Common use of Lines of Progression Clause in Contracts

Lines of Progression. (a) There will be two (2) types of Job Postings within a Lines of Progression. i) Entry Level Job Postings ◼ ii) Departmental Job Postings ▲ (b) To be eligible to post on Departmental job postings or to advance through the lines of progression, the employee must be in the new department for a minimum of six (6) calendar months. (c) The Company will not be required to post positions above jobs marked with a square in the Lines of Progression charts with the exception of those defined by a triangle provided: 1) there is an eligible qualified employee within that Line of Progression; 2) failing the above, there is a qualified employees within that line of progression. Where an eligible qualified employee or a qualified employee in that line of progression is awarded the job, the Company will post the name and seniority date of the employee who is awarded the job. If there are no eligible qualified employees or qualified employees within that Line of Progression the Company will post the job in accordance with Article 6.06. (a) Permanent vacancies in a Line of Progression above the job defined with a triangle in mine operations and above those jobs defined by a square in all other departments shall be filled by the eligible qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. Failing this the job shall be filled by the qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. (b) Temporary vacancies in excess of one (1) shift shall be filled by the senior qualified employee on that shift in that Line of Progression. (c) Temporary vacancies or assignments of one (1) shift or less may be filled by any qualified person. (d) Temporary job postings resulting from a permanent job temporarily vacated for any reason will not normally exceed three hundred sixty-five (365) days. Temporary job postings resulting from the jobs created by the Company for a specific purpose(s) will not normally exceed three hundred sixty-five (365) days. The above times may be extended with mutual agreement between the Union and the Company. (a) Employees, except those in Trainee positions have the right to freeze themselves in the Line of Progression. Employees who exercise the right to freeze will sign a waiver form supplied by the Company and submit it to their supervisor. (b) Employees who elect to freeze must remain frozen at least until the next employee in the Line of Progression has completed their training in the position that the frozen employee would normally have been trained on. (a) In the event an employee in a Trainee Position who has not completed all the prescribed training hours elects not to advance in a Line of Progression, or is unsuccessful in completing the training, the employee will be removed from further training. (b) Employees who bid on positions that result in a change of classification and are unsuccessful in either completing the training or in performing the duties for the new classification will be returned to their former position if it remains vacant. Failing such a vacancy, the employee will be re-assigned to a vacant position for which they are qualified in their new department, and failing that, to a vacant position for which they are qualified elsewhere in the Company.

Lines of Progression. (a) There will be two (2) types of Job Postings within a Lines of Progression. i) Entry Level Job Postings ◼ ii) Departmental Job Postings ▲ (b) To be eligible to post on Departmental job postings or to advance through the lines of progression, the employee must be in the new department for a minimum of six (6) calendar months. (c) The Company will not be required to post positions above jobs marked with a square in the Lines of Progression charts with the exception of those defined by a triangle provided: 1) there is an eligible qualified employee within that Line of Progression; 2) failing the above, there is a qualified employees within that line of progression. Where an eligible qualified employee or a qualified employee in that line of progression is awarded the job, the Company will post the name and seniority date of the employee who is awarded the job. If there are no eligible qualified employees or qualified employees within that Line of Progression the Company will post the job in accordance with Article 6.06. (a) Permanent vacancies in a Line of Progression above the job defined with a triangle in mine operations and above those jobs defined by a square in all other departments shall be filled by the eligible qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. Failing this the job shall be filled by the qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. (b) Temporary vacancies in excess of one (1) shift shall be filled by the senior qualified employee on that shift in that Line of Progression. (c) Temporary vacancies or assignments of one (1) shift or less may be filled by any qualified person. (d) Temporary job postings resulting from a permanent job temporarily vacated for any reason will not normally exceed three hundred sixty-five (365) days. Temporary job postings resulting from the jobs created by the Company for a specific purpose(s) will not normally exceed three hundred sixty-five (365) days. The above times may be extended with mutual agreement between the Union and the Company. (a) Employees, except those in Trainee positions have the right to freeze themselves in the Line of Progression. Employees who exercise the right to freeze will sign a waiver form supplied by the Company and submit it to their supervisor. (b) Employees who elect to freeze must remain frozen at least until the next employee in the Line of Progression has completed their his training in the position that the frozen employee would normally have been trained on. (a) In the event an employee in a Trainee Position who has not completed all the prescribed training hours elects not to advance in a Line of Progression, or is unsuccessful in completing the training, the employee he will be removed from further training. (b) Employees who bid on positions that result in a change of classification and are unsuccessful in either completing the training or in performing the duties for the new classification will be returned to their former position if it remains vacant. Failing such a vacancy, the employee will be re-assigned to a vacant position for which they are he is qualified in their his new department, and failing that, to a vacant position for which they are he is qualified elsewhere in the Company.

