Employment Testing Sample Clauses

Employment Testing. A test is an instrument administered by Human Resources, used as a basis for any employment decision including, but not limited to, hiring and competitive-bid promotion. Such tests may measure aptitude, achievement, and other proficiencies. Examples include, but are not limited to, a review of records, interview, typing, computer skills, basic skills, job knowledge, work sample or other demonstration tests deemed reliable and job-related as approved by the Human Resources Group Manager. 38.2 Job Announcement and Application Filing Process
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Employment Testing. All applicants for safety-sensitive classifications shall undergo urine controlled substance testing prior to employment. Receipt of a satisfactory test result is required prior to employment and failure of a controlled substance test will disqualify the applicant from further consideration for employment. Pre-Employment testing requirements will be conducted in compliance with current law.
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Employment Testing. Physical Test Battery (PTB), Work Orientation Inventory (WOI), or new tests by Company and Union Agreement Notes on minimum requirements for internal transfers through Job Bidding or the Transfer/Promotion (TP) Process: A. Internal transfers will be required to possess a BS or 2-year degree in a technical discipline, engineering, or technology role OR 2 years of military service in a technical role B. Internal transfers who meet the minimum requirements will have preferential consideration prior to the Company utilizing the normal provisions of Title 305. C. Promotional opportunities for internal candidates who meet the minimum requirement will be pending upon successful completion of Inspection 5500 and OQ 2101 (Polyethylene Pipe Inspection) employee will be placed into the Pre-Utility Inspector classification and will be provided the remaining OQ training. Classification Next Lower/Eligible Classifications Pipeline Inspector – CWI Construction Inspector Working Leader A Working Leader B Welder – GC Gas (In-Service) Welder – GC Gas Classification Next Lower/Eligible Classifications Construction Inspector Utility Construction Inspector Working Leader A Working Leader B Welder – GC Gas (In-Service) Welder – GC Gas
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Employment Testing. All applicants or apprentices which the Union refers for employment with the Employer will be required to submit to testing for the presence of illegal drugs as a part of the application process. Any such applicant who has taken, and passed, a drug test for the Employer within 90 days of the applicant's current job referral will not be required to take a pre-employment drug test.
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Employment Testing. Whenever appropriate in the Town’s discretion and in accordance with applicable laws, the Town may authorize written and/or performance (competency) tests including job-related skills, physical agility or other types of tests, singly or in groups, as circumstances warrant. Employees should follow all appropriate testing procedures. You are encouraged to discuss these matters further with your supervisor.
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Employment Testing. Prior to the first time a covered employee performs safety-sensitive functions for Student Transportation of America or the School, the employee will undergo testing for controlled substances. Student Transportation of America will not allow any covered employee to perform safety-sensitive functions unless the covered employee has produced a controlled substances test result from a medical review officer indicating a verified negative test result. Student Transportation of America will not employ an applicant with a pre-employment test result indicating a verified positive test result.
Sample 1
Employment Testing. All applicants shall be given a conditional offer of employment and will be required to submit to testing for the presence illegal drugs. The offer of employment for Safety Sensitive Positions is contingent upon a negative drug test result. A conditional offer of employment will be rescinded for any applicant who tests positive for the presence of illegal drugs. All applicants will be provided written notice of this policy including whether they will be in a safety sensitive position or not. Applicants will be required to acknowledge via signature for receipt and understanding of this policy. An employee will be tested for illegal drugs, or the abuse of prescription medication, when the employee manifests “reasonable belief” behavior that would endanger their well-being, as well as the safety of fellow employees or the general public. The basis of suspicion of alcohol or drug abuse may be a specific, contemporaneous event, or conduct-evidencing impairment observed over a period of time.
Sample 1
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Employment Testing. All new applicants who apply for a safety sensitive position will be subject to pre-employment alcohol and controlled substance testing. Applicants testing positive for a controlled substance or testing a breath alcohol concentration greater than 0.04 will be deemed unqualified for the position.
Sample 1
Employment Testing. A test is an instrument administered by the Human Resources Group, used as a basis for any employment decision including, but not limited to, hiring and competitive-bid promotion. Such tests may measure aptitude, and other objective proficiencies. The weighted criteria shall then be used by panel interviewers in scoring each candidate. Scoring shall be based on a scale of 0-100, or pass or fail. Test tools may include a review of records for reviewing for minimum qualifications, structured interviews, typing, computer skills, basic skills, job knowledge, work sample or other practical or knowledge demonstration tests deemed reliable and job-related as approved by EEO and the Human Resources Group Manager. Candidates participating in testing shall be notified of the pass/fail and/or scoring thresholds prior to taking or participating in any test. 1. Desirable qualifications will not be used as hurdles or knockouts, minimum qualifications or to disqualify candidates from the recruitment process. Utilizing desirable qualifications will not change the minimum education, minimum requirements, minimum qualifications, certifications, licenses of a position and shall only serve to provide a description of the work expected to be performed by the successful bidder. 2. Employment testing will be commensurate with job related knowledge, skills and abilities, and minimum requirements as identified in the job description. In preparing employment test and interview questions, care will be taken to ensure that the questions are consistent with the level of the position posted.
Sample 1

