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Employment Testing Sample Clauses

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, achievement, and other
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
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.
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.
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.
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.
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.
Employment TestingPrior 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.
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.

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.

  • 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 A. The on-site work day for employees shall commence twenty-five minutes before the start of the pupils’ instructional day. The length of the workday for full-time employees, including a duty-free lunch break, shall be seven and one half hours per day. Employees may be required to serve additional hours at extra-curricular activities called by the site administrators. On Fridays or on designated minimum days with the exception of Teacher Collaboration or Conference days, employees may leave directly after the students except when required to complete other assigned duties. Employees, at their discretion, may leave school at the end of the student day if their immediate supervisor has required that they return to school to serve at an extra-curricular activity. Staff meetings called by the building principal shall be conducted during contract hours. Excepting state, federal, contractual, or mandated committees, all committee memberships shall be voluntary. Required committees shall be equitably filled by all teaching staff. Required extra-curricular activities shall be equitably distributed/attended by all teaching staff B. Every full-time teacher shall be entitled to one duty-free, uninterrupted lunch period and two ten-minute relief periods each day. The lunch period shall be for the same duration of time as that provided for pupils of the school. Administrators will make every effort to ensure that the time between each duty free break will not exceed 2 hours. In instances where that is not possible, administrators will work with the teachers impacted to provide restroom relief as needed. C. All teachers shall have time set-aside for preparation and planning. Teachers in grades TK-5 shall be entitled to at least a thirty minute daily prep period. Teachers in grades 6-8 and 9-12 shall be entitled to preparation periods equal to one class period as long as all grades are located on the same campus/site and have the same instructional minutes. If the sixth grade is returned to an elementary configuration (example 4-5-6), teachers shall be entitled to the same preparation period offered teachers in grades 4 and 5. Scheduling of preparation time shall be the responsibility of the site administrator. Preparation periods shall be duty free. Employees will not be requested by site administrators or by other staff to "cover" other classes during their preparation period. Employees may volunteer to cover classes during prep periods for teachers who need to be absent for a portion of the day to fulfill extra-duty assignments. D. Hours of employment for part-time employees shall be assigned by the Superintendent. E. Reasonable release time shall be provided for Association representatives to meet and negotiate and to process grievances. When Association representatives perform these duties outside of the 185 contracted work days, those representatives of the Association will be granted one compensatory day for each day in which business between the Association and the District is conducted, for a maximum of six KUTA members. Compensatory days must be taken by June 30 of the school year in which they are granted. Unused compensatory days will be forfeited after June 30 of each year. F. The dismissal time and number of minimum days will be fairly applied at all sites within the District. The number of minimum days will be not less than 9 days, and shall include the days listed in Article V, Paragraph B as part of the nine minimum days. G. The hours of employment for teachers shall include the following minimum number of instructional minutes which shall be offered to the students and shall continue to comply with the longer day, longer year provisions of California Education Code §46201:

  • Supported Employment Natural Supports