East Central 911 Call Answer Society Collective Agreement 2025-2027

Article 29: Promotions, Transfers and Vacancies

1. Where the Employer decides to fill a vacant bargaining unit position on a permanent basis, such a vacancy shall be posted a minimum of eight (8) calendar days prior to filling the position.
2. Where circumstances require the Employer to fill a posted vacancy before the expiry of the eight (8) calendar days, the appointment shall be made on a temporary or relief basis only.
3. Promotion and the filling of vacancies within the bargaining unit shall be based upon requirements as set out in the posting.  Employees shall be entitled to bid for posted vacancies by means of written application submitted as directed before the deadline date and time.
    
4.  
   1. In making promotions and transfers, 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.
   2. Internal candidates who are unsuccessful in a competition shall be notified in writing of the reasons why they were unsuccessful upon their request.
5. Where, in the Employer’s opinion, there is no bargaining unit applicant who satisfactorily meets the requirements as set out in the posting, the Employer may hire from any source.
6. The notice of posting referred to in Article 29.01 shall contain the following information:
   1. duties of the position;
   2. qualifications required;
   3. skills;
   4. abilities;
   5. knowledge relevant to the work performed;
   6. hours of work;
   7. status of position, and expected term if a temporary position; and
   8. salary.
       
7.  
   1. Where a vacancy for a temporary position has been filled by the appointment of a regular full-time or part-time Employee, 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 in their former position.  If such reinstatement is not possible, the Employee shall be placed in another suitable position.  Such reinstatement or placement shall be without loss of seniority and at not less than the same rate of pay to which the Employee would be entitled had they remained in their former position.
      The reinstatement or placement of an Employee in accordance with Article 29.07(a) shall not be construed as a violation of the posting provisions of Article 29.01.
   2. Where a vacancy for a temporary position has been filled by the appointment of a casual Employee, 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.
8. All transfers and promotions shall be on a trial basis. The transferred or promoted Employee will be given a trial period of up to one thousand and ninety-five (1095) hours in which to demonstrate their ability to perform the new tasks to the satisfaction of the Employer.  Should such an Employee fail to succeed or request a transfer back to their former position during the aforementioned trial period, the Employer will make sincere efforts to reinstate the Employee into their former position, or, if such reinstatement is not possible shall attempt to place the Employee in another suitable position.  Such reinstatement or placement shall be without loss of seniority, and at not less than the same rate of pay to which the Employee would be entitled had they remained in their former position.
9. When, because of inability to perform the functions of a position or because of ill health, an Employee is transferred to a classification to which is assigned a lower salary scale, their rate will be adjusted immediately to the step in the lower scale that will result in the recognition of service from the date the current period of continuous employment commenced.
10. 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 that step in the new scale which is next higher than their current rate or to the step which is next higher again if such salary increase is less than the Employee’s next normal increment on the former salary scale.  In the event that a promoted Employee is at the last increment in the scale for the classification held prior to the promotion, their salary shall be advanced to that step in the scale which is next higher than their current rate, or if such salary increase is less than the Employee’s last normal annual increase, they shall be advanced to the step which is next higher again in the scale.
11. An Employee’s anniversary date for the purpose of qualifying for an annual increment shall not be changed as a result of a promotion.
12. The Employer shall forward copies of the posting of vacancies of all positions within the bargaining unit as outlined in Article 29.01 to the Union and Local Unit Chair within seven (7) calendar days of the posting.
13. The Union and Local Chair shall be advised of the name of the successful applicant of a posting for a position in the bargaining unit within seven (7) calendar days of the appointment.  Where an Employee in the bargaining unit has applied on the posting, the name of the successful applicant shall be communicated in writing to the applicants in the bargaining unit within seven (7) calendar days of the appointment.