filled, the employee who wishes to return to the bargaining unit, may apply for a vacant position. ARTICLE 18 VACANCIES/HIRING — Section 1. All hiring shall be subject to the Affirmative Action Policy set forth in this Agreement. Section 2. Notices of all job vacancies in the Agency shall be posted on the Union bulletin board for a period of five (5) working days. Employees shall apply for the job in writing. Section 3. The position shall be awarded on the basis of an employee’s qualifications and/or experience. If two or more employees have substantially similar qualifications and/or experience, seniority shall be the deciding factor. Section 4. If no internal candidate is to be qualified and competent for the position, the position shall be advertised. ARTICLE 19 PROBATIONARY EMPLOYEES/TEMPORARY EMPLOYEES — Section 1. Probationary Employees. The first six (6) months of an employee’s employment shall constitute the probationary period during which time she/he shall have access to all rights and privileges under the contract except those listed in Article 11 Discipline and Discharge. The probationary period may be extended by one month but will not be extended unreasonably. During an employee’s probationary period, she/he may be discharged at the sole discretion of Womanshelter/Compañeras and such action will not be subject to the grievance and arbitration procedures of this Agreement. Section 2. Temporary Employees. Temporary employees are defined as persons hired for a period of time to fill a vacancy or replace an employee who is on vacation, on a leave of absence, or for any other reason not at work, or to complete a special project or job assignment. Section 3. The six (6) months of an employee’s employment shall constitute the probationary period, during which time she/he may be discharged at the sole discretion of Womanshelter/Compañeras and such discharge shall not be subject to the grievance provisions. The Executive Director may, at her discretion, extend the probationary period for an additional time period. ARTICLE 20 WAGES/COMPENSATION — Section 1. There shall be across the board wage increases as follows:
filled, the employee who wishes to return to the bargaining unit, may apply for a vacant position. ARTICLE 18 — VACANCIES/HIRING Section 1. All hiring shall be subject to the Affirmative Action Policy set forth in this Agreement. Section 2. Notices of all job vacancies in the Agency shall be posted on the Union bulletin board for a period of five (5) working days. Employees shall apply for the job in writing. Section 3. The position shall be awarded on the basis of an employee’s qualifications and/or experience. If two or more employees have substantially similar qualifications and/or experience, seniority shall be the deciding factor. Section 4. If no internal candidate is to be qualified and competent for the position, the position shall be advertised. ARTICLE 19 — PROBATIONARY EMPLOYEES/TEMPORARY EMPLOYEES Section 1. Probationary Employees. The first six (6) months of an employee’s employment shall constitute the probationary period during which time she/he shall have access to all rights and privileges under the contract except those listed in Article 11 Discipline and Discharge. The probationary period may be extended by one month but will not be extended unreasonably. During an employee’s probationary period, she/he may be discharged at the sole discretion of Womanshelter/Compañeras and such action will not be subject to the grievance and arbitration procedures of this Agreement. Section 2. Temporary Employees. Temporary employees are defined as persons hired for a period of time to fill a vacancy or replace an employee who is on vacation, on a leave of absence, or for any other reason not at work, or to complete a special project or job assignment. Section 3. The six (6) months of an employee’s employment shall constitute the probationary period, during which time she/he may be discharged at the sole discretion of Womanshelter/Compañeras and such discharge shall not be subject to the grievance provisions. The Executive Director may, at her discretion, extend the probationary period for an additional time period. ARTICLE 20 — WAGES/COMPENSATION Section 1. There shall be across the board wage increases as follows: