VACANCY AND POSTING Sample Clauses

VACANCY AND POSTING. 1. A “vacancy” shall be defined as a teaching position which is either newly created or which is unfilled for the following school year because of death, retirement, resignation, termination, or non-renewal; and which the Board intends to fill.
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VACANCY AND POSTING. Vacancy postings for current and new positions with a job description shall be given through the College email to the Union Co-Presidents within three (3) working days prior to being posted. When the position is filled, the Union Co-Presidents will be notified pursuant to Section 3.5 of this Agreement. A vacancy is defined as an opening in an established or newly created position. When a vacancy occurs, the Human Resources Department will post the vacancy in a timely manner, not to exceed ten (10) working days after final approval of when the position is received by the Human Resources Department. Exceptions may be made for full-time position(s) in grant funded and performance based departments/areas. Management reserves the right to replace vacant full-time position(s) in grant funded and performance-based departments/areas contingent upon funding. Notification of such vacancy will be posted in a prominent place on the Joliet Junior College website. Positions will be posted for a minimum of four (4) working days prior to interviewing any applicants from outside the College. Notice of an opening will include the availability of a complete job description and grade level of the position. Any full-time or part-time bargaining unit employee applying for a position must do so in compliance with College application processes. Applicants for positions within the Campus Police Department will also complete all additional questionnaires as required by Campus Police and will be subject to complete background checks, investigations, and police department hiring requirements. It is the intention of the parties that job duties and responsibilities on the vacancy posting for current positions shall be consistent with the job duties and responsibilities for that position when it became vacant. Under normal circumstances, and excluding approved leaves, temporary replacements for full-time or part-time bargaining unit position(s) will not exceed thirty (30) working days. If the position(s) is not filled, the Chief Human Resources Officer, in consultation with the appropriate supervisor, will discuss reasons for extending the temporary position(s) with the Co-Presidents of the Union. This extension should not exceed sixty (60) working days. If the position is still not filled, the Chief Human Resources Officer, in consultation with the appropriate supervisor, will discuss reasons for further extending the temporary positions(s) with the Co-Presidents of the Union. Full-tim...
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VACANCY AND POSTING. The superintendent shall prepare a list of all vacancies within the bargaining unit as soon as they become known or they are reasonably anticipated. Notice of the vacancies will be posted. The information to be included in the posted vacancies are: positions available, requirements for position, deadline for submission of application, effective or projected starting dates, and any additional pertinent information. Applicants from current full˗time or part˗time employees shall be given first consideration. A new application shall be necessary for each position posted. Such applications shall be submitted to the superintendent by 4 p.m. of the deadline for submission of applications. Secondary vacancies, which may arrive from the award of a bid, will be posted for a period of five
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VACANCY AND POSTING. For the purposes of this Agreement, a vacancy is created when the Employer determines to increase the work force and to fill any new position(s) in the bargaining unit, or when the Employer determines to replace an incumbent who has been promoted, resigns, retires or is terminated. Whenever a vacancy occurs or whenever the City creates a new bargaining unit position, the City will first attempt to fill the position internally by offering the position to all bargaining unit members, including those in layoff status. It must be posted internally for no less than five (5) days prior to seeking candidates outside the bargaining unit. If no qualified bargaining unit member bids on the open position, it will be offered to the most senior qualified bargaining unit member in layoff status. Current bargaining unit members will be considered for all vacancies posted. In the event that the qualifications, as established by the Civil Service Commission for a position, include an education component an internal bidder may not possess, the City shall count experience with the City equivalent to said educational requirement. In the event that all applicants are equal, the Bargaining Unit Member with the greatest seniority as defined in accordance with Article IX will be awarded the position. The parties also agree that positions shall be filled with an entry level position when no one employed by the City and in our bargaining unit qualifies under the above procedure. It is understood that when Bargaining Unit Members are hired from the outside at the I level, they will work for one (1) year at that title until the Bargaining Unit Member reaches the appropriate title as reflected in Schedule A for that location.
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VACANCY AND POSTING 
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Related to VACANCY AND POSTING

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  • VACANCIES AND JOB POSTINGS 17.01 When a job vacancy or vacancies occur within the bargaining unit and the Employer intends to fill the vacancy, the Employer will post an announcement of such vacancy or vacancies on all Union bulletin boards. Said postings shall remain posted for a period of five (5) working days. The announcement shall contain the job title of the vacancy, a brief job description and the rate of pay, and the date of the posting and bid deadline date.

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  • Notice of Changed Positions In the event that the Employer introduces significant changes to an existing job such that the job description is substantially altered, the Employer shall give written notice to the Union outlining the changes which have taken place, along with the Employer's proposal for a change in the wage rate, if any. Should the Union object to the proposed wage rate, such objection to the wage rate must be made in writing, within thirty (30) days of notification by the Employer. If no written objection is received by the Employer, then the wage rate shall be considered as agreed to. If the wage rate proposed by the Employer for the changed job is revised as a result of negotiation or arbitration, then the revised wage rate shall be effective from the date on which the changes were implemented.

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