Prairie Emergency Medical Services Inc. Collective Agreement 2020-2025

Article 18: Promotions Vacancies and Transfers

1. Vacancies
   1. The Employer shall post all permanent and Temporary vacancies greater than three (3) months in a manner that is accessible to all Employees for not less than eight (8) calendar days.
   2. When circumstances require the Employer to fill a vacancy before the expiration of eight (8) calendar days, the appointment shall always be made on a relief basis only.
   3. Subject to Article 18.04 where vacancies are filled, first consideration shall be given to Employees who are already members of the bargaining unit.
   4. The notice of posting referred to in Article 18.01(a) shall contain the following information:
      1. duties of the position;
      2. qualifications required;
      3. hours of work;
      4. status of position and expected term if a Temporary position.
   5. The Employer shall forward to the Local Unit Chair copies of the posting of vacancies of all positions within the bargaining unit as outlined in Article 18.01(a) within three (3) calendar days of the posting.
   6. The name of the successful applicant shall be given to the Local Unit Chair in writing within three (3) calendar days of the appointment.
2. All applications for transfer or promotion shall be made in writing to the Employer in accordance with established practices.
3. Applicants for promotion who have been interviewed, shall be informed in writing of their acceptance or rejection within seven (7) calendar days of the date of the appointment.
4. In making transfers and filling vacancies within the same classification seniority within the Bargaining Unit shall be the determining factor providing that the following conditions are met:
   1. the applicant has an employment record free of any discipline and;
   2. has an acceptable attendance record as per the Employer policy;
   3. has all the required and mandatory clinical competencies related to the position;
   4. has an acceptable driving record as per the Employer policy;
   5. the applicant’s performance for the previous 12 months has been adjudged satisfactory by the Employer.
5. In making promotions in a different classification, experience, performance and qualifications applicable to the position shall be the primary consideration. Where these factors are adjudged by the Employer to be relatively equal, seniority shall be the deciding factor.
   1. Upon request of the Employer shall provide the Union with the criteria utilized in awarding a promotion.
6. Upon request, the Employer shall provide unsuccessful candidates the reasons why they were not successful.
7. All transfers and promotions exclusive of Article 27.02(d) shall be on a trial basis.  The transferred or promoted Employee will be given a trial period equivalent to six (6) months of Regular hours of work to demonstrate their ability to perform the new task to the satisfaction of the Employer.  Should such Employee fail to succeed during the above mentioned trial period, or choose to leave the new task, the Employer will reinstate the Employee in their former position without loss of seniority or, if such reinstatement is not possible, place the Employee in another suitable position as the Employee was in, at the same location, unless mutually agreed without loss of seniority and at a rate of pay equivalent to that of their former position.
8. When an Employee is promoted to a classification to which is assigned a higher salary scale, the salary of such promoted Employee shall be advanced to the step in the new scale which is at least four percent (4%) higher than the step on the scale for the classification held prior to the promotion, the promoted Employee as per Article 11 in which to demonstrate their ability to perform the new task to the satisfaction of the Employer.  Should such Employee fail to succeed during the above mentioned probationary period, the Employee shall have access to the Grievance and Arbitration procedure as per Article 8 and 9.
9. An Employee’s anniversary date for the purpose of an annual increment shall not be changed as a result of a promotion.
10. When, because of inability to perform the functions of a position due to illness or injury, an Employee accommodated into a classification which is assigned a lower salary scale, shall move to the pay step of the lower salary scale that is closest to but not higher than their present Basic Rate of Pay.
11. Temporary Positions
    1. When a full-time Employee accepts a Temporary position greater than three (3) months, they will be eligible to return to their former position upon completion of the Temporary position.
    2. Temporary positions may end before their initial anticipated ending date.  In such case, the incumbent will be eligible to return to their former position upon completion of the temporary appointment.
    3. Temporary positions may be extended by mutual agreement between the Employer and the Union. Such agreement shall not be unreasonably withheld.
    4. During the term of the Temporary position, the incumbent     shall not be eligible to apply for other Temporary positions that commence before the current Temporary position ends unless otherwise mutually agreed between the Employee and the Employer.
    5. Where a full-time or casual Employee is in a Temporary position of eighteen (18) months or greater and should this position become permanent, the permanent position shall be posted as per Article 18.01.
12. Permanent or Temporary Employees shall be allowed to change status to casual upon written request and shall remain Red Circled at their current step if greater than the casual step.
13. Notwithstanding Article 18.04, permanent employees must remain a minimum of twelve (12) months in their current permanent position before they can obtain a lateral transfer into another position within the Bargaining Unit, unless mutually agreed.
14. Where a vacancy for a Temporary position greater than three (3) months has been awarded to a Casual Employee as per Article 18, and, where, at the completion of the expected term of the Temporary position, the Employer decides that the Employee is no longer required in that position, they shall be reinstated to casual status and shall remain at their current step.