Common use of Temporary Postings Clause in Contracts

Temporary Postings. Should a TEMPORARY position be necessary, as determined by the Employer, for a period of time shorter than ten (10) working days, the Employer may fill the position with available employees without the necessity of going through the bulletining process. Should the Employer determine it is necessary to fill a TEMPORARY position when the time frame will be longer than ten (10) working days, the provisions of Article 12.01(D) shall apply. The Employer maintains the right to layoff and rehire the casual employee as the work needs dictate, while the casual employee holds the TEMPORARY position, without the need to repost the bulletin each time. TEMPORARY/PERMANENT job postings may be set up when the Employer determines it to be appropriate. This type of bulletin is normally used to replace permanent employees who are on LTD benefits where the Employer feels there is a chance the employee may never return. In the event that the employee being replaced is deemed permanently disabled and will not be returning to work for the Employer, the posting automatically becomes a permanent position for the employee who was successful in the posting process. The posting must contain the words “TEMPORARY/PERMANENT” within the bulletin to identify the nature of the posting. Should a casual employee be awarded a TEMPORARY or a TEMPORARY/PERMANENT posting, the rate of pay shall be consistent with the rates in Appendix “A”(1) and the shift shall be that of the applicable position.