Common use of Job Posting Process Clause in Contracts

Job Posting Process. (a) When a full-time job needs to be posted to achieve the ratio FT/PT as mentioned above or when a vacancy in a position which is likely to remain open for over thirty (30) calendar days (or such longer period as the parties may mutually agree), notice of such vacancy shall be posted wherever possible, within seven (7) calendar days of the vacancy arising and shall remain posted for seven (7) calendar days on the bulletin board(s) provided for on the premises for that purpose. (b) Once a position is posted it shall be deemed that the Employer intends to replace such position. (c) Employees may apply in writing within the seven (7) calendar days for such job on the necessary form provided by the Employer. (d) The Employer shall have seven (7) calendar days after the expiration of the posting to select the successful applicant and another seven (7) calendar days to post on the same bulletin board(s) the name and length of service of the successful applicant. The Employer may request extensions of these seven (7) calendars days periods and the Union agrees not to unreasonably refuse such request. (e) If no applications are made, the Employer shall then be free to offer such vacancy to an employee from inside the bargaining unit regardless of their seniority, ability and competence or to a person outside the bargaining unit. (f) Upon request, the Employer shall provide the Union or Union ▇▇▇▇▇▇▇ with a copy of such vacancy posting. (g) Upon request, the Employer shall provide the Union with a list of applicant(s). (h) Where the senior employee is not chosen, the Employer will inform the ▇▇▇▇▇▇▇ before announcing the name of the successful applicant. Any employee who applies for the job and was not chosen may, within seven (7) calendar days after the successful applicant has been declared, lodge a grievance in accordance with the Grievance Procedure. (i) The incumbent shall receive the start rate of the full-time classification or whatever level on the scale that would provide such employee an increase and progress on the full-time wage scale thereafter. In any event such employee shall not receive less increase thereafter than they would have received if such employee would have remained part-time employee. (j) The Employer agrees to provide a reasonable familiarization period of four (4) weeks to the successful applicant.

Job Posting Process. (a) When a full-time job needs to be posted to achieve the ratio FT/PT Except as mentioned above or when a vacancy provided in a position which is likely to remain open for over thirty (30) calendar days (or such longer period as the parties may mutually agreeParagraph 7(d), notice Paragraph 48(h), and except when new jobs are created by demotions or assignments due to disciplinary action or due to an employee becoming unable to fulfill the requirements of such vacancy the employee’s job, vacancies or new jobs in any classification above that of a Helper covered by this Agreement shall be posted wherever possiblewithin fifteen (15) days of the date of occurrence of the vacancy or establishment of the new job, within at the defined posting location for a period of fourteen (14) calendar days. For the purpose of this provision once the job has been posted it must be filled. b) If a job is discontinued or posted as “posted in error”, a proper and full explanation should be made on the job award posting at the defined posting locations. (1) Any employee working in one of the classifications in Exhibit “A” may apply for a job using an on-line application system, a 24-hour answering machine or by submitting the application to a Bargaining Unit Clerk for entry using the on-line system. The application must be received by midnight of the fourteenth (14) calendar day following the posting. A receipt will be sent to the applicant’s FPL email address; additionally, the Bargaining Unit Clerk can print a receipt for the applicant. It is the responsibility of the applicant to verify application information is accurate. (2) Applications may be made by active Bargaining Unit employees only (not while on leave of absence or relieving out of the Bargaining Unit), utilizing the “online” or Answering Machine (AM) application process. Employees may verify their respective “status” e.g. qualified in the Job Posting system with assistance of the Bargaining Unit Clerk. d) After the fourteen (14) day posting period, the list of applicants shall be frozen. Upon request each applicant will be provided a list of all applicants for the position, sorted by seniority. The position will be placed in the “Pending Award” status. Applicants shall have until seven (7) calendar days of from the vacancy arising and shall remain posted for seven (7) calendar days on time the bulletin board(s) provided for on position enters the premises for that purpose. (b) Once a “Pending Award” status to Accept or Decline the position. The applicant can accept or reject the position utilizing the on-line application system, the 24-hour answering machine or by having the Bargaining Unit Clerk make entry using the on-line system. If no notice is posted it