Employee Relations Promotional Process Sample Clauses

Employee Relations Promotional Process. The applicant’s qualifications for promotion will be assessed using two or more of the following assessment methods: Written, oral, performance examination and/or assessment exercise. A combined score, plus one additional point for each full year of service, up to twelve (12) points, will determine the score and ranking of each individual candidate. The top eight (8) candidates will be certified to the Sheriff’s Office for use in the Sheriff’s Office promotional process. If less than eight (8) candidates apply the list will be automatically certified to the Sheriff’s Office for the Sheriff’s Office promotional process. The promotional process assessors will be external law enforcement experts. Sheriff’s Office members may be facilitators but not assessors. The Sheriff’s Office will list the assessment method(s) to be used, and any study material, for specific promotional opportunities when a position is posted.
Sample 1Sample 2Sample 3
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Employee Relations Promotional Process. The applicant’s qualifications for promotion will be assessed using two or more of the following assessment methods: Written, oral, performance examination and/or assessment exercise. A combined score, plus one additional point for each full year of service, up to twelve (12) points, will determine the score and ranking of each individual candidate. The top eight (8) candidates will be certified to the Sheriff’s Office for use in the Sheriff’s Office promotional process. If less than eight (8) candidates apply the list will be automatically certified to the Sheriff’s Office for the Sheriff’s Office promotional process. If more than one vacancy with the same job specifications exists in the same department, one additional name shall be certified for each additional vacancy. If two or more candidates are tied for the last rank to be certified, then all such additional candidates shall be placed on the certification list. The promotional process assessors will be external law enforcement experts. Sheriff’s Office members may be facilitators but not assessors. The Sheriff’s Office will list the assessment method(s) to be used, and any study material, for specific promotional opportunities when a position is posted.
Sample 1

Related to Employee Relations Promotional Process

  • EMPLOYEE RELATIONS Neither the Company nor any of its subsidiaries is involved in any labor dispute nor, to the knowledge of the Company or any of its subsidiaries, is any such dispute threatened. None of the Company's or its subsidiaries' employees is a member of a union and the Company and its subsidiaries believe that their relations with their employees are good.

  • HOURS OF WORK AND RELATED MATTERS 34 Hours of Work

  • Employee Rights Grievance Procedure 7.1 Definition of a Grievance A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this Agreement.

  • ACTIONS BY EMPLOYEE RELATIONS BOARD If any action(s) by the Employee Relations Board prior to the expiration of this MOU result in any significant changes to the composition of this representational unit, the parties to this MOU will meet as soon as possible thereafter to consider any revisions or amendments thereto that may be required.

  • Technical Objections to Grievance No grievance will be defeated or denied by any minor technical objection.

  • Employee Access to Personnel File An employee shall have the right to read and review his/her personnel file on reasonable notice and by written request to the Human Resources Manager. An employee may request and shall receive a copy of any record or document contained in the employee’s personnel file.

  • Employee Grievance Procedure 91. An employee having a grievance may first discuss it with the employee's immediate supervisor, or the next level in management, to try to work out a satisfactory solution in an informal manner. The employee may have a representative(s) at this discussion.

  • Technical Objections to Grievances It is the intent of both Parties of this Agreement that no grievance shall be defeated merely because of a technical error, other than time limitations in processing the grievance through the grievance procedure. To this end, an arbitration board shall have the power to allow all necessary amendments to the grievance and the power to waive formal procedural irregularities in the processing of a grievance, in order to determine the real matter in dispute and to render a decision according to equitable principles and the justice of the case.

  • Employee Relations Committee ‌ The parties agree to an Employee Relations Committee (E.R.C.) to address issues of concern to both employees and the Employer. The meetings will be held as needed at the request of either party at the store or at an otherwise mutually agreed location. The Union Representative and up to two (2) bargaining unit employees or their designates. Subjects addressed may include health and safety, housekeeping and maintenance. Issues that arise between meetings may be presented in writing to management or the Union. The Employer will reply in writing or determine that an additional

  • New Employee Orientations The County shall provide the Union written notice of County-wide new employee orientations, whether in person or online, at least ten (10) business days prior to the orientation. The notice shall include time, date, and location of the orientation. Representatives of the Union shall be permitted to meet with the new employees for up to thirty (30) minutes during a portion of the orientation for which attendance is mandatory. The Union shall provide the County at least five (5) business days prior to the orientation any materials it would like the County to distribute to new employees at the orientation. If the Union staff are unavailable, the County shall grant release time for one (1) union xxxxxxx to attend the orientation pursuant to Section 6.2.1 The County shall make best efforts to provide the Union with the name, job title, department, work location, work, home and personal cellular telephone numbers, personal email addresses, and home addresses of all employees in the bargaining unit every 90 days, but no less than once every 120 days.

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