Your obligations 4.1 It is your responsibility to ensure that there are sufficient clear funds available in your account to allow a debit payment to be made in accordance with the Direct Debit Request.
Regular Full-Time Employees A regular full-time employee is one who works full-time on a regularly scheduled basis. Regular full-time employees accumulate seniority and are entitled to all benefits outlined in this Collective Agreement.
JOB Where a permanent vacancy occurs in a classification within the bargaining unit or a new position within the bargaining unit is established by the Hospital, such vacancy shall be posted for a period of seven consecutive calender days. Employees may apply for posted vacancies by written application within the said seven days. The posting shall stipulate the qualifications, classification, rate of pay, department and shift, the job requirements as determined by the Hospital. Employees, if The successful employee shall be allowed a trial period of up to thirty working days (or a total of worked hours) during which the Hospital will determine if the employee can satisfactorily perform the job. Within this period the employee may voluntarily return or be returned by the Hospital to the position formerly occupied, without loss of seniority or service. successful applicants to job postings and newly hired employees need not be considered for subsequent vacancies for a period not to exceed six months. Employee(s)transfer to supervisory or other positions, which disqualify them from being subject to this agreement, shall accumulate seniority for a period of six months following such transfer and should such employee(s)dec to return to the bargaining unit or are returned by the Hospital during the six month period, they shall returned to the job classification department held by such employee immediately prior to such transfer, with no loss in their seniority. No employee subject to the above may return to the bargaining unit once the determined by the Hospital. qualified, shall be selected in accordance with the criteria outlined in Article The successful employee shall be allowed a trial period of up to thirty working days (or worked hours) during which the Hospital will determine if the employee can satisfactorily perform the job. Within this period the employee may voluntarily return or be returned by the Hospital to the position formerly occupied, without loss of seniority or service. Where an employee is selected to fill a temporary vacancy of more than three months duration pursuant to this Article the Hospital will return the employee to her former position upon completion of the temporary vacancy, unless the position has been discontinued, in which case the employee shall be given a comparable job to that of the former position. Where an employee is selected to fill a temporary vacancy of more than three months duration pursuant to this Article, the employee shall not be considered for any other temporary vacancies for a period of six months following the completion of the temporary vacancy that the was selected to fill, except where there are no other qualified applicants from within the bargaining unit. For the purpose of this clause, temporary shall be deemed to be a time period not to exceed six months or in the case of Maternity or Parental leave thirty-five weeks, or such longer term as may be agreed to by the parties to this agreement. An employee may make a for consideration for temporary vacancies expected to be less than three months duration, by submitting in writing the following information: the employee's name, classification, and the classification and area for consideration. A Request for Consideration shall become active as of the date and time it is received by the Hospital and must be stamped (date and time received) by a Human Resource officer, and shall remain so until December following. Such requests shall be considered in filling temporary vacancies expected to be less than three months. When an employee covered by this Agreement is unable to perform her duties, through advancing years or disablement, the Hospital will make every effort to relocate the employee in a position or job consistent with her disability, capacity and age, at a salary determined by the Hospital. for men and women. After consultation with the Association the Hospital may, however, continue to employ on a three-month to three-month basis, any person after he or she has attained retirement age, at an occupation which takes into consideration, the ability and physical and mental condition of such person. This clause will also include employees who are rehabilitation patients from other institutions. The number of these employees is not to exceed three at any one time.
Employee Categories All employees fall into one or the other of four principal categories as outlined below.
EMPLOYEE EVALUATION A. Formal evaluation of employees shall be in writing and shall be for the purpose of establishing a record of the employee’s work performance. The evaluation may include but is not limited to: establishing performance standards and outcome measures, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may be addressed if they have previously been discussed with the employee. The employee’s job description shall be a basis for the evaluation. B. The evaluator shall review the written evaluation with the employee and provide the employee with a copy. The employee shall sign the evaluation acknowledging receipt. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her personnel file. C. The frequency of evaluations shall be determined by the District and generally occur every other year by April 1st for bargaining unit employees. If the District chooses to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluation. Such request shall be in writing to the employee’s supervisor with a copy to the Human Resources Department. D. The Human Resources Department will consult with the Federation in developing an outline of best practices to be used in conducting employee evaluations. E. When the District determines that an employee’s work performance is unsatisfactory, it shall inform the employee in writing of any deficiency and the improvement expected and provide the employee with the opportunity to correct the unsatisfactory performance within a reasonable time period established by the District. F. The judgment of an employee’s work performance by an evaluating supervisor shall not be the subject of a grievance. A grievance concerning an evaluation shall be limited to an allegation that the evaluation was done in bad faith or clearly untrue. The burden of proof shall rest with the grievant. Such grievance shall be filed at the next administrative level above that of the evaluator and that administrator shall provide a written decision within ten (10) working days of any hearing. If the grievance is not resolved, it may be appealed by submitting a written statement to the Human Resources Department within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.
