Candidate priority and union recall

BCGEU Vancouver employees have recall rights provided they have the ability and training to perform the work that is available, and that licensing standards can be maintained."  "For specific language referring to recall, see the BCGEU Collective Agreement Article 4.17.

BCGEU Okanagan employees have recall rights within the bargaining unit to any job in a job grouping comparable to their former role.

For specific language referring to recall, see the BCGEU Collective Agreement.

CUPE 116 employees only have recall rights to their previous position, or a position of equal pay which they are qualified for, within the same department or unit from which they were laid off.

For specific language referring to recall, see the CUPE 116 collective agreement: Article 11.05

CUPE 2950 employees have recall rights to any vacancy in their benchmark cluster across the university.

For specific language referring to recall candidates, refer to CUPE 2950 collective agreement: Articles 19, 22.10 and 34.

If you're in a position of interviewing a recall/placement candidate, here are a few things to remember:

• The employee has been employed in a position at a similar level, therefore, likely has the skills and requirements  for which you're recruiting.
• You should not ask employees why they're interested in your position – it can make employees uncomfortable to have to explain that they were laid off from their previous position, and the circumstances around that.
• Recall/placement candidates only have to meet the minimum qualifications for the position.
• Duty to accommodate candidates must be given first consideration for the position and then recall/internal placement employees. You're required to objectively decide if they meet the minimum qualifications required.

If you have questions about interviewing recall or placement candidates, contact your UBC Human Resources Advisor prior to the start of the interview process.

It can be exciting – and intimidating – trying to find the best candidate from a pile of applications. Taking it step by step can make the task ahead much more manageable.

Depending on the position, you may have to consider Duty to accommodate, recall (CUPE 116 and 2950 employees only), and placement candidates.

Please review applications as per the priority order indicated below, and note that duty to accommodate, recall and placement candidates must be interviewed. However, with internal and external candidates, you can shortlist and only interview selected candidates – those who are currently in the same level of job, and those who appear to meet the experience, qualifications and skills that you’re looking for.

Priority order for unionized positions

The “Applicant Prioritization Notes” column in Workday job requisitions indicate the priority order of internal to the bargaining unit candidates.

You’ll receive email from a HR Associate advising you of that the prioritization has been completed for all your unionized candidates the day a CUPE 116 or CUPE 2950 posting closes. Once you’ve received this, you’re ready to begin the selection process!

For CUPE 2950 unionized positions, please ensure you or the interviewers review the applicants as follows:

• Priority 1 – Duty to accommodate
• Priority 2 – Recall / Placement candidates
• Priority 3 – Internal applicants, Temporary Employees and Hiring Solutions employees who have accumulated 900 hours
• Priority 3.5 –Hiring Solutions employees who have completed a total of 66 days accumulated service and Temporary Employees.
• UBC employees in other employment groups and external applicants.  While all applicants have the same priority, it is encouraged to consider current UBC employees.

For CUPE 116 unionized positions, please ensure you or the interviewers review the applicants as follows:

• Priority 1 – Duty to accommodate
• Priority 2 – CUPE 116 candidates from within the applicable department or unit
• Priority 3 – CUPE 116 candidates from elsewhere within the bargaining unit 
• UBC employees in other employment groups and external applicants. While all applicants have the same priority, it is encouraged to consider current UBC employees.

For non-unionized positions, all applicants will have the same priority.