ) If the career opportunity is posted after an employee has commenced leave and the employee returns after the closing date, the employee is responsible for applying on the job upon his/her first scheduled day back to work, . The employee’s supervisor will be able to advise the employee what positions were posted in their absence. An employee shall be eligible to apply on the posting provided that the interview process has not been completed. 18.03 32.03 The job posting shall contain the following information: (a) the requirements of the position to be filled, b) the rate of pay of the position, and c) the qualifications applicable to the position including education, knowledge, skills, abilities qualifications, abilities, and experience required of the position to be filled; and, (b) the salary of the position to be filled. 18.04 32.04 The education, knowledge, skills, qualifications, abilities abilities, and experience requirements as contained in the posting shall not be established reasonable in an arbitrary mannerrelation to the position being filled. 18.05 A copy 32.05 All job postings shall be sent to the local Union President by electronic means. 32.06 The candidates shall be advised within two (2) weeks of the job posting shall result of the competition and the name of the successful candidate will be forwarded to the Union prior to posting which may be done via an electronic copyposted. 18.06 All postings will be made on an internal/external basis. Applications received from external candidates will neither be processed nor considered until all internal candidates have been processed completely and considered. It is understood that preference of appointment shall be from internal qualified candidates prior to consideration of external candidates. 18.07 Where interviews are conducted, the 32.07 The Employer representative conducting interviews shall interview all candidates in the bargaining unit who meet the requirements of the position as posted. In filling the job vacancy, the position shall be awarded based on education, knowledge, skills, qualifications, abilities, abilities and experience with seniority being determined by way of a factor as set out in Clause 48.03. Whenever practicable, the Employer shall endeavor to schedule such interviews during the employee’s scheduled hours of workformal interview process. 18.08 All candidates shall be advised within two (2) weeks of the result of the competition and the name of the successful candidate will be posted. 18.09 All 32.08 On request, unsuccessful candidates will, upon request, will be advised of the reason(s) why they were not successful in the competition. If requested by the employee, the reason(s) will also be communicated in writing. Employees may also request a meeting to discuss their assessment with . 32.09 In the representative of event that the Employer responsible for the posting procedures. 18.10 Positions will not be advertised if the following circumstances occur: a) temporary absences decides to consider applications from work by a member of individuals outside the bargaining unit, unless the absence is expected to Union will be greater than four weeksnotified at the time of posting. However, candidates from the bargaining unit will be given preference in which case the position can be advertised as a temporary positionall competitions in accordance with Article 32.07. b32.10 The Employer may establish eligibility lists for specific positions, by pre-posting positions and selecting candidates in advance. When this occurs, the Union will be notified in writing. 32.11 Clause 32.01 to 32.09 will also apply to Acting and Temporary assignments, which exceed ninety (90) re-assignment of a disabled person employed days. The exceptions to the above, such as Developmental assignments and ticketed Maintenance positions, will be discussed and agreed with the Union. Agreement will not be unreasonably withheld. 32.12 All staffing actions by the Employer in accord with the statutory duty to mitigate; or c) A vacancy that arises within sixty (60) days of a posting for the same job title. In this circumstance, the company may rely on applications received through the process of the previous job posting. Temporary Positions 18.11 Where a temporary position becomes vacant, or is created, it will be staffed according to the following rules: a) All temporary positions will be available to Bargaining Unit personnel. The position may be considered as done in a lateral transfer, training or a career development assignment, or as an opportunity to increase experiencefair and reasonable manner. b) Notice will be communicated to all employees via e-mail and bulletin boards and shall contain the following information: - Title of position and department - Length of assignment - Salary - A brief description of duties c) the notice will be posted for five (5) calendar days. Applicants are required to indicate their interest in writing, d) only where there are no internal candidates will the Employer consider applications from external candidates, e) where a temporary position is filled by an internal candidate, the position now vacant can be filled by a temporary employee. There will be only one position move allowed on each occasion, and no domino effect.

STAFFING PROCEDURE. 18.01 19.01 The Employer shall electronically post all permanent and temporary vacancies and any vacancies, including newly created positions positions, in the Bargaining Unitbargaining unit. As soon as practical Candidates may be sought internally and in consultation with externally at the Local, the Employer will attempt to fill any position, with a permanent or temporary employee, as described below, when the position is expected to be vacant for greater than four weekssame time. a) 19.02 The postings shall be for a minimum of ten seven (107) calendar days and the posting shall indicate the closing date. Subject to 18.02 (b) candidates are required to indicate their interest in writing, no later than 4:00 pm on the closing date. Postings may be shortened by mutual agreement between the partiesdays. b) In the event an employee is on leave at some point through the duration of the posting period, the following applies: i. it is the employee’s responsibility to check all bulletin boards prior to going on leave. If there is a career opportunity on the boards in which the employee is interested, the employee shall apply prior to the closing date. ii. if an employee is aware of a career opportunity which he or she believes will be posted during the employee’s absence, the employee is responsible for applying prior to the closing date. iii. if the career opportunity is posted after an employee has commenced leave and the employee returns after the closing date, the employee is responsible for applying upon his/her first scheduled day back to work, provided the interview process has not been completed. 18.03 19.03 The job posting shall contain the following information: (a) the The requirements of the position to be filled,filled and the salary grade for the position. Ranges for each grade will be available on the compensation home page on the Employer's Intranet; (b) the rate of pay of the position, and c) the The qualifications applicable to the position including the education, knowledge, abilities, skills, abilities and experience required of the position to be filled. The Employer may consider an applicant with relevant experience in lieu of the educational requirements where the educational qualification is not a mandatory requirement for the position. 18.04 The education, knowledge, skills, qualifications, abilities and experience requirements as contained in the posting shall (c) Such qualifications will not be established in m an arbitrary or discriminatory manner. 18.05 A copy of the job posting shall be forwarded to the Union prior to posting which may be done via an electronic copy. 18.06 19.04 All postings will be made on an internal/external basis. Applications received from external candidates will neither be processed nor considered until all internal candidates have been processed completely and considered. It is understood that preference of appointment shall be from internal qualified candidates prior to consideration of external candidates. 18.07 Where interviews are conducted, the Employer representative conducting interviews shall interview all candidates in the bargaining unit who have applied and who meet the posted requirements for the position will be interviewed. The Employer shall endeavour to schedule such interviews during the employee's scheduled hours of work. 19.05 Where it is found that the qualifications of two or more internal candidates are relatively equal then the candidate with the greater seniority must be offered the position prior to the internal candidate with the lesser seniority. 19.06 All unsuccessful candidates will be advised of the results of the competition and will be counselled as to how they can be better prepared for future openings. 19.07 For certain positions the Employer may establish an eligibility list by pre-posting positions and selecting candidates in advance. An eligibility list shall not exist for a period exceeding twelve (12) months. 19.08 The Employer may hire an external candidate once all internal candidates who have applied within the seven (7) day posting period and who meet the requirements of the position as posted. In filling are interviewed for the job vacancyposition. 19.09 The Employer is not required to post under this Article in the following circumstances: (a) vacancies to be filled by an employee on the Recall List, in accordance with Article 13; or (b) reassignment of an employee in a duty to accommodate situation; (c) temporary vacancies of less than three (3) months. (d) It is not the position shall be awarded based on educationintent of clauses 19.09 (a), knowledge(b), skills, qualifications, abilities, and experience with seniority being a factor as set out or (c) above to provide an unfair advantage to any individual in Clause 48.03. Whenever practicable, the event the Employer shall endeavor to schedule such interviews during subsequently posts the employee’s scheduled hours of workvacancy. 18.08 19.10 All candidates shall be advised within two (2) weeks of the result of the competition and the name of the successful candidate will be posted. 18.09 All unsuccessful candidates will, upon request, be advised of the reason(s) why they were not successful in the competition. If requested by the employee, the reason(s) will also be communicated in writing. Employees may also request a meeting to discuss their assessment with the representative of the Employer responsible for the posting procedures. 18.10 Positions will not be advertised if the following circumstances occur: a) temporary absences from work by a member of the bargaining unit, unless the absence is expected vacancies known to be greater than four weeks, in which case the position can be advertised as a temporary position. bthree (3) re-assignment of a disabled person employed by the Employer in accord with the statutory duty to mitigate; or c) A vacancy that arises within sixty (60) days of a posting for the same job title. In this circumstance, the company may rely on applications received through the process of the previous job posting. Temporary Positions 18.11 Where a temporary position becomes vacant, or is created, it months duration will be staffed according to the following rules: a) All temporary positions will be available to Bargaining Unit personnelposted electronically. The position may be considered as a lateral transfer, training or a career development assignment, or as an opportunity to increase experience. b) Notice will be communicated to all employees via e-mail and bulletin boards and shall contain the following information: - Title of position and department - Length of assignment - Salary - A brief description of duties c) the posting notice will be posted for five a minimum of seven (57) calendar days. Applicants are required to indicate their interest in writing,The poster shall state the duration of the appointment if known at that time. d) only where there are no internal candidates will the Employer consider applications from external candidates, e) where a temporary position is filled by an internal candidate, the position now vacant can 19.11 The Employer's obligations under this Article shall be filled by a temporary employee. There will be only one position move allowed on each occasion, and no domino effectexercised without discrimination or favouritism.

