Posting And Filling Of Vacant Positions Clause Samples

The "Posting and Filling of Vacant Positions" clause outlines the procedures an organization must follow when a job opening arises. Typically, it requires that vacant positions be publicly posted for a specified period, allowing current employees or external candidates to apply, and may detail the selection process or eligibility criteria. This clause ensures transparency and fairness in hiring, helping to prevent favoritism and ensuring that all qualified individuals have an equal opportunity to compete for open roles.
Posting And Filling Of Vacant Positions. In order to expedite filling of vacancies, Employers may elect to post vacancies electronically and/or on paper simultaneously within the Regional Health Authority, other Provincial Regional Health Authorities, and externally. Nonetheless, first consideration, in accordance with Article 21.04, shall still be provided to HSAS applicants from within the geographic boundaries of the Regional Health Authority. (a) Regional Health Authority Posting When a vacancy within a Regional Health Authority is to be filled, it shall first be posted electronically and/or on paper within the Regional Health Authority for a minimum ten (10) calendar days prior to selection, in all workplaces where HSAS members are employed. In filling the vacancy, first consideration shall be given to HSAS applicants employed within the geographical boundaries of the Regional Health Authority, in accordance with Article 21.04. Applicable seniority will be that recognized within the geographical boundaries of the Regional Health Authority. (b) Provincial Posting If the vacancy is not filled within the Regional Health Authority the vacancy shall be posted electronically and/or on paper for as long as the vacancy is open and for a minimum ten (10) calendar days in all Regional Health Authorities and in all workplaces where HSAS members are employed. In filling the vacancy, first consideration shall be given to HSAS applicants employed within the province, in accordance with Article 21.04. Applicable seniority will be that accumulated within the province. Any time and costs associated with attending the interview shall be the responsibility of the Employee. (c) All postings and external advertisements pertaining to HSAS positions shall have the following statement: “Preference for this position will be given to HSAS members in accordance with the terms and conditions of the SAHO/HSAS Collective Agreement”.
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Posting And Filling Of Vacant Positions. When a temporary position on the teaching staff of the district becomes available, the Board shall inform those on the recall list. The Board shall first offer the temporary position to the continuing teacher who has the most seniority on the recall list pursuant to this Article provided that teacher possesses the necessary qualifications for the available position.
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Posting And Filling Of Vacant Positions. In order to expedite the filling of vacancies, the Employer may elect to post vacancies electronically simultaneously within the Saskatchewan Health Authority and its Affiliates and externally. Nonetheless, first consideration, in accordance with Article 21.04, shall still be provided to HSAS applicants. (a) Posting Process (i) When a vacancy is to be filled, the vacancy shall be posted within thirty (30) calendar days of becoming vacant, electronically for as long as the vacancy is open and for a minimum seven (7) calendar days in all workplaces where HSAS members are employed and externally. (ii) In filling the vacancy, first consideration shall be given to HSAS applicants in accordance with Article 21.04. Applicable seniority will be that accumulated with the Saskatchewan Health Authority and its Affiliates. Any time and costs associated with attending the interview shall be the responsibility of the Employee. (iii) If the Employer does not intend to fill the vacancy, the Union shall be notified within thirty (30) calendar days if: (b) All postings and external advertisements pertaining to HSAS positions shall have the following statement: “Preference for this position will be given to HSAS members in accordance with the terms and conditions of the SAHO/HSAS Collective Agreement”. (c) The following information shall appear on each posting: For information purposes only, it is agreed that the conditions outlined below may be subject to change.
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Posting And Filling Of Vacant Positions. When a full-time vacancy is to be filled, it shall first be posted within Crestvue Ambulance Services Ltd. for ten (10) calendar days prior to selection. In filling the vacancy, first consideration shall be given to HSAS applicants employed by Crestvue Ambulance Services Ltd.
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Posting And Filling Of Vacant Positions. In order to expedite filling of vacancies, Employers may elect to post vacancies simultaneously within the Regional Health Authority, other Provincial Regional Health Authorities, and externally. Nonetheless, first consideration, in accordance with Article 21.04, shall still be provided to HSAS applicants from within the geographic boundaries of the Regional Health Authority. (a) Regional Health Authority Posting When a vacancy within a Regional Health Authority is to be filled, it shall first be posted within the Regional Health Authority for a minimum ten (10) calendar days prior to selection, in all workplaces where HSAS members are employed. In filling the vacancy, first consideration shall be given to HSAS applicants employed within the geographical boundaries of the Regional Health Authority, in accordance with Article 21.04. Applicable seniority will be that recognized within the geographical boundaries of the Regional Health Authority. (b) Provincial Posting If the vacancy is not filled within the Regional Health Authority the vacancy shall be posted for as long as the vacancy is open and for a minimum ten
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Posting And Filling Of Vacant Positions. In order to expedite filling of vacancies, Employers may elect to post vacancies simultaneously within the Regional Health Authority, other Provincial Regional Health Authorities, and externally. Nonetheless, first consideration, in accordance with Article shall still be provided to applicants from within the geographic boundaries of the Regional Health Authority.
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Posting And Filling Of Vacant Positions. (a) District Posting When a vacancy within a Health District is to be filled, it shall first be posted within the Health District for seven (7) calendar days prior to selection, in all workplaces where HSAS members are employed. In filling the vacancy, first consideration shall be given to HSAS applicants employed within the geographical boundaries of the Health District, in accordance with Article 20.04. Applicable seniority will be that recognized within the geographical boundaries of the Health District. (b) Provincial Posting Effective January 17, 2000, if the vacancy is not filled within the Health District the vacancy shall be posted for ten (10) calendar days in all Health Districts and in all workplaces where HSAS members are employed. In filling the vacancy, first consideration shall be given to HSAS applicants employed within the province, in accordance with Article 20.04. Applicable seniority will be that accumulated within the province. Any time and costs associated with attending the interview shall be the responsibility of the employee.
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Posting And Filling Of Vacant Positions. In this Article ―vacancy‖ shall mean an existing or newly created assignment, or position to which an employee is not assigned.
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Related to Posting And Filling Of Vacant Positions

  • Posting and Filling of Vacancies The Employer shall provide copies to the Union upon request.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether they meet the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • Filling of Positions The parties agree that all appointments to vacancies covered by this Agreement shall be filled by the Employer with the procedure outlined in this Article. The parties recognize that the Employer has the exclusive authority to determine if and when vacancies are to be filled and the qualifications required of those positions.

  • Posting of Positions Notice of any opening for a promotional position shall be posted in all schools and departments by the Division of Human Resources & Equity.

  • Personnel Files ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.