EMPLOYMENT PROCESS.
10.1 All vacant positions in the bargaining unit, which are to be filled by regular appointment, will be advertised at least once in an internal City announcement (except as noted below in 10.1.2) that will be regularly distributed to all departments for posting in places accessible to employees, with a copy to the Union. The filing for each position will be open for at least fourteen (14) calendar days.
10.1.1 Announcements will not be posted for external applicants until seven (7) calendar days after the posting of that announcement for internal applicants. Waiver of the seven (7) calendar day advanced internal posting may be requested of the Union.
10.1.2 Exceptions to the requirement in 10.1 are:
A. Fill from a Reinstatement Recall List (Sections 20.5D, E, I, and J);
B. Fill from a Reversion Recall List (Section 8.4F);
C. Employment of a Project Hire candidate (someone laid off from another title, but qualified to do the work if acceptable to the department appointing authority); or
D. Other good reasons mutually agreed upon on a case-specific basis.
10.1.3 The Seattle Human Resources Director or their designee will encourage appointing authorities to include notices of exempt, seasonal, and temporary project vacancies in the regularly distributed internal City announcement.
10.2 The Seattle Human Resources Director or their designee will define specific required qualifications for each bargaining unit position advertised. In all cases, the advertised qualifications shall be at least at the level of the established qualifications listed in the pertinent classification specification but may be closer in focus to address the job- related requirements of the particular position. All internal and external job announcements for positions covered by this agreement will specify that the position is represented by the International Federation of Professional and Technical Engineers, Local 17.
10.3 The Seattle Human Resources Director or their designee will review and approve the general method of selection used in each City department to ensure the selection processes for filling bargaining unit positions are conducted in a reasonable and fair manner. If the Union feels a selection method does not meet the "reasonable and fair" threshold, they may request a meeting with the Seattle Human Resources Director or their designee to discuss resolution of their concerns. Lacking such resolution, the Union may submit the threshold question to the grievance procedure...
EMPLOYMENT PROCESS. 1. All newly appointed GAs shall receive a letter of appointment informing them of the type and period of employment. These appointment letters will include the following:
a. Duration of employment;
b. Stipend amount, including tuition waiver, and reference to other benefits (if any), assuming a stipend and/or tuition waiver or benefits are applicable to the appointment;
c. Notice of this Agreement in the form of a URL link to the Agreement;
d. Name(s) of the direct supervisor(s), if known at the time of the appointment;
e. The average amount of time the GA should expect to engage in employment duties per week; and any administrative requirements imposed by the University;
f. Any contingencies to the appointment; such as, but not limited to, admission to the College of Graduate Studies, and/or maintenance of required cumulative graduate grade point average as set by CMU, and enrollment in a minimum number of graduate courses as outlined by the College of Graduate Studies on behalf of the University.
2. Receipt of the letter described above constitutes an offer of employment by the University. It is understood that an offer of employment may be an important factor in the decision of new students whether or not to attend CMU for graduate studies. Nevertheless, the University reserves the right to withdraw or alter the offer for good cause. In such cases, the recipient will receive written notification of a withdrawal of an offer or of any alterations made to their offer of employment.
3. Appointments of Graduate Assistants shall be for at least one semester. Nothing within the terms of this Agreement, however, precludes the University from making appointments for periods longer than one semester.
4. A Graduate Assistant will receive from her or his supervisor notice of the amount of time in general he or she should expect to spend on employment duties.
EMPLOYMENT PROCESS. In order to be eligible to participate in the employment process, students must be able to confirm (upon request) that they are legally able to work in Canada.
i) Registering for a Co-op Work Term
EMPLOYMENT PROCESS. Internal advertisement of vacant bargaining unit positions in the City’s Classified Service may run concurrent with or occur prior to any authorized external advertisement. The transfer, reduction or demotion of an employee to a vacancy within the same employing unit is not considered an employment opportunity for advertising purposes. Internal advertisement refers to the city-wide publication of vacant positions in the Opportunities for Advancement (OFA).
EMPLOYMENT PROCESS.
22.1 All vacant positions in the bargaining unit, which are to be filled by regular appointment, will be advertised at least once in an internal City announcement (except as noted below in Section 22.1.2) that will be regularly distributed to all departments for posting in places accessible to employees, with a copy to the Union. The filing for each position will be open for at least fourteen (14) calendar days.
22.1.1 Announcements will not be posted for external applicants until seven (7) calendar days after the posting of that announcement for internal applicants. Waiver of the seven (7) calendar day advanced internal posting may be requested of the Union. B. Fill from a Reversion Recall List Article 19;
EMPLOYMENT PROCESS. 10.1 All vacant positions in the bargaining unit, which are to be filled by regular appointment, will be advertised at least once in an internal City announcement (except as noted below in 10.1.2) that will be regularly distributed to all departments for posting in places accessible to employees, with a copy to the Union. The filing for each position will be open for at least fourteen (14) calendar days.
10.1.1 Announcements will not be posted for external applicants until seven (7) calendar days after the posting of that announcement for internal applicants. Waiver of the seven (7) calendar day advanced internal posting may be requested of the Union.
10.1.2 Exceptions to the requirement in 10.1 are:
EMPLOYMENT PROCESS. The Executive acknowledges that he will participate in the initial employment and orientation process pursuant to which the Executive will complete the various forms and documents generally required to be completed by all Company employees (e.g. acknowledgment of receipt of and compliance with the Hxxxxx Standards of Business Conduct, etc.). Further, Executive acknowledges and agrees that he will be subject to and comply with the Company’s various policies and procedures applied generally to the Company’s employees.
EMPLOYMENT PROCESS. 34.2.1. Evaluation Procedures for Promotion have been developed and documented to provide for a transparent and fair process for the selection and appointment of Employees (including casuals) to permanent and permanent part time positions.
34.2.2. The minimum staffing levels for permanent full time Employees will be based on the shift requirement for the lightest operational day of the week. The procedures include:
(i) Clearly defined selection criteria which will encompass five (5) key areas and a process of evaluating each application.
(ii) Personal skills, 30%;
(iii) Work skills, 25%;
(iv) Personal conduct, 20%;
(v) Availability, 15%; and
(vi) Seniority, 10%.
34.2.3. A short list and selection will be determined from the total number of applications by way of a process involving the following criteria:
(i) Attendance record.
(ii) A selection process based on work performance and competency to perform the required duties.
EMPLOYMENT PROCESS. Accept open position forms and post to the weekly posting . Update the Career Opportunities Jobline, Security Capital Group Incorporated Web Page . Review and screen applicants for position requirements . Schedule interviews with applicants, prepare interview packets and forward to hiring manager . If out-of-town applicant, ensure that all receipts are received and expense form is completed . In conjunction with hiring manager, make conditional offer of employment to candidate and generate offer letter . Schedule new hire for pre-employment testing . Send rejection letters to unsuccessful applicants after acceptance of offer
EMPLOYMENT PROCESS. All vacant positions in the bargaining unit, which are to be filled by regular appointment, will be advertised at least once in an internal City announcement (except as noted below in Section 22.1.2) that will be regularly distributed to all departments for posting in places accessible to employees, with a copy to the Union. The filing for each position will be open for at least fourteen (14) calendar days.
