EMPLOYEE RETENTION REQUIREMENTS. One of the provisions of the Living Wage Policy is a requirement that on certain agreements over $50,000, the new Contractor must retain the workers who have been performing the services under the previous contractor. Employee retention is applicable to the Contractor and all Subcontractors under the Agreement in two respects: (1) the Contractor will be obligated to adhere to these requirements in hiring; and (2) the Contractor will also be obligated to cooperate with the City in transitioning to a new contractor at the end of the term of the Agreement. The following provisions are applicable to this Agreement and will become a part of the Agreement:
EMPLOYEE RETENTION REQUIREMENTS. Parking Operator shall offer continued employment to existing non-supervisory personnel working for the current parking operator on August 31, 2017. However, Parking Operator shall not be obligated to retain such existing personnel (on an individual basis) if it demonstrates to the satisfaction of the Director that: (i) an individual employee does not pass background and/or drug testing, (ii) an individual employee does not have the experience to provide the services that Parking Operator requires, or
EMPLOYEE RETENTION REQUIREMENTS. Employee retention is applicable to the Contractor and all Subcontractors under the Agreement in two respects: (1) the Contractor will be obligated to adhere to these requirements in hiring; and (2) the Contractor will also be obligated to cooperate with the City in transitioning to a new contractor at the end of the term of the Agreement. In addition to the requirements set forth herein, the requirements of California Labor Code Section 1060 et seq. shall apply to the extent that they are more stringent or supplemental. The following definition applies:
EMPLOYEE RETENTION REQUIREMENTS. Contractor acknowledges that when collection services are transferred to Contractor, workers who perform services for City’s current Contractor will be displaced from their employment. Contractor shall offer employment to all qualified displaced workers who have been employed by the current Contractor for at least 120 calendar days prior to July 1, 2007 provided that Contractor shall not be required to create additional positions that Contractor does not need nor to lay-off or discharge Contractor’s employees in order to employ qualified displaced workers. A qualified displaced worker includes non-management workers of the current Contractor who have been employed for at least 120 calendar days prior to July 1, 2007 and who would otherwise be laid-off. Contractor is prohibited from discharging any qualified displaced workers for at least 90 days after the Collection Start-up Date except for cause. After the initial 90 days, the continued employment of qualified displaced workers will be under the terms and conditions established for all of Contractor’s workers in the particular job classification. Contractor shall submit displaced worker hiring status reports to the City Representative on the last working day of October 2007 and on the last working day of June 2008. The following provisions are applicable to this RFP and will become part of the Agreement:
