Article 16 : temporary assignments
16.1 Prior to the application for temporary assignments, an employee must receive their supervisor's approval to be considered eligible for a temporary assignment. A supervisor who refuses to grant this approval must provide valid reasons in writing to the employee.
16.2 Temporary assignments are offered to give employees an opportunity for training and development in duties of a regular position or an employment contract within the Bargaining Unit without losing their substantive position or the privileges associated with their status as a regular employee. An assignment outside the Bargaining Unit for twenty-four (24) months or more is dealt with in accordance with the terms and conditions in the article on seniority.
16.3 The University posts electronically for a period of ten (10) calendar days any assignment that is expected to last for over six (6) months. When a temporary assignment of less than six (6) months is extended for a longer period, the assignment will be posted as provided for in this article and in accordance with the procedures set out in the article on posting of positions and appointments.
16.4 The competence of employees who have applied will be the first and determining factor. In the case of temporary assignments, the employee must meet the requirements of the position. The University will evaluate the employee either through an interview or through an interview and selection tests. During the interview the employee will be evaluated on a scoring grid out of a total of one hundred (100). Employees who score seventy-five per cent (75/100) or more are identified and the employee with the most seniority will be offered the position.
16.5 The University is responsible for determining the date on which the selected employee shall start in the position on a temporary assignment within thirty (30) calendar days of the date on which the contract is prepared. The employee will be paid in accordance with the established rate as of the first (1st) day of work in the position.
16.6 As soon as a temporary assignment starts, the employee selected for the assignment receive:
- for a higher grade level position: the employee receives a second (2nd) salary source adjustment representing the difference between his basic salary and the salary of the next highest step in the scale for the position to which the temporary assignment has been made;
- for a level position in the same grade: no change in salary;
- for a position at a lower grade: the employee receives a salary that represents the salary for the next lowest step in the scale for the position to which the temporary assignment has been made;
- The difference in salary received for a temporary assignment is not pensionable and does not confer entitlement to other employee benefits.
16.7 It is understood that the original temporary assignment will be posted, as well as one additional assignment that may become available as a result of a Bargaining Unit member filling the original temporary assignment. However, subsequent vacancies that are the result of filling these assignments are not required to be posted and the University fills these positions as it sees fit.
16.8 Two (2) weeks of notice is given in the following situations:
- the employee wishes to return to his substantive position;
- the University terminates the temporary assignment before the anticipated end date.
Temporary Assignments outside the Bargaining Unit
16.2 For the purpose of staffing and benefits, the University applies the rules based on the substantive position of the employee.
For wage increases and union dues to pay (if applicable) and all other working conditions, the University applies the terms based on either the collective agreement in force or the University policies in the temporary assignment being accomplish.