STAFFING PROCEDURE. 18.01 32.01 The Employer shall post all permanent and temporary vacancies and any newly created positions in the Bargaining Unit. As soon as practical and in consultation with the Local, the Employer will attempt to fill any position, with a permanent or temporary employee, as described below, when the position is expected to be vacant for greater than four weeksbargaining unit. (a) The postings shall be for a minimum of ten twelve (1012) calendar days and the posting shall indicate the closing date. Subject to 18.02 32.02 (b) candidates are required to indicate their interest in writing, no later than 4:00 pm p.m. on the closing date. Postings may be shortened by mutual agreement between the parties. (b) In the event an employee is on leave at some point through the duration of the posting period, period the following applies: i. it (i) It is the employee’s responsibility to check all bulletin boards job postings prior to going on leave. If there is a career opportunity on the boards in which the employee is interested, the employee shall apply prior to the closing date. (ii. if ) If an employee is aware of a career opportunity which he or she believes will be posted during the employee’s absence, the employee is responsible for applying prior to the closing date. (iii. if ) If the career opportunity is posted after an employee has commenced leave and the employee returns after the closing date, the employee is responsible for applying on the job upon his/her first scheduled day back to work, . The employee’s supervisor will be able to advise the employee what positions were posted in their absence. An employee shall be eligible to apply on the posting provided that the interview process has not been completed. 18.03 32.03 The job posting shall contain the following information: (a) the requirements of the position to be filled, b) the rate of pay of the positionskills, and c) the qualifications applicable to the position including education, knowledge, skillsqualifications, abilities and experience required of the position to be filled; and, (b) the salary of the position to be filled. 18.04 32.04 The education, knowledge, skills, qualifications, abilities and experience requirements as contained in the posting shall not be established reasonable in an arbitrary mannerrelation to the position being filled. 18.05 A copy 32.05 All job postings shall be sent to the local Union President by electronic means. 32.06 The candidates shall be advised within two (2) weeks of the job posting shall result of the competition and the name of the successful candidate will be forwarded to the Union prior to posting which may be done via an electronic copyposted. 18.06 All postings will be made on an internal/external basis. Applications received from external candidates will neither be processed nor considered until all internal candidates have been processed completely and considered. It is understood that preference of appointment shall be from internal qualified candidates prior to consideration of external candidates. 18.07 Where interviews are conducted, the 32.07 The Employer representative conducting interviews shall interview all candidates in the bargaining unit who meet the requirements of the position as posted. In filling the job vacancy, the position shall be awarded based on education, knowledge, skills, qualifications, abilities, abilities and experience with seniority being determined by way of a factor as set out in Clause 48.03. Whenever practicable, the Employer shall endeavor to schedule such interviews during the employee’s scheduled hours of workformal interview process. 18.08 All candidates shall be advised within two (2) weeks of the result of the competition and the name of the successful candidate will be posted. 18.09 All 32.08 On request, unsuccessful candidates will, upon request, will be advised of the reason(s) why they were not successful in the competition. If requested by the employee, the reason(s) will also be communicated in writing. Employees may also request a meeting to discuss their assessment with . 32.09 In the representative of event that the Employer responsible for the posting procedures. 18.10 Positions will not be advertised if the following circumstances occur: a) temporary absences decides to consider applications from work by a member of individuals outside the bargaining unit, unless the absence is expected to Union will be greater than four weeksnotified at the time of posting. However, candidates from the bargaining unit will be given preference in which case the position can be advertised as a temporary positionall competitions in accordance with Article 32.07. b32.10 The Employer may establish eligibility lists for specific positions, by pre-posting positions and selecting candidates in advance. When this occurs, the Union will be notified in writing. 32.11 Clause 32.01 to 32.09 will also apply to Acting and Temporary assignments, which exceed ninety (90) re-assignment of a disabled person employed days. The exceptions to the above, such as Developmental assignments and ticketed Maintenance positions, will be discussed and agreed with the Union. Agreement will not be unreasonably withheld. 