EMPLOYMENT PRIORITY. In all cases of layoff, the Union members from the Low-Rise Residential Sector shall retain employment priority.
EMPLOYMENT PRIORITY. 1. A Sessional Instructor may be appointed only when no faculty member is available to undertake the teaching responsibilities.
EMPLOYMENT PRIORITY. The TERO Director will be given at least forty-eight hours’ notice to locate and refer a qualified Indian applicant for any vacancy or new position except when circumstances require that the position be filled within a shorter period of time. If the TERO Office is unable to fill a vacancy, an Employer may recruit and hire workers from whatever sources are available to the contractor and by whatever process the contractor so chooses, provided that the contractor will notify TERO of any job vacancies, positions, or any negotiated positions. The Tribal TERO office will use its Job Skills Bank to assist the Employer in meeting the stipulated hiring goal for this project. TERO will maintain a Job Skills Bank, listing available resident Indians by job classification based on skill level as indicated on their TERO application to be used to fill job vacancies, new positions, or any other negotiated position under this Agreement. Employer agrees to consider hiring, either for a job vacancy or new positions all available local Indians and Indian applicants who meet pre-employment standards.
EMPLOYMENT PRIORITY. In all cases of layoff, the Local Union members shall retain employment priority.
EMPLOYMENT PRIORITY. TERO will maintain a list of available resident Indians and Indian employees for employment. The TERO shall be given at least three (3) business days notice of any positions to be filled or vacancies. Employer shall hire, either for a job vacancy or new positions, all available resident Indians or Indian applicants who meet pre-employment standards. For the purpose of this agreement, pre-employment standards are those directly job related standards of fitness and ability which indicate that with a reasonable amount of training a person will be capable of satisfactorily performing the entry job, as well as jobs at a higher level which with a reasonable amount of further training, are normally filled by progression from the entry job. This provision applies to those persons who at the time of application for employment are not fully qualified for the available job, but general potential of becoming qualified through a reasonable amount of training.
EMPLOYMENT PRIORITY. The TECRO Director will be given at least twenty-four (24) hours’ notice to locate and refer a qualified Indian applicant for any vacancy or new position. If the TECRO Office is unable to fill the vacancy, an employer may recruit and hire workers from whatever sources are available to the contractor and by whatever process the contractor so chooses, provided that the contractor will notify TECRO of any job vacancies, positions, or any negotiated positions. The Tribal TECRO office will use its Job Skills Bank to assist the employer in meeting the stipulated hiring goal for this project. TECRO will maintain a Job Skills Bank, listing available resident Indian applicants by job classification based on skill level as indicated on their TECRO application to be used to fill job vacancies, new positions, or any other negotiated position under this Agreement. Employer agrees to consider hiring, either for a job vacancy or for new positions all available local Indians and Indian applicants who meet pre-employment standards.
EMPLOYMENT PRIORITY. For the hiring of local Indians and Indian employees, TERO will maintain a list of available local Indians or Indian applicants, depending on qualifications. For the purpose of this agreement, qualification standards are those directly job related standard fitness and ability with additional OJT individual can satisfactorily perform the entry job, as well as jobs at a higher level which with a reasonable amount of further training, are normally filled by progression from the entry job. This provision applies to those persons who at the time of application for employment that are not fully qualified for the available job, but have potential of becoming qualified through a reasonable amount of training. QUALIFICATION STANDARDS Employer will not use criteria or other personal requirements as barriers to local Indians of Indian employment, except where such criteria or requirements are required by business necessity. However, the employer shall have the burden of showing cause in writing to Director that such criteria or requirements are required by Business necessity.
EMPLOYMENT PRIORITY. In all cases of layoff, the Local Union members shall retain employment priority. OLDER EMPLOYEES Where five (5) or more Journeymen are employed every fifth (5th) Journeyman shall be fifty (50) years of age or older, where available. LAYOFF NOTIFICATION When possible, the Contractor shall notify the Business Manager three (3) days prior to a layoff but no later than on the day of the layoff. Failure of the Contractor to notify the Business Manager’s office on the day of lay- off will entitle the Employee to an additional one (1) hour’s pay in addition to the one (1) hour notice, All work performed in excess of eight (8) hours per day shall be paid at one hundred and five (105) percent times the regular rate of pay. If a holiday as set out in the Agreement is observed during the normal work week, all Employees shall work the remaining four (4) days of that particular week. In Toronto only, on mutual agreement of the Contractor and Business Manager the above noted hours may be worked as stipulated or as four (4) eight (8) hour days (Monday to Thursday) with the remaining five and one-half (5 l/2) hours worked on Friday. On Friday a twenty (20) minute meal period will be taken at the mid-point of the work period in lieu of a work break and a one-half (l/2) hour meal period.
EMPLOYMENT PRIORITY. In all cases of layoff, the Local Union members shall retain employment priority. For the purposes of Sec- tion employment priority shall not apply when a non-resident Employer is laying off provided that, notwithstanding Section the mobility percent- ages set forth in Section is not exceeded. TRAVEL, MILEAGE AND ROOM AND BOARD ALLOWANCES FOR MOBILITY WORKERS (EMPLOYEES EMPLOYED PURSUANT TO SECTION 702) A. Notwithstanding Sections and of the provincial section of the Principal Agreement or the provisions of any Local Union Appendix, the following allowances for travel, mileage and room and board shall be paid by a non-resident Contractor to a mobility worker brought in pur- suant to Section for jobs located outside the jurisdiction of the mobility worker's home Local Union by such Contractor. Free Travel Zones: There shall be a free travel zone of forty (40) road kilometres from the point of departure where no travel time or mileage allowances will be paid. Travel Time: Travel time at the "Total Package" hourly rate of pay set out in the mobility workers' home Local Union's Ap- pendix at the straight time rate shall be paid by the Contractor to the mobility worker for travelling to and from such jobs outside of the free travel zone. No mobility worker shall be required to travel more than ten (10) hours in one (1) day or to travel and work in one (1) day total- ling more than ten (10) hours. The mo- bility worker shall not be expected to re- turn home on any day where such has travelled or travelled and worked totalling ten (10) hours.
EMPLOYMENT PRIORITY. Hiring preferences shall be as follows: First preference shall be accorded to Indians living on or near Tolowa Dee-ni` Nation and are from a federally recognized Tribe. Second preference shall be accorded to Indians that are from a federally recognized Tribe. For those claiming “Indian Preference” that are not Tolowa Dee-ni` Nation Tribal Members, the burden of proof to show verification of their enrollment in a Federally Recognized Tribe is upon them. A “non-Indian” will not be allowed to be recruited, until the TERO Skills Bank has been totally exhausted, or a job description presented to TERO by the Employer cannot be met through the Skills Bank. A “non-Indian” shall not be hired until the Employer has been issued a written waiver from TERO stating that there are no Native Americans available, therefore authorizing them to hire a “non-Indian” for that specific position. (The waiver does not authorize a “non-Indian” to transfer over to other positions that become available unless a new “waiver” has been obtained by the Employer from TERO.) An Employer failing to abide with the TERO Ordinance could be charged with alleged discrimination. For purposes of this agreement, pre-employment standards are those directly job related, standards toward fairness and ability which express with a reasonable amount of job training could progress with reasonable further guidance and training. This provision would apply to those persons who at the time of application for employment, are not fully experienced for the available position, but does possess those threshold requirements and general potential for becoming qualified through reasonable training.