Related to Employment Testing

  • Pre-Employment Testing Nothing in this Contract shall limit the right of the City to conduct any tests it may deem appropriate for persons seeking employment prior to their date of hire. The parties agree that the Lodge has no role or responsibility with regard to any such pre-employment testing.

  • Employment Termination 12.1 Subject to the terms and conditions of the National Building and Construction Industry Award 2000, it is agreed that it is the company’s prerogative to determine the order of selection of employees for employment or retrenchment subject always to the following: a) All relevant legislation governing unfair dismissal, discrimination, etc. will be observed; b) Voluntary terminations will be encouraged as a first step; c) The seniority of employees – within classifications, experience or skills held – will be considered by the company in selecting employees for retrenchment; d) The Grievance Procedures set out in Clause 9 of this Agreement will apply in the event of any concerns arising regarding retrenchments.

  • Employment Terms As a condition to your employment with the Company, you are required to (a) sign and return a satisfactory I-9 Immigration form providing sufficient documentation establishing your employment eligibility in the United States, and (b) provide satisfactory proof of your identity as required by United States law.

  • Term of Employment; Termination ​ (a) The “Term of Employment” shall commence on the date hereof and shall continue until December 31, 2024; provided, that, should the Executive’s employment by the Company be earlier terminated pursuant to Section 3(b) or by the Executive pursuant to Section 3(c), the Term of Employment shall end on the date of such earlier termination. The Company may extend the Term of Employment by an additional twelve months (“Additional Term”) pursuant to formal action by the Compensation Committee of the Board of Directors at least 90 days prior to the scheduled expiration date of the Term of Employment, unless the Executive notifies the Company of his or her decision to decline any additional term before at least 120 days prior to the scheduled expiration date of the Term of Employment. ​ (b) Subject to the payments contemplated by Sections 3(f) through 3(i), the Term of Employment may be terminated at any time by the Company: ​ (i) upon the death of Executive; ​ (ii) in the event that because of physical or mental disability Executive is unable to perform, and does not perform, in the view of the Company and as certified in writing by a competent medical physician, his or her duties hereunder for a continuous period of three consecutive months or any sixty working days out of any consecutive six month period; ​ (iii) for Cause (as defined in Section 3(d)) or Material Breach (as defined in Section 3(e)); ​ (iv) upon the continuous poor or unacceptable performance of the Executive’s duties to the Companies (other than due to a physical or mental disability), which has remained uncured for a period of 90 days after delivery of notice by the Company to the Executive of such dissatisfaction with Executive’s performance, which notice shall describe in reasonable detail the areas of dissatisfaction; or (v) for any other reason or no reason, it being understood that no reason is required. ​ Executive acknowledges that no representations or promises have been made concerning the grounds for termination or the future operation of the Companies’ business, and that nothing contained herein or otherwise stated by or on behalf of any of the Companies modifies or amends the right of the Company to terminate Executive at any time, with or without Material Breach or Cause. Termination shall become effective upon the delivery by the Company to the Executive of notice specifying such termination and the reasons therefor (i.e., Section 3 (b)(i)-(v)), subject to the requirements for advance notice and an opportunity to cure provided in this Agreement, if and to the extent applicable. Notwithstanding anything to the contrary in this Agreement, for purposes of this Agreement, any