ARTICLE 19 - JOB POSTINGS

19.01 Job Posting

When a new position is created, or when a vacancy occurs, in the bargaining unit, the Employer shall immediately send a notice in writing to the Union and to each employee at least one (1) week in advance of the closing date for applications so that all employees will know about the vacancy or new position.

19.02 Information on Posting

Such notice shall contain the following information: nature of position; required qualifications, education and skills; hours of work, wages or salary rate or range; and date of closure ofapplications.

19.03 Outside Advertising

The Employer reserves the right to advertise outside during the foregoing posting procedure.

19.04 Qualifications and Standards

The qualifications for a position may not be established in an arbitrary or discriminatory manner. Furthermore, the standards used in the selection of applicants shall be uniformly applied and shall be related to the required qualifications, skills and abilities in the job description and posting.

19.05 Selecting a Candidate

Employees who apply for a posted position shall be given an interview. Employees must include a cover letter and resume with their application. Employees who do not meet the minimum qualification, skills and abilities as stated in the posting must indicate in their cover letter why they believe they would be a suitable candidate for the position. In selecting a candidate on a posting, required qualifications, skills and abilities shall apply. If required qualifications, skills and abilities are equal, bargaining unit employees will be givenpreference and seniority shall apply.

19.06 Time Limit

If an appointment has not already been made within six (6) weeks of the date of closure of applications, the Employer will both 1) inform the Union President of the status of the process in writing, and 2) write all applicants who are members of the bargaining unit giving them an estimate of the additional time it will take before a final decision is made.

19.07 Trial Period

When the successful applicant is a current employee, he/she shall be placed on trial for a period of forty-five (45) days worked. The forty-five (45) day trial period may be reduced with the written agreement of the Employer, the employee and the Union. In the event the successful applicant proves unsatisfactory during the before-mentioned trial period, or if the employee finds himself or herself unable to perform the duties of the new position, the employee shall be returned to his or her former position without loss of seniority and wages or salary. Any other employees promoted or transferred because of the rearrangement of positions shall also be returned to their former positions without loss of seniority and wages or salary.

19.08 Acting Appointment

If the Employer appoints an employee to an acting position for more than one week, it will pay the employee the rate of pay appropriate for that employee in the position for which he or she is acting.

19.09 Right to Return from a Term or Temporary Appointment

For an employee with a continuing appointment who is the successful candidate for a term or temporary position, the right to return to his/her former position must be approved by the employee's manager and Vice-President prior to the commencement of the appointment. The Employer shall provide the employee with reasons in writing when the right to return is approved. A copy of the letter shall be sent to the Union.

Time worked during such an appointment will be counted towards the employee's seniority.

Where the employee has been granted the right to return, at the end of the term or temporary appointment the employee shall return to his or her former position without loss of seniority. If the employee's former position no longer exists, the employee will be treated as if he or she were laid off from that position.