Health Sciences Association of Saskatchewan

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HSAS & Canadian Blood Services: March 1, 2017 to March 31, 2022

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13.01      Vacancies

(a)      When the Employer determines that a regular full time or regular part time vacancy is to be filled or a new position is created within the bargaining unit, the Employer shall post notice of the vacancy for a period of seven (7) consecutive calendar days. The notice shall include, for informational purposes, the classification, qualifications, wage rate range, and whether the position is full time or part time.

(b)      Temporary vacancies greater than 120 days shall also be posted.

(c)      When circumstances require the Employer to fill a vacancy before the expiration of ten (10) calendar days, the appointment shall be made on temporary or relief basis based on seniority only.

(d)      Subject to meeting the requirements of the posted vacancy as set out in Article 13.03, members of the bargaining unit will be given first consideration over external applicants when vacancies are filled.

13.02    (a)      All applications for positions shall be made electronically, using the Employer’s online application process.

(b)      Applicants shall be informed in writing of their acceptance or rejection within four (4) working days of the date of the appointment.

(c)      Candidates shall indicate their acceptance or rejection within no later than two (2) working days from the day a verbal offer is received.

(d)      The Employer shall provide the Labour Relations Officer with copies of the posting of vacancies of all positions within the bargaining unit as outlined in Article 13.01(a) within four (4) workings days of the posting.

(e)      The name of the successful applicant shall be given to the Association within five (5) business days of the appointment.

13.03     In filling vacancies, seniority shall be the primary consideration provided minimum requirements of skill, education, training, and knowledge are met.

13.04     (a)      A “promotion” is an advancement from a position classification in a lower pay range to a position classification in a higher pay range, both positions being in this bargaining unit. The hourly rate of an Employee promoted to a higher classification shall be advanced to that hourly rate in the new pay band which is next higher than the current hourly rate or 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 band.

(b)      A “demotion” is a movement from a position classification in a higher pay range to a position classification in a lower pay range, both positions being in this bargaining unit. When an Employee is demoted, their 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.

(c)      A “voluntary transfer” may be a demotion as outlined in (b) above, or movement from one position classification to another position classification having the same pay range, both positions being in this bargaining unit in the same Centre.

(d)      “Change of Status”

(i)      On appointment to a regular full-time position, all benefits of this Agreement that were not previously applicable will apply and commence to accrue from the date of appointment to the regular full-time position subject to the regulations and eligibility requirements applicable to regular full-time Employees.

(ii)      A regular part-time or temporary full-time and temporary part-time Employee who, upon being appointed to fill a regular full-time position shall carry forward their unused sick leave credits accrued up to the date of conversion of their employment status. The Employee’s “future” anniversary date shall be as specified under Article 12.0l(b).

(iii)      Further to the above, the Employee will retain their accumulated service credits for the purpose of calculating vacation entitlement in the regular full- time position.

(iv)      When a regular part-time, temporary part-time or casual Employee transfers into a temporary full-time position, their status will be changed to temporary full- time for the duration of the assignment, after which their status will revert to regular part-time, temporary part-time, or casual.

(v)       A temporary (full time/part time), regular part-time or a casual Employee who voluntarily transfers to a regular full-time position shall be credited with the following entitlements earned during their period of employment:

(a)      Salary anniversary increments will be established in accordance with Article 26

(b)     (i)      Vacation entitlement for temporary and regular part time Employees will be based on the Employee’s years of service as applicable under Article 14.04(a), and thereafter, vacation accumulation shall be applied as set out under Article 14.03 commencing on date of transfer to the regular full-time position.
(ii)      Vacation entitlement and vacation anniversary date for casual Employees will be established by using the calculation set out under 12.01(b) and thereafter, the provisions of Article 14.03 will apply, commencing on the date of transfer to the regular full-time position.

(c) Employees will be eligible to sick leave benefits.

A sick leave entitlement will be established for less than full-time employees by dividing all regular hours worked since their most recent date of employment in the bargaining unit by 1950 hours and converting the result to a date. Thereafter, this date shall be the anniversary date for sick leave entitlement. The Employee will be placed on the schedule set out under Article 18.03 based on years of service established using the above calculation.

(d)      Seniority shall accrue in accordance with Article 12.01(a) or (b) as applicable.

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