JOB POSTING SYSTEM Clause Samples

The JOB POSTING SYSTEM clause establishes the framework and requirements for how job openings are advertised and managed within an organization or through a service. Typically, it outlines the procedures for submitting, reviewing, and publishing job postings, and may specify the platforms or systems to be used, eligibility criteria, and approval processes. By formalizing these steps, the clause ensures consistency, transparency, and fairness in the recruitment process, helping to prevent misunderstandings and streamline hiring operations.
JOB POSTING SYSTEM a) All occupational classifications are either ladder or non-ladder classifications. The ladder classifications are as set out in Schedule “D” and the non-ladder occupational classifications area as set out in Schedule “I.” Before making any change to Schedule “D” or “I” the Company will discuss the change with the Local Union. Any permanent vacancy in a non-ladder classification, in a ladder classification which is the entry to the ladder or in a ladder classification where the Company cannot fill the vacancy from within the ladder, will be posted electronically on the Company’s Intranet for a period of six (6) working days during which time employees, including those absent from work because of illness, vacation or leave of absence may apply. For the purposes of electronic job postings a “working day” means a weekday, Monday to Friday. The notice will include: i) the classification and an outline of the principal qualifications and duties, ii) the pay grade, iii) the location, iv) the shift and the hours of work. b) In deciding which applicant, if any, it will choose to fill the vacancy, the Company will consider the following: i) the seniority of each applicant; ii) the requirements and efficiency of operations and the qualifications, ability and skill of the applicants to perform the work required. If two or more applicants satisfy Subsection (b) (ii) equally, the applicant with the greatest seniority will be awarded the vacancy. Where no applicant is selected, the Company may fill the vacancy with another employee or individual. Where the Company elects to fill the vacancy with an employee, it will, subject to the requirements and efficiency of operations, appoint the junior employee who has the qualifications, skill and ability to perform the required work and for whom the appointment will not result in a demotion. c) It is understood that an employee cannot apply for a job vacancy that is a lateral bid if: i. the employee has been the successful applicant in another lateral bid, other than a one-time lateral bid due to a change in shift schedule, within the last twelve (12) months, or ii. the vacancy is one resulting from a successful lateral bid by another employee, or iii. the employee was newly hired into a full time position within the past twelve (12) months. For the purposes of this Agreement, a lateral bid will be considered a bid within the same occupational classification or a bid to a classification within the ladder that contains the empl...
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JOB POSTING SYSTEM a) All occupational classifications are either ladder or non-ladder classifications. The ladder classifications are as set out in Schedule "D" and the non-ladder occupational classifications area as set out in Schedule “I”. Before making any change to Schedule "D" or “I” the Company will discuss the change with the Local Union. Any permanent vacancy in a non-ladder classification, in a ladder classification which is the entry to the ladder or in a ladder classification where the Company cannot fill the vacancy from within the ladder, will be posted on the bulletin boards for a period of ten (10) days during which time employees, including those absent from work because of illness, vacation or leave of absence may apply. The notice will include: i) the classification and an outline of the principal qualifications and duties, ii) the pay grade, iii) the location, iv) the shift and the hours of work.
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Related to JOB POSTING SYSTEM

  • JOB POSTING 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 (7) consecutive calendar days. Applications for such vacancy shall be made in writing within the seven (7) day period referred to herein. Where the end of the seven (7) days falls on a weekend, or a holiday (as defined in Article L.18.1), the posting will close on the first business day following. The postings shall stipulate the job title, department, campus, status, number of vacancies, shift rotation where applicable, classification, rate of pay, normal requirements of the position, work location where applicable as determined by the Employer (unit, work area, sector), and normal hours of work. A copy of the job description for the position shall be made available for review by an interested applicant by the Human Resources Department upon request. A copy of all job postings shall be emailed to the local Union office the day prior to the initial posting of the position. It is understood that the hours of work on the job posting is for information purposes only. The Hospital agrees that it shall post permanent vacant positions within thirty (30) calendar days of the position becoming vacant, unless the Hospital provides the Union notice under Article 9.08 of its intention to eliminate the position. In matters of promotion and staff transfer appointment shall be made of the senior applicant able to meet the normal requirements of the job. Successful employees need not be considered for other vacancies within a six (6) month period unless an opportunity arises which allows the employee to change his or her permanent status. The name of the successful applicant will be posted on the bulletin boards for a period of seven (7) calendar days. Where there are no successful applicants from within this bargaining unit for vacant positions referred to in this Article, employees in other CUPE bargaining units at the Hospital will be selected in accordance with the criteria for selection above, prior to considering persons who are not member of CUPE bargaining units at the Hospital. The employees eligible for consideration shall be limited to those employees who have applied for the position in accordance with this Article, and selection shall be made in accordance with this Article. The successful applicant shall be allowed a trial period of up to thirty (30) days, 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. The vacancy resulting from the posting may be filled on a temporary basis until the trial period is completed. A list of vacancies filled in the preceding month under this Article and the names of the successful applicants will be posted, with a copy provided to the Union.