received, the employee shall be deemed that to have declined the Employer intends position. The Company will allow the employee one scheduled workday (8, 10, 12) hours of paid time to replace such positiontravel to the new work location outside of the sixty-five (65) mile radius. The following will apply: • The employee will not be compensated for mileage. • The employee will check in at the prospective work location. • Allowances for travel will be given up to two (2) times per rolling twelve (12) month period. (c) Employees may apply in writing within the seven (7) calendar days for such job on the necessary form provided by the Employer. (d) The Employer shall have seven (7) calendar days after the expiration of the posting to select the successful applicant and another seven (7) calendar days to post on the same bulletin board(s) the name and length of service of the successful applicant. The Employer may request extensions of these seven (7) calendars days periods and the Union agrees not to unreasonably refuse such request. (e) If no applications are made, the Employer shall then All jobs will be free to offer such vacancy to an employee from inside the bargaining unit regardless of their seniority, ability and competence or to a person outside the bargaining unit. (f) Upon request, the Employer shall provide the Union or Union ▇▇▇▇▇▇▇ with a copy of such vacancy posting. (g) Upon request, the Employer shall provide the Union with a list of applicant(s). (h) Where the senior employee is not chosen, the Employer will inform the ▇▇▇▇▇▇▇ before announcing the name of the successful applicant. Any employee who applies for the job and was not chosen may, within seven (7) calendar days after the successful applicant has been declared, lodge a grievance awarded in accordance with Paragraph 17 of the Grievance ProcedureM.O.A. within twenty-one (21) days of the initial posting, with the exception of Apprentice positions which will be awarded in accordance with Paragraph 17 of the M.O.A. under the direction of the Business Unit Joint Apprentice Committee. Jobs that cannot be awarded in accordance with Paragraph 17 of the M.O.A. within twenty-one (21) days of the initial posting that have an unforeseen unique circumstance will be discussed and mutually resolved by the Business Manager of the Union and the Director of Labor Relations. (if) The incumbent answering machine shall receive the start rate of the fullbe available twenty-time classification or whatever level on the scale that would provide such employee an increase and progress on the fullfour (24) hours a day, three hundred sixty-time wage scale thereafter. In five (365) days a year to any event such employee shall not receive less increase thereafter than they would have received if such employee would have remained part-time Bargaining Unit employee. g) Employees’ applications are automatically reviewed by the system to verify that the applicant is qualified for the position. The Job Posting system will show the application as “Not Qualified” if the employee does not meet the minimum job criteria. If there is a dispute as to the qualifications when the employee is shown by the system as not qualified, he/she shall notify the job criteria committee. h) The Job Criteria Committee shall resolve disputes arising from qualifications in regards to applications and awards. (The intent is to address job awards up front to reduce grievances). The Job Criteria Committee may, at its discretion, do a periodic review of the job awards for consistency. Nuclear 25 The minimum requirement for the classification of Production Tech – M, E, and I (s) have been changed to allow those who have held the classification of , or has the qualifications to hold the classification of Mechanic, Electrician, or Instrument Control Specialist Technician or equivalent. This change will allow Maintenance Technicians to apply for Production Technician positions and be offered after any qualified Production employee who meets the minimum requirements. i) Employees in Power Systems will be given sixteen (16) days following a job award to report to the new work location. In PGBU and Nuclear, employees will be given nineteen (19) days. If mutually, agreeable, less than sixteen/nineteen (16/19) days or extension over sixteen/nineteen (16/19) days may be granted. In staffing situations for startup of new power plants employees will be given ninety (90) days following the job award to report to the new work location. If mutually agreeable, less than ninety (90) days or extensions over ninety (90) days may be granted. Prior to any such postings and awards the Business Manager and Director of Labor Relations will discuss the situation to ensure full disclosure. j) The Employer agrees Employees will be given up to provide a reasonable familiarization period of four (4) weeks to the successful applicant.job awards per rolling twelve