32.12 All staffing actions by the Employer in accord with the statutory duty to mitigate; or c) A vacancy that arises within sixty (60) days of a posting for the same job title. In this circumstance, the company may rely on applications received through the process of the previous job posting. Temporary Positions 18.11 Where a temporary position becomes vacant, or is created, it will be staffed according to the following rules: a) All temporary positions will be available to Bargaining Unit personnel. The position may be considered as done in a lateral transfer, training or a career development assignment, or as an opportunity to increase experiencefair and reasonable manner. b) Notice will be communicated to all employees via e-mail and bulletin boards and shall contain the following information: - Title of position and department - Length of assignment - Salary - A brief description of duties c) the notice will be posted for five (5) calendar days. Applicants are required to indicate their interest in writing, d) only where there are no internal candidates will the Employer consider applications from external candidates, e) where a temporary position is filled by an internal candidate, the position now vacant can be filled by a temporary employee. There will be only one position move allowed on each occasion, and no domino effect.

STAFFING PROCEDURE. 18.01 29.01 The Employer shall post all permanent and temporary vacancies and any newly created positions in the Bargaining UnitUnit (hereafter referred to as AJob Opportunities). 29.02 The Employer may establish eligibility lists for specific positions by pre-posting positions and selecting candidates in advance. As soon as practical and in consultation with the LocalWhen this occurs, the Union will be notified in writing. 29.03 The Employer will attempt make every reasonable effort to fill any position, with a permanent notify all employees on leave or temporary employee, as described below, when the position is expected to be vacant for greater than four weeksoff shift of all job opportunities. a) 29.04 The postings shall be for a minimum of ten five (105) calendar days days, excluding Saturday and Sunday and Statutory Holidays and the posting postings shall indicate the closing date. Subject to 18.02 (b) candidates are required to indicate their interest in writing, no later than 4:00 pm on the closing date. Postings may be shortened by mutual agreement between the parties. b) In the event an employee is on leave at some point through the duration of the posting period, the following applies: i. it is the employee’s responsibility to check all bulletin boards prior to going on leave. If there is a career opportunity on the boards in which the employee is interested, the employee shall apply prior to the closing date. ii. if an employee is aware of a career opportunity which he or she believes will be posted during the employee’s absence, the employee is responsible for applying prior to the closing date. iii. if the career opportunity is posted after an employee has commenced leave and the employee returns after the closing date, the employee is responsible for applying upon his/her first scheduled day back to work, provided the interview process has not been completed. 18.03 29.05 The job posting poster shall contain the following information: a) Requirements and the requirements salary of the position to be filled, b) the rate of pay of the positionJob Opportunity. In this Article, and c) the qualifications applicable to the position including Requirements means education, knowledge, skills, abilities and experience required of the position to be filled. 18.04 The education, knowledge, skills, qualifications, abilities abilities, experience, knowledge and experience requirements as any licence, certification or trade ticket required. 29.06 The Requirements contained in the posting poster shall not be established fair and reasonable in an arbitrary mannerrelation to the Job Opportunity. 18.05 A copy of the job posting 29.07 The poster shall be forwarded to the Union Local 3 days prior to posting which may be done via an electronic copyposting. 18.06 29.08 All postings will be made on an internal/external basis. Applications received from external candidates will neither be processed nor considered until all internal candidates have been processed completely and considered. It is understood that preference of appointment non-probationary employees who apply for a job opportunity shall be from internal qualified candidates prior to consideration of external candidates. 18.07 Where interviews are conducted, the Employer representative conducting interviews shall interview all considered candidates in the bargaining unit who meet selection process. 29.09 The candidates for the requirements of Job Opportunities will be evaluated according to the position as postedposted requirements. In filling the job vacancyJob Opportunity, the position shall be awarded based on educationthe requirements. Where candidates are relatively equal on the evaluation according to the requirements, knowledgethe candidate with the greater seniority will receive the offer. 29.10 The Employer, skillsmay at his discretion, qualifications, abilities, consider an applicant with demonstrated abilities and experience with seniority being in lieu of a factor as set out Requirement(s) and in Clause 48.03. Whenever practicablesuch case, the Employer shall endeavor to schedule such interviews during so state on the employee’s scheduled hours of workjob posting. 18.08 All candidates 29.11 Candidates shall normally be advised within two (2) weeks of the result of the competition and the name of the successful candidate will be posted. 