Filling Openings Clause Samples

Filling Openings. The employer shall not fill a position from outside the district until present qualified custodians are given the opportunity in order of seniority to be considered for the position. The school district will consider job skills and work performance when filling vacant positions. The employer will make the final decision and will consider applicable qualifications, job skills, and acceptable past job performance in filling the vacancy. It is agreed the district will be fair and equitable in administering this agreement. Any internal applicant who is not awarded a position will upon request be provided a written explanation.
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Filling Openings. The District shall create a sub-list from those employees who showed an interest in working during the summer session but were not placed in a position for the summer.
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Filling Openings. Managers and assistant managers will grant and confirm incentive pay on a first come, first serve basis using a collaboratively developed system for providing equitable opportunity for this extra work.
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Filling Openings. Managers and assistant managers ▇▇▇▇ ▇▇▇▇▇ and confirm incentive pay on a first come, first serve basis using a collaboratively developed system for providing equitable opportunity for this extra work.
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Filling Openings a) An Opening will be filled by a qualified employee who has bid or applied for such opening. If there are two (2) or more qualified employees, the more senior employee shall be awarded the opening. b) If an opening, cannot be filled through the provisions of this section, it may be filled by the individual consent of an employee or at the discretion of the Company. In any event if the opening is not filled within a six month period after posting, a new posting must be made. c) The Company will determine the size and composition of its workforce and will determine when an opening exists. The Company need not act on bids or applications if an opening ceases to exist after posting.
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Filling Openings. If the job opening is to be filled, the County will determine the successful applicant through a competitive process which shall beinaccordance with County policy. Allthings being equal, seniority shall bethe determining factor. Short-term employees may behired and paid as determined by the County providing none of the members of the bargaining unit are displaced.
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Filling Openings. 18.2.1 When it is determined that a student will continue through ESY/Summer School, the employee currently working with the student shall be offered the ESY/Summer School position if he/she applied for the position. 18.2.2 If the member did not apply, the position will be offered to the most senior member who did apply for a 1:1 position. 18.2.3 Remaining positions will be assigned by seniority based on positions applied for. 18.2.4 The member will not have the ability to choose between positions applied for. If a member declines the assigned position, he/she will be removed from the applicant list. The member will then be eligible for the substitute list. If the member declines the substitute list, he/she will not be eligible for any ESY/Summer School work. 18.2.5 All unfilled positions will be posted on the District’s website for external candidates. 18.2.6 The District shall create a sub-list from those employees who showed an interest in working during the ESY session, but were not placed into a position for the summer. The sub-list shall be in order of overall bargaining unit seniority. 18.2.7 Summer work will be paid at the highest Step of Level A. Members who work Level A positions will get an additional $1.05 per hour. For the summer of 2014 members will be paid under the terms of the FY2008-2014 contract.
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Related to Filling Openings

  • Job Openings The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members. 17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request. 17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised. 17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges. 17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews. 17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications. 17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC ▇▇▇-▇▇-▇▇▇. C. A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. 2. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten