ARTICLE 21 - POSTING OF NEW POSITIONS AND VACANCIES

21.01 Job Postings

a) Job postings shall include the following information:

The Employer(s) agree to be bound by the terms outlined above in filling the posted position.

b) For informational purposes only the following shall be included and it is recognized that these conditions may be subject to change:

i) shifts (days, evenings, nights) including actual hours, and;
ii) probable date of commencement of the position.

c) Posting for Relief

Any requirement for relief staffing shall be posted for informational purposes. The posting period shall be for a minimum of forty-eight (48) hours and shall include:

First preference shall be given to Employees within the facility/agency where the relief is required. Selection shall be based on seniority, qualifications and ability sufficient to perform the work, with availability being the deciding factor.

d) Should the Employer(s) be unsuccessful in obtaining applicants with the qualifications required in the posting of the position, and intends to reduce the qualifications from those stated on the posting, the Employer(s) shall consult with the Local of the Union regarding the amended qualifications and shall re-post the position describing the required qualifications and fill the position in accordance with this article.

e) In the event the Employer(s) determines a vacancy will not be filled, the Local of the Union shall be notified in writing within thirty (30) days of the vacancy and copied to the Employment Strategy Committee for their information only.

APPLICATION FOR RELIEF WORK

Position: _________________________________
Department: _________________________________
Facility: _________________________________

1. Please indicate your availability below:

A. In accordance with the posting and by checking "x" one of the following boxes, I commit to be available for relief work at least up to the following percentage of full time hours. Unless otherwise specified/allowed by the posting, I further agree to work all shift types as required.

__ 75% __ 50% __ 25% __ Other (please specify) _______________

or __________ shifts per ______ week rotation.

B. Please specify whether you wish to be considered for hours beyond your availability commitment:

__ Limit my availability to the above percent __ Do not limit my availability

C. Minimum notice required for emergent shifts: ______________________

D. Availability Restrictions (applicable only where the posting does not require persons to be available for all shift types):

_________________________________________________________

2. Other Employment:

Do you hold another position in a different department/facility/agency? If so, please indicate where this other employment is, and what your availability commitment is to that opportunity. Attach a copy of your regular scheduled hours (where applicable).

 


Employee Name: _______________________ Telephone No.: ___________
Address: _____________________________________________
Date: _____________________________

c.c. Personnel File
Immediate Supervisor

21.02 Posting and Filling of Vacancies & New Positions

a) Posting of Vacancies

When:

i) a vacancy is to be filled; or
ii) a new position is created;

the Employer(s) shall post notice of the position on designated bulletin board(s) District wide simultaneously for a minimum of seven (7) days so that all Employees may make written application within the posted period. A copy of the posting shall be forwarded to the Secretary of the Local of the Union. The Employer shall provide to the Local of the Union a list of all applicants for each posting and shall notify the Local of the Union of the successful applicant for each posting.

b) Filling of Vacancies or New Positions

Vacancies or new positions shall be filled on the basis of seniority, qualifications and ability sufficient to perform the job.

i) Bidding of Vacancies

Employees shall be entitled to bid for a new position or vacancy by means of written application;

ii) Commencement of Job

An Employee selected from the posting procedure shall commence the job within four (4) weeks after the closing date of the posting unless mutually agreed otherwise;

iii) Appointment of Applicant

Within five (5) days of awarding the position, the name of the selected applicant will be posted on designated bulletin boards for a minimum of seven (7) calendar days, with a copy forwarded to the Local of the Union Office;

iv) Letter of Appointment

All positions shall be confirmed in writing by a letter of appointment which shall include:

v) Qualifications of Applicants

The Employer, on request, shall furnish the Local of the Union with details of qualifications of any applicant;

vi) Reasons to be Given to Unsuccessful Applicants

Upon request, the Employer will inform an unsuccessful applicant of the reason for his/her application being rejected. Such reasons shall be given in writing if the Local of the Union so requests.

c) Applicants from Outside the Bargaining Unit

If no applicant is appointed from the bargaining unit for any vacancy or position, the Employer(s) shall give next consideration to qualified applicants from other CUPE bargaining units within the province.

21.03 Temporary Vacancies

a) Temporary vacancies of one hundred and twenty (120) days or longer shall be posted subject to the posting provisions identified in Article 21.01 - Information in Job Postings and Article 21.02 - Posting and Filling of Vacancies and New Positions.

b) Two (2) additional postings shall be required for the position of the Employee transferred as a result of the original posting. Subsequent vacancies shall be assigned according to Article 26.04 - Assignment of Relief Work.

c) When the temporary vacancy becomes redundant, the Employee shall be returned to their original position. Article 26.13 - Posting Work Schedules shall not apply to any Employee affected.

d) If an individual is hired from outside the bargaining unit, for the temporary vacancy, the Employee shall be deemed terminated, when the temporary vacancy becomes redundant.

e) The Employer(s) agrees to review with the Local of the Union, all temporary vacancies which exceed one (1) year in duration on a semi-annual basis to determine if the position should be posted as per Article 21.02 - Posting and Filling of Vacancies and New Positions. No temporary vacancy shall exceed two (2) years and one hundred and nineteen (119) days unless the Employee encumbering the position has a longer "own occupation" definition in their disability income plan, in which case the maximum length shall be the length of the incumbent's "own occupation" period, without the mutual agreement of the Union and the Employer(s).

f) Should the temporary vacancy become permanent, it shall be posted and filled in accordance with Article 21.02 - Posting and Filling of Vacancies and New Positions.

g) A temporary vacancy exceeding two (2) years and one hundred and nineteen (119) days or longer as above, may be posted in accordance with Article 30.08 - Return to Work.

h) An Employee filling a temporary vacancy shall be eligible to apply for another temporary vacancy that would result in the Employee obtaining a position with a greater number of hours per rotation or an increase in the rate of pay. The resulting vacancy will not be posted and will be filled in accordance with Article 26.04 - Assignment of Relief Work.

i) This provision shall not preclude an Employee from filling two (2) temporary vacancies where there are no scheduling conflicts. In no case is the Employer obligated to change the schedules of either vacancy.

j) Filling of Temporary Vacancies

First preference shall be given to Employees within the facility/agency where the vacancy exists.

21.04 Pay Upon Promotion

The hourly rate of an Employee promoted to a higher classification shall be advanced to that hourly rate in the new pay grade which is next higher than the current hourly rate or to the hourly rate which is next higher again if the initial advance of the hourly rate is less than the Employee's next normal annual increment in the old pay grade.

21.05 Temporary Performance of Higher Duties

Prior to the application of Article 26.04

a) The Employer(s) determines that work of a higher paid classification is necessary, the Employer(s) shall make every reasonable effort to allocate that assignment to existing Employees in that department or classification based on seniority, qualifications and ability sufficient to perform the job.

b) An Employee temporarily assigned to perform duties in accordance with a) above, shall be advanced in the higher pay grade to that step in the salary scale which is next higher than the current salary rate, for all hours worked in the higher classification.

c) No Employee shall be required to perform duties in a higher classification against their wishes when other Employees are available to perform the required work.

21.06 Performing Duties of Lower Paid Classification

An Employee temporarily assigned to perform duties of a lower paid classification or position, shall not suffer any reduction in earnings.

21.07 Lateral Transfers within the Same Pay Grade

Upon transfer to a position with the same range of pay, the Employee shall retain the same rate of pay held in the former position.

21.08 Pay Upon Demotion

When an Employee is demoted, his/her rate of pay shall be reduced to the rate of pay in the new classification which is next below the Employee's present rate of pay.

21.09 Request for Transfer/Reassignment

a) Transfer

i) Employees on approved leave shall indicate, in writing, the positions they wish to be considered for should a vacancy arise. Should any of these positions become vacant, the Employee's name will automatically be entered with the names of other applicants from within the bargaining unit;

ii) The position will be filled in accordance with Article 21.02 - Posting and Filling of Vacancies and New Positions;

ii) The request shall be given consideration when a vacancy occurs and shall remain effective for the duration of the leave.

b) Reassignment

i) Employees wishing to be reassigned within their own department shall present the request, in writing, to the Personnel Department or designated alternate;

ii) The request for reassignment shall be given consideration when a vacancy occurs and shall remain effective for three (3) months. The foregoing shall not apply where vacancies and new positions are posted by Departmental unit.

21.10 Recognition of Previous Experience

Employees commencing employment who have previous experience acceptable to the Employer(s) shall be placed on the salary range in accordance with the following:

a) less than one (1) year of experience in the three (3) years immediately preceding the date of employment shall be placed at the Start rate;

b) one (1) year of experience in the three (3) years immediately preceding the date of employment shall be placed at Step 1;

c) three (3) years of experience in the five (5) years immediately preceding the date of employment shall be placed at Step 2;

d) four (4) years of experience in the six (6) years immediately preceding the date of employment shall be placed at Step 3;

e) five (5) years of experience in the seven (7) years immediately preceding the date of employment shall be placed at Step 4.

21.11 Return to a Previously Held Position

An Employee who returns to a previously held position within the geographic health district shall be paid at the step in the range at which the Employee was being paid when he/she last occupied that position.

21.12 Rate of Pay when Setting Up OTFT in Second Position

The salary rate for other than full-time Employees who are employed in more than one classification shall be established consistent with the terms of Article 21.04 - Pay Upon Promotion, Article 21.07 - Lateral Transfer Within the Same Pay Grade and Article 21.08 - Pay Upon Demotion.

21.13 Portability of Benefits, Seniority and Accruals

An applicant from another CUPE bargaining unit, who is successful in obtaining a position through the application of Article 21.02 c) shall transfer his/her seniority, unused sick leave credits earned in the past twenty-four (24) month period and most recent vacation accrual rate. Salary rate shall be established in accordance with 21.10 Recognition of Previous Experience.

 

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CUPE Health Care Workers' Council of Unions
3725E Eastgate Drive
Regina, Sask
S4X 1A5

Phone: 1-306-546-2185
Fax: 306-781-8177
Email: Gordon Campbell, President

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