18.09 29.12 The Employer representatives conducting the assessments (or interviews) shall assess all candidates in the bargaining unit who apply and meet the requirements of all Job Opportunity as posted. 29.13 All unsuccessful candidates will, upon request, will be advised of the reason(s) why they were not successful in the competitioncompetition and at their option, may discuss their assessment with the Employer. If the employee still wishes to pursue the matter, and if requested by the employee, the reason(s) will also be communicated in writing. Employees may also request a meeting If requested by the employee in writing, the Employer will then provide full disclosure of all information relative to discuss their the employee’s assessment with and the representative assessment of the Employer responsible for the posting proceduressuccessful candidate(s). 18.10 Positions will not be advertised if the following circumstances occur: a) temporary absences from work by a member of the bargaining unit, unless the absence is expected to be greater than four weeks, in which case the position can be advertised as a temporary position. b) re-assignment of a disabled person employed by the Employer in accord with the statutory duty to mitigate; or c) A vacancy that arises within sixty (60) days of a posting for the same job title. In this circumstance, the company may rely on applications received through the process of the previous job posting. Temporary Positions 18.11 Where a temporary position becomes vacant, or is created, it will be staffed according to the following rules: a) All temporary positions will be available to Bargaining Unit personnel. The position may be considered as a lateral transfer, training or a career development assignment, or as an opportunity to increase experience. b) Notice will be communicated to all employees via e-mail and bulletin boards and shall contain the following information: - Title of position and department - Length of assignment - Salary - A brief description of duties c) the notice will be posted for five (5) calendar days. Applicants are required to indicate their interest in writing, d) only where there are no internal candidates will the Employer consider applications from external candidates, e) where a temporary position is filled by an internal candidate, the position now vacant can be filled by a temporary employee. There will be only one position move allowed on each occasion, and no domino effect.

STAFFING PROCEDURE. 18.01 The Employer shall post all permanent and temporary vacancies and any newly created positions in the Bargaining UnitUnit (hereafter referred to as “Job Opportunities”). As soon as practical The Employer may establish eligibility lists for specific positions by positions and selecting candidates in consultation with the Localadvance. When this occurs, the union will be notified in writing. The Employer will attempt make every reasonable effort to fill any position, with a permanent notify all employees on leave or temporary employee, as described below, when the position is expected to be vacant for greater than four weeks. a) off The postings shall be for a minimum of ten five (105) calendar days days, excluding Saturday and Sunday and Statutory Holidays and the posting shall indicate the closing date. Subject to 18.02 (b) candidates are required to indicate their interest in writing, no later than 4:00 pm on the closing date. Postings may be shortened by mutual agreement between the parties. b) In the event an employee is on leave at some point through the duration of the posting period, the following applies: i. it is the employee’s responsibility to check all bulletin boards prior to going on leave. If there is a career opportunity on the boards in which the employee is interested, the employee shall apply prior to the closing date. ii. if an employee is aware of a career opportunity which he or she believes will be posted during the employee’s absence, the employee is responsible for applying prior to the closing date. iii. if the career opportunity is posted after an employee has commenced leave and the employee returns after the closing date, the employee is responsible for applying upon his/her first scheduled day back to work, provided the interview process has not been completed. 18.03 The job posting poster shall contain the following information: a) Requirements and the requirements salary of the position to be filled, b) the rate of pay of the positionJob Opportunity. In this Article, and c) the qualifications applicable to the position including Requirements means education, knowledge, skills, abilities and experience required of the position to be filled. 18.04 The education, knowledge, skills, qualifications, abilities abilities, experience, knowledge and experience any licence, certification or trade ticket required. The requirements as contained in the posting poster shall not be established fair and reasonable in an arbitrary manner. 18.05 A copy of relation to the job posting Opportunity. The poster shall be forwarded to the Union Local days prior to posting which may be done via an electronic copy. 18.06 posting. All postings will be made on an internal/external basis. Applications received from external candidates will neither be processed nor considered until all internal candidates have been processed completely and considered. It is understood that preference of appointment non-probationary employees who apply for a job opportunity shall be from internal qualified candidates prior to consideration of external candidates. 18.07 Where interviews are conducted, the Employer representative conducting interviews shall interview all considered candidates in the bargaining unit who meet selection process. The candidates for the requirements of Job Opportunities will be evaluated according to the position as postedposted requirements. In filling the job vacancyJob Opportunity, the position shall be awarded based on educationthe requirements. Where candidates are relatively equal on the evaluation according to the requirements, knowledgethe candidate with the greater seniority will receive the offer. The Employer, skillsmay at his discretion, qualifications, abilities, consider an applicant with demonstrated abilities and experience with seniority being in lieu of a factor as set out and in Clause 48.03. Whenever practicablesuch case, the Employer shall endeavor to schedule such interviews during so state on the employee’s scheduled hours of work. 18.08 All candidates job posting. Candidates shall normally be advised within two (2) weeks of the result of the competition and the name of the successful candidate will be posted. 18.09 . The Employer representatives conducting the assessments (or interviews) shall assess all candidates in the bargaining unit who apply and meet the requirements of all Job Opportunity as posted. All unsuccessful candidates will, upon request, will be advised of the reason(s) why they were not successful in the competitioncompetition and at their option, may discuss their assessment with the Employer. If the employee still wishes to the matter, and if requested by the employee, the reason(s) will also be communicated in writing. Employees may also request a meeting to discuss their assessment with If requested by the representative of employee in writing, the Employer responsible for the posting procedures. 18.10 Positions will not be advertised if the following circumstances occur: a) temporary absences from work by a member then provide full disclosure of the bargaining unit, unless the absence is expected to be greater than four weeks, in which case the position can be advertised as a temporary position. b) re-assignment of a disabled person employed by the Employer in accord with the statutory duty to mitigate; or c) A vacancy that arises within sixty (60) days of a posting for the same job title. In this circumstance, the company may rely on applications received through the process of the previous job posting. Temporary Positions 18.11 Where a temporary position becomes vacant, or is created, it will be staffed according all information relative to the following rules: a) All temporary positions will be available to Bargaining Unit personnel. The position may be considered as a lateral transfer, training or a career development assignment, or as an opportunity to increase experience. b) Notice will be communicated to all employees via e-mail employee’s assessment and bulletin boards and shall contain the following information: - Title assessment of position and department - Length of assignment - Salary - A brief description of duties c) the notice will be posted for five (5) calendar days. Applicants are required to indicate their interest in writing, d) only where there are no internal candidates will the Employer consider applications from external candidates, e) where a temporary position is filled by an internal candidate, the position now vacant can be filled by a temporary employee. There will be only one position move allowed on each occasion, and no domino effect.the

STAFFING PROCEDURE. 18.01 All calendar dates indicated in Articles VIII and IX maybe changed bymutual agreement between the Unit President and the Director of Education (or designate). The Employer shall Board agrees to post all permanent and temporary vacancies and any newly created positions signed copies of such agreements in the Bargaining Unit. As soon as practical and in consultation with the Local, the Employer will attempt to fill any position, with a permanent each school or temporary employee, as described below, when the position is expected to be vacant for greater than four weeksworkplace. a) The postings shall By April 15 of each year, the required staff will be for a minimum of ten (10) calendar days and the posting shall indicate the closing date. Subject to 18.02 (b) candidates are required to indicate their interest calculated in writing, no later than 4:00 pm on the closing date. Postings may be shortened by mutual agreement between the parties.accordance with Article 10.00 b) In the event an employee is on leave at some point through the duration The number of Teachers in exces s of the posting period, the following applies: i. it is the employee’s responsibility to check all bulletin boards prior to going on leave. If there is a career opportunity on the boards in which the employee is interested, the employee shall apply prior required complement will be surplus to the closing date. iisystem. if an employee is aware of a career opportunity which he or she believes These Teachers will be posted during identified as those with the employee’s absence, the employee is responsible for applying prior to the closing dateleast seniority and placed in surplus Pool ‘A’ and so identified. iii. if the career opportunity is posted after an employee has commenced leave and the employee returns after the closing date, the employee is responsible for applying upon his/her first scheduled day back to work, provided the interview process has not been completed. 18.03 The job posting shall contain the following information: a) the requirements of the position Superintendents and Principals will then proceed to be filled, b) the rate of pay of the position, and c) the qualifications applicable to the position including education, knowledge, skills, abilities and experience required of the position to be filled. 18.04 The education, knowledge, skills, qualifications, abilities and experience requirements as contained organize schools without considering Teachers in the posting shall not be established in an arbitrary manner. 18.05 A copy of the job posting shall be forwarded to the Union prior to posting which may be done via an electronic copy. 18.06 All postings will be made on an internal/external basis. Applications received from external candidates will neither be processed nor considered until all internal candidates have been processed completely and consideredSurplus Pool "A". It is understood that preference the Principal of appointment a school will be permitted flexibility in staffing in order to piece together assignments with a view to providing for the contract time of all Teachers currently placed in his/her school. The school will be organized in such a manner so as to utilize as much of the contract time of each Teacher as possible within the current school. Any surplus contract time will become time that is available for placement in another setting, subject to normal qualification and seniority requirements. It is understood that it maybe necessary to adjust the amount of time available for placement in order to accommodate travel and assignment requirements in another setting. i) As a result of Step II(a), Teachers declared surplus at a school will be placed in Surplus Pool "B" ii) A Teacher added to Surplus Pool "B" shall be from internal qualified candidates prior to consideration of external candidatesa Teacher for whom no position will be available in the present school in the upcoming year. 18.07 Where interviews iii) Teachers in Surplus Pool "B" shall be available for transfer (A.F.T.). iv) Seniority with the Board shall be the determining factor where, in declaring a Teacher surplus in a school, skill, professional training and qualifications are conducteddeemed to be satisfactory. c) Before letters are iss ued declaring teachers surplus, the Employer representative conducting interviews shall interview all candidates in Director of Education or designate and an Area Superintendent will review with the bargaining unit who meet the requirements President of the position as posted. In filling the job vacancy, the position shall be awarded based on education, knowledge, skills, qualifications, abilities, Local Bargaining Unit and experience with seniority being a factor as set out in Clause 48.03. Whenever practicable, the Employer shall endeavor to schedule such interviews during the employee’s scheduled hours of work. 18.08 All candidates shall be advised within two (2) weeks of the result of the competition and the name of the successful candidate will be posted. 18.09 All unsuccessful candidates will, upon request, be advised of the reason(s) why they were not successful in the competition. If requested by the employee, the reason(s) will also be communicated in writing. Employees may also request a meeting to discuss their assessment with the representative of the Employer responsible for the posting procedures. 18.10 Positions will not be advertised if the following circumstances occur: a) temporary absences from work by a one other member of the bargaining unit, unless the absence is expected to be greater than four weeks, in which case the position can be advertised as a temporary position. b) re-assignment of a disabled person employed by the Employer in accord with the statutory duty to mitigate; or c) A vacancy that arises within sixty (60) days of a posting for the same job title. In this circumstanceexecutive, the company may rely on applications received through the process administration of the previous job posting. Temporary Positions 18.11 Where a temporary position becomes vacant, or is created, it will be staffed according to the following rules: a) All temporary positions will be available to Bargaining Unit personnel. The position may be considered as a lateral transfer, training or a career development assignment, or as an opportunity to increase experienceArticle 8.01 Step I and Step II. b) Notice will be communicated to all employees via e-mail and bulletin boards and shall contain the following information: - Title of position and department - Length of assignment - Salary - A brief description of duties c) the notice will be posted for five (5) calendar days. Applicants are required to indicate their interest in writing, d) only where there are no internal candidates will All Teachers not declared surplus shall receive, prior to April 25, a letter indicating their assignment for the Employer consider applications from external candidates, e) where a temporary position is filled by an internal candidate, the position now vacant can be filled by a temporary employee. There will be only one position move allowed on each occasion, and no domino effectnext school year.