Lines of Progression. (a) There will be two (2) types of Job Postings within a Lines of Progression. i) Entry Level Job Postings ◼ ii) Departmental Job Postings ▲ (b) To be eligible to post on Departmental job postings or to advance through the lines of progression, the employee must be in the new department for a minimum of six (6) calendar months. (c) The Company will not be required to post positions above jobs marked with a square in the Lines of Progression charts with the exception of those defined by a triangle provided: 1) there is an eligible qualified employee within that Line of Progression; 2) failing the above, there is a qualified employees within that line of progression. Where an eligible qualified employee or a qualified employee in that line of progression is awarded the job, the Company will post the name and seniority date of the employee who is awarded the job. If there are no eligible qualified employees or qualified employees within that Line of Progression the Company will post the job in accordance with Article 6.06. (a) Permanent vacancies in a Line of Progression above the job defined with a triangle in mine operations and above those jobs defined by a square in all other departments shall be filled by the eligible qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. Failing this the job shall be filled by the qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. (b) Temporary vacancies in excess of one (1) shift shall be filled by the senior qualified employee on that shift in that Line of Progression. (c) Temporary vacancies or assignments of one (1) shift or less may be filled by any qualified person. (d) Temporary job postings resulting from a permanent job temporarily vacated for any reason will not normally exceed three hundred sixty-five (365) days. Temporary job postings resulting from the jobs created by the Company for a specific purpose(s) will not normally exceed three hundred sixty-five (365) days. The above times may be extended with mutual agreement between the Union and the Company. (a) Employees, except those in Trainee positions have the right to freeze themselves in the Line of Progression. Employees who exercise the right to freeze will sign a waiver form supplied by the Company and submit it to their supervisor. (b) Employees who elect to freeze must remain frozen at least until the next employee in the Line of Progression has completed their his training in the position that the frozen employee would normally have been trained on. (a) In the event an employee in a Trainee Position who has not completed all the prescribed training hours elects not to advance in a Line of Progression, or is unsuccessful in completing the training, the employee he will be removed from further training. (b) Employees who bid on positions that result in a change of classification and are unsuccessful in either completing the training or in performing the duties for the new classification will be returned to their former position if it remains vacant. Failing such a vacancy, the employee will be re-assigned to a vacant position for which they are he is qualified in their his new department, and failing that, to a vacant position for which they are he is qualified elsewhere in the Company.

Lines of Progression. (a) There will be two (2) types of Job Postings within a Lines of Progression. i) Entry Level Job Postings ◼■ ii) Departmental Job Postings ▲ (b) To be eligible to post on Departmental job postings or to advance through the lines of progression, the employee must be in the new department for a minimum of six (6) calendar months. (c) The Company will not be required to post positions above jobs marked with a square in the Lines of Progression charts with the exception of those defined by a triangle provided: 1) there is an eligible qualified employee within that Line of Progression; 2) failing the above, there is a qualified employees within that line of progression. Where an eligible qualified employee or a qualified employee in that line of progression is awarded the job, the Company will post the name and seniority date of the employee who is awarded the job. If there are no eligible qualified employees or qualified employees within that Line of Progression the Company will post the job in accordance with Article 6.06. (a) Permanent vacancies in a Line of Progression above the job defined with a triangle in mine operations and above those jobs defined by a square in all other departments shall be filled by the eligible qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. Failing this the job shall be filled by the qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. (b) Temporary vacancies in excess of one (1) shift shall be filled by the senior qualified employee on that shift in that Line of Progression. (c) Temporary vacancies or assignments of one (1) shift or less may be filled by any qualified person. (d) Temporary job postings resulting from a permanent job temporarily vacated for any reason will not normally exceed three hundred sixty-five (365) days. Temporary job postings resulting from the jobs created by the Company for a specific purpose(s) will not normally exceed three hundred sixty-five (365) days. The above times may be extended with mutual agreement between the Union and the Company. (a) Employees, except those in Trainee positions have the right to freeze themselves in the Line of Progression. Employees who exercise the right to freeze will sign a waiver form supplied by the Company and submit it to their supervisor▇▇▇▇▇▇▇. (b) Employees who elect to freeze must remain frozen at least until the next employee in the Line of Progression has completed their his training in the position that the frozen employee would normally have been trained on. (a) In the event an employee in a Trainee Position who has not completed all the prescribed training hours elects not to advance in a Line of Progression, or is unsuccessful in completing the training, the employee he will be removed from further training. (b) Employees who bid on positions that result in a change of classification and are unsuccessful in either completing the training or in performing the duties for the new classification will be returned to their former position if it remains vacant. Failing such a vacancy, the employee will be re-assigned to a vacant position for which they are he is qualified in their his new department, and failing that, to a vacant position for which they are he is qualified elsewhere in the Company.

Lines of Progression. (a) There will be two (2) types of Job Postings within a Lines of Progression. i) Entry Level Job Postings ◼■ ii) Departmental Job Postings ▲ (b) To be eligible to post on Departmental job postings or to advance through the lines of progression, the employee must be in the new department for a minimum of six (6) calendar months. (c) The Company will not be required to post positions above jobs marked with a square in the Lines of Progression charts with the exception of those defined by a triangle provided: 1) there is an eligible qualified employee within that Line of Progression; 2) failing the above, there is a qualified employees within that line of progression. Where an eligible qualified employee or a qualified employee in that line of progression is awarded the job, the Company will post the name and seniority date of the employee who is awarded the job. If there are no eligible qualified employees or qualified employees within that Line of Progression the Company will post the job in accordance with Article 6.06. (a) Permanent vacancies in a Line of Progression above the job defined with a triangle in mine operations and above those jobs defined by a square in all other departments shall be filled by the eligible qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. Failing this the job shall be filled by the qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. (b) Temporary vacancies in excess of one (1) shift shall be filled by the senior qualified employee on that shift in that Line of Progression. (c) Temporary vacancies or assignments of one (1) shift or less may be filled by any qualified person. (d) Temporary job postings resulting from a permanent job temporarily vacated for any reason will not normally exceed three hundred sixty-five (365) days. Temporary job postings resulting from the jobs created by the Company for a specific purpose(s) will not normally exceed three hundred sixty-five (365) days. The above times may be extended with mutual agreement between the Union and the Company. (a) Employees, except those in Trainee positions have the right to freeze themselves in the Line of Progression. Employees who exercise the right to freeze will sign a waiver form supplied by the Company and submit it to their supervisor. (b) Employees who elect to freeze must remain frozen at least until the next employee in the Line of Progression has completed their training in the position that the frozen employee would normally have been trained on. (a) In the event an employee in a Trainee Position who has not completed all the prescribed training hours elects not to advance in a Line of Progression, or is unsuccessful in completing the training, the employee will be removed from further training. (b) Employees who bid on positions that result in a change of classification and are unsuccessful in either completing the training or in performing the duties for the new classification will be returned to their former position if it remains vacant. Failing such a vacancy, the employee will be re-re assigned to a vacant position for which they are qualified in their new department, and failing that, to a vacant position for which they are qualified elsewhere in the Company.

Lines of Progression. (a) There A line of progression consists of a series levels, beginningwith classification and ending with the appropriate top of the line classification. New employees or present employees who have been selected with the required qualifications,enter a progression line to fill job vacancies, either at classification or at the level within the line for which they qualify. Each employee in a non-complement progression line receives training appli- cable to his job, to enable him to progress to the top rate within his line, on the basis of demonstrated ability to meet the job standards. In addition,in the case of employees who enter a line of progression as a result of retrogres- sion from another line, progress will be two (2) types based on previous experience and demonstrated ability to meet the job standards. The lines of progression are shown on the attached chart. A number of job classifications on the plant site do not have accompanying progressions. They vary from those that do not require a skill to those into which people bring their skills. These classifications are listed on the attached chart. Job Postings Posting Jobopportunities occur at Level in the various lines of progression and in a number of jobs for which there are no progressions. The following job classifications are posted: Power Services Trainee Engineering Stores Equipment Mechanic Analyst ControllerTrainee Employees are made aware of these openings through job posting, and are offered the opportunity to make application based on a desire to move into a new line Jobopportunitiesare normally made available to Site employees before outside recruiting is carried out. Job vacancies referred to in this procedure are only those of expected dura- tion over days under the terms of Article XI, Clause of the Agreement with Local Whenever there is an opening for any of the jobs listed above, the job opening will be posted on the bulletin boards for a minimum of seven days. If an additional opening occurs within one month from the last day of the posting for a job in the same classification and qualifications, no further notice shall be posted. Applicants for the original job, which was posted,will automatically be considered for any additional openings that occur during this time period. Selection of successful applicants and their transfer to the posted position will take place within a Lines reasonable period For the purposes of Progression. iretrogression,those successful applicants, whose transfer is delayed because of business need,will have the same classification (level) Entry Level as junior successful applicants for that posting. This would apply for the period of time it takes to attain the top level in their new progression. Job Postings ◼ iiPosting as described in Section B of the Job Posting and Retrogression Procedure, will continue to be in effect during periods when employees are on notice of retrogression and/or Employees who successfully apply to enter the Analyst Controller Controllel; Power Engineer Controller; Equipment Operator; Manufacturing Services Controller; Manufacturing Serviceperson,Stores Controller and Fire Inspector Controller lines of progression and who are currently classified in the top level of these lines of progression will enter the new line at the bottom classification level but will receive an hourly rate equivalent to their current classification or the closest hourly rate in the new progression line that is comparable to their current classification rate. In addition, an employee who successfully applies to enter a new line of pro- gression and who has a recognized applicable level of skill and experience may be tested and assigned a rate equivalent to level of competence. The previously noted transfer rate is subject to the following:An employee who is successful in postingto a new job is expected not to engage in further posting activity until such time as has worked at the top classification in currentjob for a period equivalent to the progression period required to attain the top classification of that job. In the event that further postingto another job occurs during this period of time, the successful applicant shall have classification rate reduced by one level for a (one) Departmental Job Postings ▲ (b) To be eligible to post on Departmental job postings year period or to advance the rate of the new job classification,whichever is lesser: The retrogression system is used to provide movement when a reduction of the work force is necessary (see attached chart). The following paragraph from Article XI of the current Agreement with Local describes the retrogression system. It forms the basis from which it is understood that for sufficiently qualified employees, seniority will be the governing factor in a retrogression process. After moving through the lines of retrogression and before lay-off, an employee will be assigned by the Company,according to seniority and subject to the first paragraph clause,to the lowest classification of any job progression,other than the ManufacturingServicepersonjob progression, the employee must (and such assignment may be in the new department for a minimum of six (6) calendar months. (c) The Company will not be required to post positions above jobs marked with a square in the Lines of Progression charts with the exception of those defined by a triangle provided: 1) there is an eligible qualified employee within that Line of Progression; 2) failing the above, there is a qualified employees within that line of progression. Where an eligible qualified employee or a qualified employee in that line of progression is awarded the job, the Company will post the name and seniority date of the employee who is awarded the job. If there are no eligible qualified employees or qualified employees within that Line of Progression the Company will post the job in accordance with Article 6.06. (a) Permanent vacancies in a Line of Progression above the job defined with a triangle in mine operations and above those jobs defined by a square in all other departments shall be filled classification occupied by the eligible qualified employee with the greatest Company least seniority within of all the department employees in the job bottom classifications of the lines of progression) or; if there is no such classification immediately below available to the vacant job. Failing this the job shall be filled by the qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. (b) Temporary vacancies in excess of one (1) shift shall be filled by the senior qualified employee on that shift in that Line of Progression. (c) Temporary vacancies or assignments of one (1) shift or less may be filled by any qualified person. (d) Temporary job postings resulting from a permanent job temporarily vacated for any reason will not normally exceed three hundred sixty-five (365) days. Temporary job postings resulting from the jobs created by the Company for a specific purpose(s) will not normally exceed three hundred sixty-five (365) days. The above times may be extended with mutual agreement between the Union and the Company. (a) Employees, except those in Trainee positions have the right to freeze themselves in the Line of Progression. Employees who exercise the right to freeze will sign a waiver form supplied by the Company and submit it to their supervisor. (b) Employees who elect to freeze must remain frozen at least until the next employee in the Line of Progression has completed their training in the position that the frozen employee would normally have been trained on. (a) In the event an employee in a Trainee Position who has not completed all the prescribed training hours elects not to advance in a Line of Progression, or is unsuccessful in completing the trainingemployee, the employee will be removed from further training. (b) Employees who bid on positions that result in a change of classification and are unsuccessful in either completing the training or in performing the duties for the new classification will be returned to their former position if it remains vacant. Failing such a vacancy, the employee will be re-assigned to a vacant position for which they are qualified one of the following clas- sifications in their new departmentthe following order; based on seniority: Manufacturing Serviceperson,Serviceperson,ServicesTrainee, and failing that, to a vacant position for which they are qualified elsewhere Seniority shall govern in the Company.case of a lay-off from the classifications of Manufacturing Serviceperson, Serviceperson, Services Trainee, Janitor; and The general intent is modified by the following statements,the wording of which was negotiated:

Lines of Progression. (a) There will When a permanent vacancy exists in a line of progression employees shall be two (2) types of Job Postings within a Lines of Progression. i) Entry Level Job Postings ◼ ii) Departmental Job Postings ▲ (b) To be eligible to post on Departmental promoted by job postings or to advance through seniority up the lines of progression, on shift if temporary, by job seniority regardless of shift, if permanent and the entry job to that particular line shall be posted within two (2) working days of the vacancy and shall be posted for a period of three ( 3 ) working days. Employees on vacation, of absence or sick leave, will have the opportunity to apply for such vacancy provided they make their intention known to the Company in writing prior to or during their leave, and such request shall identify the specific job in question. Such vacancies will be filled in accordance with seniority subject to the ability of the employee must to perform the normal duties of the job and be in filled no later than the new department Monday after the end of the posting period subject to the employee's availability as a result of vacations, or sickness. When the permanent transfer of the employee cannot be made as a result of the Company's inability to fill the job position that is now being opened as a result of the successful applicant, the Company may hold the successful applicant back from completing the transfer provided they commence a training program, if required, no later than the Monday when the official end of the job posting period begins. Once a trained replacement is secured, the Company will then complete the job posting transfer by moving the successful applicant into newly acquired position. Any successful applicant will be on trial for a minimum period, not to exceed ten worked days on the position in question. At the end of six this (610) calendar months. ten worked day period the employee may be confirmed for the entry job or if unsatisfactory will be asked to return to his her former classification, or if the employee decides to return to their former job position he she shall be returned to his her former classification and department at his her former rate of pay, as will others who were transferred or promoted by reason of the employees successful application. If confirmed the employee will then be trained for an additional (c20) The Company will not be required to post twenty worked days on the next higher position on that particular line of progression or both higher positions above jobs marked with if the entry job is the beginning of a square in the Lines of Progression charts with the exception of those defined by a triangle provided: 1) there is an eligible qualified employee within that Line of Progression; 2) failing the above, there is a qualified employees within that split line of progression. Where an eligible qualified employee or a qualified employee in that line During the (20) twenty worked days of progression is awarded the job, the Company will post the name and seniority date of training period the employee who will be confirmed satisfactory or deemed unsatisfactory. If deemed unsatisfactory they will be placed back into the general labour pool. If a vacancy is awarded due to and the jobemployee has been off for months or such period as the parties mutually agree to the job will be posted permanently. If the disabled employee returns to work after a month period of disability then the returning employee shall take an open job in the plant. If there are is no eligible qualified open job available then the employee will bump by seniority the most junior employee in the plant subject to the employees or qualified employees within that Line ability to perform the normal requirements of Progression the Company will post the job in accordance with Article 6.06. (a) Permanent vacancies in question. If unable to bump the most junior employee, then the employee returning shall continue to move up the seniority list until they find a Line of Progression above the job defined with a triangle in mine operations and above those jobs defined by a square in all other departments shall be filled by the eligible qualified employee with the greatest Company they can perform or reach their own seniority within the department in the job classification immediately below the vacant jobdate. Failing this the job shall be filled by the qualified employee with the greatest Company seniority within the department in the job classification immediately below the vacant job. (b) Temporary vacancies in excess of one (1) shift shall be filled by the senior qualified employee on that shift in that Line of Progression. (c) Temporary vacancies or assignments of one (1) shift or less may be filled by any qualified person. (d) Temporary job postings resulting from a permanent job temporarily vacated for any reason will not normally exceed three hundred sixty-five (365) days. Temporary job postings resulting from the jobs created by the Company for a specific purpose(s) will not normally exceed three hundred sixty-five (365) days. The above times may be extended with mutual agreement between the Union and the Company. (a) Employees, except those in Trainee positions have the right to freeze themselves in the Line of Progression. Employees who exercise the right to freeze will sign a waiver form supplied by the Company and submit it to their supervisor. (b) Employees who elect to freeze must remain frozen at least until the next employee in the Line of Progression has completed their training in the position that the frozen employee would normally have been trained on. (a) In the event an rare circumstances when the employee in a Trainee Position who has not completed all the prescribed training hours elects not is unable to advance in a Line of Progression, or is unsuccessful in completing the trainingbump, the employee will be removed from further trainingtrained on the job position that the most junior person is on. (b) Employees who bid on positions that result in a change of classification and are unsuccessful in either completing the training or in performing the duties for the new classification will be returned to their former position if it remains vacant. Failing such a vacancy, the employee will be re-assigned to a vacant position for which they are qualified in their new department, and failing that, to a vacant position for which they are qualified elsewhere in the Company.