Displaced Employee Hiring Preference Sample Clauses

Displaced Employee Hiring Preference. The hiring preference does not apply to the Contractor’s hiring of management staff (i.e., first line supervisors and above).
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Displaced Employee Hiring Preference. (b) The requirements of H.11(a) apply to the following MSA pre-selected subcontractors: Dade Xxxxxxx & Associates Hanford; HPM Corporation-MSA; XX Xxx Group Inc-MSA; PSI-Hanford, Inc; Westech International MSA LLC; Xxxxx Xxxxxxx Services LLC; Abadan Hanford LLC; Vivid Learning Systems, Inc; Innovations Group, Inc; Test America Laboratories, Inc; Xxxxxxxxxx & Associates; and CSC Hanford LLC. The following pre-selected subcontractor: Lockheed Xxxxxx Services, Inc (or its successors) is excepted from the requirements of H.11(a) but is subject to the following: 1) The Contractor will provide DOE with a ten-working day advance notification for all future restructuring actions prior to announcement and/or implementation; and 2) Any costs incurred in anticipation of, or the defense of, claims associated with subcontractor layoffs including the costs of litigation, settlements, and adverse judgments, are unallowable. Notwithstanding the foregoing, severance is allowable for eligible employees in accordance with the Hanford Site Severance Pay Plan. Contractors must provide actual and projected workforce reductions on an annual basis no later than March 15th of each year. The collection of Contractor workforce reduction data will be administered through the iBenefits system (xxxxx://xxxxxxxxx.xxxxxx.xxx) for the collection of the following:  Actual number of voluntary/involuntary separations for the prior Fiscal Year (FY); and  Actual and projected number of voluntary/involuntary separations for the current FY. Please include any actual separations that have already occurred in the current fiscal year.
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Displaced Employee Hiring Preference 
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Related to Displaced Employee Hiring Preference

  • Disabled Employees' Preference Any employee covered by this Agreement who has given good and faithful service to the Employer and who, through advancing years or temporary disablement is unable to perform their regular duties, may be given the preference of any light work available at the salary payable at the time for the assigned position.

  • Hiring Preference 1. In all hiring for bargaining unit positions, the Company shall, subject to its obligations under applicable equal employment opportunity laws and regulations, give consideration, to the full extent of interest, to the direct relatives (children, children-in-law, step-children, spouse, siblings, grandchildren, nieces and nephews) of Employees and retirees of the Company who meet reasonably established hiring criteria.

  • Displaced Employees In the event of a reduction in the work force, regular employees shall be laid-off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid-off. An employee who is qualified and yet unwilling to do the work shall be laid-off.

  • Supplemental Employment Benefit for Maternity and Parental Leave 8.5.1 Effective April 1, 2002, when on maternity or parental leave, an employee will receive a supplemental payment added to Employment Insurance benefits as follows:

  • Disabled Employees If an employee becomes disabled with the result that he is unable to carry out the regular functions of his position, the Hospital may establish a special classification and salary with the hope of providing an opportunity of continued employment.

  • Cyclic Year Employment The Employer may fill a position with a cyclic year appointment for positions scheduled to work less than twelve (12) full months each year, due to known, recurring periods in the annual cycle when the position is not needed. At least fifteen (15) days before the start of each annual cycle, incumbents of cyclic year positions will be informed, in writing, of their scheduled periods of leave without pay in the ensuing cycle. Such periods of leave without pay will not constitute a break in service. When additional work is required of a cyclic position during a period for which the position was scheduled for leave without pay, the temporary work will be offered to the incumbent. The incumbent will be allowed at least three (3) working days in which to accept or decline the offer. Should the incumbent decline the work, it will be offered to other cyclic employees, in the same classification, with the necessary skills and abilities, in order of seniority, before being filled by other means.

  • Regular Employment The Employer may fill a position with a regular employment appointment for positions scheduled to work twelve (12) months per year.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Public Employees Retirement System “PERS”) Members. For purposes of this Section 1, “employee” means an employee who is employed by the State on August 28, 2003 and who is eligible to receive benefits under ORS Chapter 238 for service with the State pursuant to Section 2 of Chapter 733, Oregon Laws 2003.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who:

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