reference to “termination,” as it relates to a termination of the Executive’s employment, shall refer to a termination of employment which constitutes a “separation from service” within the meaning of Section 409A of the Internal Revenue Code of 1986, as amended and the regulations promulgated thereunder (“Section 409A”). ​ (c) Subject to the payments contemplated by Section 3(f) and 3(i), the Term of Employment may be terminated at any time by the Executive: ​ (i) upon the death of Executive; ​ (ii) as a result of a material reduction in Executive’s authority, perquisites, position or responsibilities (other than such a reduction in perquisites which affects all of the Company’s senior executives on a substantially equal or proportionate basis), the relocation of the Company’s primary place of business or the relocation of Executive by any of the Companies to another office more than 75 miles from Boston, Massachusetts, or the Company’s willful, material violation of its obligations under this Agreement, in each case, after 60 days’ prior written notice to the Company and its Board of Directors and the Company’s failure thereafter to cure such reduction or violation; or ​ (iii) as a result of the Company’s willful and material violation of this Agreement, the Amended and Restated 2018 Long-Term Incentive Plan (the “Incentive Plan”), or any agreement between Executive and any of the Companies pertaining to awards made pursuant to the Incentive Plan or the Executive Incentive Compensation Plan, in each case as such agreements or plans may be amended from time to time. ​ (d) For the purposes of this Section 3, “Cause” shall mean any of the following:

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Employment Term The term of employment under this Agreement (the “Term”) shall commence on the Effective Date and end on the third anniversary of the Effective Date, subject to earlier termination as provided in Section 3 below. The Term shall automatically renew for additional twelve (12) month periods unless no later than ninety (90) days prior to the end of the applicable Term either Party gives written notice of non-renewal (“Notice of Non-Renewal”) to the other, in which case Executive’s employment will terminate at the end of the then-applicable Term, subject to earlier termination as provided in Section 3 below.

  • Employment Period Compensation In consideration of the other provisions of this Agreement, and the Executive’s agreement to execute a Release Agreement, substantially in the form attached hereto as Exhibit B, in the event of his termination under relevant circumstances pursuant to which he would be paid severance benefits, ESC shall provide the Executive with the following payments and benefits, both those set forth in this section and elsewhere in this Agreement:

  • Secondary Employment A. For any employee entitled to disability leave, the employer shall pay the covered employee compensation in accordance with section 10.2 governing disability leave. B. The employer shall pay compensation for the period that the covered employee is entitled to disability leave for a maximum period of eighteen (18) months, except as set forth in 10.2(b) and 10.3(b). C. The employee shall be eligible for compensation for such disability leave if the employee is temporarily disabled from the duties of the public safety employment that gave rise to the injury, regardless or whether the employee engages in secondary employment, provided that: 1. The secondary employment commenced prior to the injury; 2. The duties of the secondary employment are not likely to cause delay or preclude full recovery and return to work as certified by the FROMS physician and such employment is approved by the Fire Chief. Such requests shall not be unreasonably denied.

  • Employment Period The Company hereby agrees to continue the Executive in its employ, and the Executive hereby agrees to remain in the employ of the Company subject to the terms and conditions of this Agreement, for the period commencing on the Effective Date and ending on the third anniversary of such date (the "Employment Period").