Job Posting Process. (a) When a full-time job needs to be posted to achieve the ratio FT/PT Except as mentioned above or when a vacancy provided in a position which is likely to remain open for over thirty (30) calendar days (or such longer period as the parties may mutually agreeParagraph 7(d), notice Paragraph 48(h), and except when new jobs are created by demotions or assignments due to disciplinary action or due to an employee becoming unable to fulfill the requirements of such vacancy the employee’s job, vacancies or new jobs in any classification above that of a Helper covered by this Agreement shall be posted wherever possiblewithin fifteen (15) days of the date of occurrence of the vacancy or establishment of the new job, within at the defined posting location for a period of fourteen (14) calendar days. For the purpose of this provision once the job has been posted it must be filled. b) If a job is discontinued or posted as “posted in error”, a proper and full explanation should be made on the job award posting at the defined posting locations. (1) Any employee working in one of the classifications in Exhibit “A” may apply for a job using an on-line application system, a 24-hour answering machine or by submitting the application to a Bargaining Unit Clerk for entry using the on-line system. The application must be received by midnight of the fourteenth (14) calendar day following the posting. A receipt will be sent to the applicant’s FPL email address; additionally, the Bargaining Unit Clerk can print a receipt for the applicant. It is the responsibility of the applicant to verify application information is accurate. (2) Applications may be made by active Bargaining Unit employees only (not while on leave of absence or relieving out of the Bargaining Unit), utilizing the “online” or Answering Machine (AM) application process. Employees may verify their respective “status” e.g. qualified in the Job Posting system with assistance of the Bargaining Unit Clerk. d) After the fourteen (14) day posting period, the list of applicants shall be frozen. Upon request each applicant will be provided a list of all applicants for the position, sorted by seniority. The position will be placed in the “Pending Award” status. Applicants shall have until seven (7) calendar days of from the vacancy arising and shall remain posted for seven (7) calendar days on time the bulletin board(s) provided for on position enters the premises for that purpose. (b) Once a “Pending Award” status to Accept or Decline the position. The applicant can accept or reject the position utilizing the on-line application system, the 24-hour answering machine or by having the Bargaining Unit Clerk make entry using the on- line system. If no notice is posted it received, the employee shall be deemed to have declined the position. The Company will allow the employee one scheduled workday (8, 10, 12) hours of paid time to travel to the new work location outside of the sixty-five (65) mile radius. The following will apply: • The employee will not be compensated for mileage. • The employee will check in at the prospective work location. • Allowances for travel will be given up to two (2) times per rolling twelve (12) month period. e) All jobs will be awarded in accordance with Paragraph 17 of the M.O.A. within twenty-one (21) days of the initial posting, with the exception of Apprentice positions which will be awarded in accordance with Paragraph 17 of the M.O.A. under the direction of the Business Unit Joint Apprentice Committee. Jobs that cannot be awarded in accordance with Paragraph 17 of the M.O.A. within twenty-one (21) days of the initial posting that have an unforeseen unique circumstance will be discussed and mutually resolved by the Business Manager of the Union and the Director of Labor Relations. f) The answering machine shall be available twenty-four (24) hours a day, three hundred sixty-five (365) days a year to any Bargaining Unit employee. g) Employees’ applications are automatically reviewed by the system to verify that the Employer intends applicant is qualified for the position. The Job Posting system will show the application as “Not Qualified” if the employee does not meet the minimum job criteria. If there is a dispute as to replace such positionthe qualifications when the employee is shown by the system as not qualified, he/she shall notify the job criteria committee. h) The Job Criteria Committee shall resolve disputes arising from qualifications in regards to applications and awards. (cThe intent is to address job awards up front to reduce grievances). The Job Criteria Committee may, at its discretion, do a periodic review of the job awards for consistency. The minimum requirement for the classification of Production Tech – M, E, and I (s) have been changed to allow those who have held the classification of , or has the qualifications to hold the classification of Mechanic, Electrician, or Instrument Control Specialist Technician or equivalent. This change will allow Maintenance Technicians to apply for Production Technician positions and be offered after any qualified Production employee who meets the minimum requirements. i) Employees in Power Systems will be given sixteen (16) days following a job award to report to the new work location. In PGBU and Nuclear, employees will be given nineteen (19) days. If mutually, agreeable, less than sixteen/nineteen (16/19) days or extension over sixteen/nineteen (16/19) days may be granted. In staffing situations for startup of new power plants employees will be given ninety (90) days following the job award to report to the new work location. If mutually agreeable, less than ninety (90) days or extensions over ninety (90) days may be granted. Prior to any such postings and awards the Business Manager and Director of Labor Relations will discuss the situation to ensure full disclosure. j) Employees will be given up to four (4) job awards per rolling twelve (12) month period. Employees who have been relocated through an involuntary roll will have unlimited job awards for a period of one year from the date of the roll. Apprenticeship jobs will not count as one of the “four (4) awards”. k) The Company will post at defined posting location the awarded applicant’s name, seniority, prior work location and reporting date. The Business Manager for the Union and each Local Union l) An employee will be allowed ten (10) days from date of the award posting in which to file a protest in writing. Any employee with sufficient seniority who was not at work or who was at a work location where the job was not posted at the defined posting location and who would have been eligible to apply for the position during the posting period shall be considered to have filed application for the job, if he/she so desires. Such employee may file a protest in writing within ten (10) days after his/her return. All job postings for at least six (6) months will be available for review on-line at any time. m) If any employee is on record with the seven (7) calendar days Director of Labor Relations and the Business Manager of the Union in writing as desiring to change departments, specifying the desired location or locations, the employee will be considered to have bid a posted position or applied for any entry level position. In order to be eligible for such transfers, the employee must renew the employee’s application to the Company and the Union annually. Each employee may submit no more than one request and two revisions to the employee’s initial request per calendar year commencing January 1st. An employee will become ineligible for transfer for the remainder of the year upon refusal or acceptance of an NQA job on the necessary form provided by the Employer. (d) The Employer shall have seven (7) calendar days after offer or upon the expiration of the posting employee’s request as of December 31st of each year, whichever comes first. If finally sustained in the job, the employee’s seniority will be transferred to select the successful applicant and another seven department to which the employee transfers. If the job is not filled in the above manner, it will then be reposted in accordance with the Job Posting Process. n) Jobs which have no applicants or no qualified applicants within the department will be posted as “No Applicant” (7) calendar days to post on the same bulletin board(s) the name and length of service of the successful applicantNA). The Employer may request extensions Company shall have the right to fill the job from any available source within a period of these seven sixty (760) calendars days periods and in the Union agrees not to unreasonably refuse such requestfollowing manner. (e1) If no applications Employees in Exhibit “A” within the department who are madequalified and have submitted a memo to their Supervisor will be given preference, the Employer shall then be free to offer such vacancy to an employee from inside the bargaining unit regardless of their seniority, ability and competence or to a person outside the bargaining unit. (f) Upon request, the Employer shall provide the Union or Union ▇▇▇▇▇▇▇ with a copy of such vacancy posting. (g) Upon request, the Employer shall provide the Union with a list of applicant(s). (h) Where the senior employee is not chosen, the Employer will inform the ▇▇▇▇▇▇▇ before announcing the name of the successful applicant. Any employee who applies for if the job and was has not chosen may, already been offered. All memos received within seven (7) calendar days after of the successful applicant has been declared, lodge a grievance job being posted as “No Applicant” (NA) will be held by the Job Posting Administrator and the senior employee will be awarded the job. 2) Transfers in accordance with the Grievance ProcedureParagraph 20 (m). 3) Any available source, internal and external. After sixty (i60) The incumbent shall receive days the start rate of job must be reposted (vacant or discontinued) unless there are offers pending. No new offers may be made after the fullsixty (60) day period. If those offers do not result in the position being filled, the Company must repost the position within seventy-time classification or whatever level on five (75) days from the scale that would provide such employee an increase and progress on the full-time wage scale thereafter. In any event such employee shall not receive less increase thereafter than they would have received if such employee would have remained part-time employee“No Applicant” posting. (j) The Employer agrees to provide a reasonable familiarization period of four (4) weeks to the successful applicant.