  • Job Postings The employee may apply for a job posting at either home based on their seniority at the designated employer. The vacancy will be filled in accordance with Article 9 of the collective agreement. Where seniority is the deciding factor the most senior candidate will be selected regardless of which home her/his seniority was accumulated.

  • Hosting Services NCR Voyix shall furnish facilities, equipment, computer programs and services, as specified from time to time by NCR Voyix, that NCR Voyix deems necessary for operation and maintenance of the System (collectively, the “Hosting Services”).

  • Functionality Customer is entitled to additional functionality previously purchased or bundled with the software if available in the version or update released on or after the start date of the Agreement. Customer acknowledges that certain functionality in current and previous software versions may not be available in future upgrades. Added functionality may require additional paid services (clinical and technical) to configure and support.

  • Contract Database Metadata Elements Title: Sayville Union Free School District and Sayville Union Free School Custodial and Maintenance Employees Unit, United Public Service Employees Union (UPSEU), Local 424 (2011) Employer Name: Sayville Union Free School District Union: Sayville Union Free School Custodial and Maintenance Employees Unit, United Public Service Employees Union (UPSEU) Local: 424 Effective Date: 07/01/2011 Expiration Date: 06/30/2015 PERB ID Number: 6131 Unit Size: 55 Number of Pages: 24 For additional research information and assistance, please visit the Research page of the Catherwood website - ▇▇▇▇://▇▇▇.▇▇▇.▇▇▇▇▇▇▇.▇▇▇/library/research/ For additional information on the ILR School - ▇▇▇▇://▇▇▇.▇▇▇.▇▇▇▇▇▇▇.▇▇▇/ 55 People TABLE OF CONTENTS ARTICLE Page XXII ANNUAL LEAVE DAYS 14 XXV BREAKS 18 XXVI CIVIL SERVICE LAW ARTICLE SECTION 75 18 XXVIII DURATION 19 XIV EMERGENCY WORK 11 XXI FOUL WEATHER CLOTHING 14 XI GRIEVANCE PROCEDURE 9 XVI HIGHER JOB CLASSIFICATION 12 XVIII HOLIDAYS 13 XV HOLIDAY AND WEEKEND BUILDING CHECKS 12 V INSURANCE 4 X LAYOFF, DISPLACEMENT AND RECALL ORDER 8 VII MANAGEMENT RIGHTS 7 XXVII MISCELLANEOUS 19 XVII NOTICES OF PROMOTIONS 13 XIII OVERTIME 10 II PAYROLL DEDUCTIONS 1 III PERSONNEL FILES 2 XXIV PHYSICAL EXAMINATIONS 18 XXIII RETIREMENT 16 IX STRIKES AND LOCKOUTS 7 XIX VACATIONS 13 XX VISITATION 14 IV WAGES 3 VI WORKERS' COMPENSATION 6 XII WORKWEEK 10 VIII WRITTEN BOARD POLICY 8 APPENDIX A 20 4/20/2016 AGREEMENT made and entered into this day of November 2013 between the SAYVILLE UNION FREE SCHOOL DISTRICT (hereinafter referred to as the “District”) and United Public Service Employees Union, ▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇▇▇▇, N.Y. 11779 (hereinafter referred to as the “Union”).