  • HOURS OF EMPLOYMENT 6.1 The employee shall be on duty at the school at least thirty (30) minutes prior to the beginning of the first student period. If assigned a pre-period, the employee must arrive 30 minutes prior to the pre-period. 6.2 Kindergarten teachers shall have the same school hours as other teachers in their school. 6.3 Middle school teachers shall have one (1) unassigned instructional period per day set aside for planning. This period shall be equivalent to one normal class period. 6.4 Elementary Art, Music, and PE teachers shall be provided 45 minutes a week of preparation time. 6.5 Every employee shall be entitled to one duty-free lunch period per day of not less than thirty (30) consecutive minutes. Each employee shall also be allowed two (2) relief periods (recesses) each day even when serving on yard duty. A preparation period is considered a relief period. 6.6 The unit member shall attend one faculty meeting each week if scheduled by the principal, and the employee shall be provided with an agenda prior to such meetings. Unit members may be permitted to place items on the agenda. One (1) day per week, unit members shall be required to attend until 4:45 p.m. if a meeting is called. These meetings may include minimum day in-service, faculty meetings and other meetings as prescribed by the administrator in charge. On the Wednesday preceding issuance of report cards/progress reports, unit members will be released from weekly faculty meetings to work on the issuance of such cards/reports. Unit members shall not be released from weekly faculty meetings on any week during which a non-instructional, teacher work day is scheduled. 6.7 Planning and preparation time shall be used for planning, preparation, and conferencing with parents, pupils and other teachers or administrators. 6.8 Employees shall participate in student extra-curricular activities, on a voluntary basis, such as student dances, music performances, athletic events, etc. If there are no volunteers, the principal will appoint staff members. In no event shall an employee be required to participate in more than two (2) extra-curricular assignments per year. It shall be the responsibility of the principal to allocate assignments in an equitable manner. 6.9 Employees shall participate in duties as assigned by the principal such as "Back to School Night" and "Open House” and “Kindergarten Orientation.” The District shall make every effort to schedule Open House on a minimum day so unit members will have a greater opportunity to prepare information and materials for meeting parents. The employee has the obligation to participate in meetings pertinent to but not limited to, parent-teacher conferences, principal–teacher conferences, 504 meetings, IEP meetings, and curriculum work. 6.10 During the hours of employment, employees shall perform those duties normally associated with certificated employees as assigned by the principal. To the extent possible, each site will set aside one or more days per month for IEP meetings. Certificated staff will be released from class during contract time to attend such meetings. Every effort will be made to schedule IEP meetings and 504 meetings during the school day. However, if parent, teacher, or service provider scheduling requires an after school meeting, a seven (7) calendar day advance notice will be given to all participants in the absence of exigent circumstances. 6.11 Certificated staff will be released from class during contract time to attend such meetings. There shall be a minimum day one (1) day per week to allow time after students are dismissed for working on such topics as planning, professional growth, curriculum planning and scheduling. At the beginning of each school year, each school site will designate one Wednesday in a month where there are at least four (4) Wednesdays for teacher determined use that will consist of collaboration with one or more colleagues. An agenda and minutes will be developed and provided to the school administrator. 6.12 Each school teacher grades TK-8 shall have the equivalent of ten (10) minimum days designated as parent conference days. 6.13 Hours of employment for part-time employees shall be assigned by the Human Resources Director after consultation with the employee and the principal and duties shall be pro- rated. 6.14 As long as the District funds classified positions, known as P.E. Specialists, it shall provide substitutes for P.E. Specialists when absent in order for classroom teachers to be provided preparation time. 6.15 If a TK-8th grade substitute is unavailable: 6.15.1 Another teacher may voluntarily cover the class during their preparation time and be paid their pro-rated per diem rate of pay. 6.15.2 A part-time or job share teacher may substitute during non-contract time and be paid their pro-rated per diem rate of pay. If a job share teacher substitutes for their partner teacher, then the pay is per diem (pro rated if not a full day). 6.15.3 If a teacher takes another teacher’s students in addition to their own class, the teacher will receive the hourly rate of pay pursuant to Article 3.16 per hour for the number of hours the class is with them. This applies when taking at least 7 of the students in a teacher’s class.

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