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General Workforce Sample Clauses

General Workforce. Identify your organization’s methods of solicitation and utilization of Minority, Woman and Disabled Businesses (M/W/DSBEs). Please be specific in describing outreach and any procurement policies that are focused on creating or sustaining business relationships with M/W/DSBEs.
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General Workforce. Female: The race classification of our general female workforce includes African American, Asian American, Caucasian, Hispanic/Latino and those who self-identify as two or more races. Minority: The race classification of our general minority workforce includes African American, Asian American, Hispanic/Latino and those who self- identify as two or more races. Residential local status: We have a total of 117K employees in nearly 2,000 locations worldwide. Questions can be directed to Xxxxxxx Xxxxxxx Xxxxx, Global Manager, Diversity & Inclusion. led Businesses (M/W/DSBEs). Please be specific in describing outreach and any procurement cies that is focused on Minority, Woman and Disabled Business, please refer to the Technical Submittal Section 3.3: Approach to Economic Opportunity Plan in the proposal. butable to M/W/DSBEs? Please include a list of the largest M/W/DSBEs used by your organization in Annual spending with MBE and WBE suppliers exceeded $1.1 billion in 2016. Top 20 MWBEs in FY2017 Vendor Name Primary Naics Code Primary Certifying Council Name Bridgewater Interiors, LLC 336360 NMSDC-MICHIGAN MINORITY SUPPLIER DEVELOPMENT COUNCIL Enerflex Solutions, LLC - NMSDC-MICHIGAN MINORITY SUPPLIER DEVELOPMENT COUNCIL CONTINENTAL LIGHTING LLC - NMSDC-MICHIGAN MINORITY SUPPLIER DEVELOPMENT COUNCIL Camaco, LLC 332999 NMSDC-MICHIGAN MINORITY SUPPLIER DEVELOPMENT COUNCIL DSSI, LLC 541511 NMSDC-TRI-STATE MINORITY SUPPLIER DEVELOPMENT COUNCIL R-Squared Xxxxxxx, Inc. 332410 NMSDC-SOUTHERN REGION MINORITY SUPPLIER DEVELOPMENT COUNCIL MAGIC Workforce Solutions 561310 NMSDC-SOUTHERN CALIFORNIA MINORITY SUPPLIER DEVELOPMENT COUNCIL Pacific Rim Capital, Inc. 532490 NMSDC-SOUTHERN CALIFORNIA MINORITY SUPPLIER DEVELOPMENT COUNCIL Dura Automotive Systems, LLC 336360 WBENC-(MI) WOMENS BUSINESS ENTERPRISE COUNCIL GREAT LAKES Delaco Steel Corp. (Delaco-Kenwal Steel, LLC) 423510 NMSDC-MICHIGAN MINORITY SUPPLIER DEVELOPMENT COUNCIL CNI, Inc. 336360 NMSDC-MICHIGAN MINORITY SUPPLIER DEVELOPMENT COUNCIL Grupo Logico 488510 NMSDC-MICHIGAN MINORITY SUPPLIER DEVELOPMENT COUNCIL Xxxx Industries, Inc. 332116 WBENC-WOMENS BUSINESS ENTERPRISE NATIONAL COUNCIL W.J.G. Enterprises Molding Company - NMSDC-MICHIGAN MINORITY SUPPLIER DEVELOPMENT COUNCIL TEXAS INTERNATIONAL BUSINESS LLC 335911 NMSDC-HOUSTON MINORITY SUPPLIER DEVELOPMENT COUNCIL Advantage Technologies, Inc. - NMSDC-MICHIGAN MINORITY SUPPLIER DEVELOPMENT COUNCIL Alliance Suppliers, Inc. 315211 NMSDC-GEORGIA MINORITY SUPPLIER DEVEL...
Sample 1

Related to General Workforce

  • Contractor’s Project Manager and Key Personnel Contractor shall appoint a Project Manager to direct the Contractor’s efforts in fulfilling Contractor’s obligations under this Contract. This Project Manager shall be subject to approval by the County and shall not be changed without the written consent of the County’s Project Manager, which consent shall not be unreasonably withheld. The Contractor’s Project Manager shall be assigned to this project for the duration of the Contract and shall diligently pursue all work and services to meet the project time lines. The County’s Project Manager shall have the right to require the removal and replacement of the Contractor’s Project Manager from providing services to the County under this Contract. The County’s Project manager shall notify the Contractor in writing of such action. The Contractor shall accomplish the removal within five (5) business days after written notice by the County’s Project Manager. The County’s Project Manager shall review and approve the appointment of the replacement for the Contractor’s Project Manager. The County is not required to provide any additional information, reason or rationale in the event it The County is not required to provide any additional information, reason or rationale in the event it requires the removal of Contractor’s Project Manager from providing further services under the Contract.

  • WORKFORCE REDUCTION SECTION 1 Layoffs (A) When employees are to be laid off as defined in the F.S., the state shall implement such layoff in the following manner: (1) The competitive area for the bargaining unit shall be statewide unless the Department and PBA agree otherwise. (2) Layoff shall be by class or occupational level within the Security Services Bargaining Unit. (3) An employee who has not attained permanent status in his current position may be laid off without applying the provision for retention rights. (4) No employee with permanent status in his current position shall be laid off while an employee who does not hold permanent status in his current position is serving in that class or level unless the permanent employee does not elect to exercise his retention rights or does not meet the selective competition criteria. (5) All employees who have permanent status in their current positions shall be ranked on a layoff list for the affected class or level based on the total retention points derived as follows: (a) Length of service retention points shall be based on one point for each month of continuous service in a Career Service position. 1. An employee who resigns from one Career Service position to accept employment in another Career Service position is not considered to have a break in service. 2. An employee who has been laid off and is reemployed within one year from the date of the layoff shall not be considered to have a break in service. 3. Moving from Career Service to Selected Exempt Service or Senior Management Service and back to Career Service does not constitute a break in service unless the employee’s break in service is more than 31 calendar days. Only time spent in the Career Service is counted in calculating retention points. (b) Retention points deducted for performance not meeting performance standards or work expectations defined for the position shall be based on the five years immediately prior to the agency’s established cutoff date. Five points shall be deducted for each month an employee has a rating below performance expectations. (6) The layoff list shall be prepared by totaling retention points. Employees eligible for veterans’ preference pursuant to section 295.07(1)(a) or (b), F.S., shall have 15 percent added to their total retention points, those eligible pursuant to section 295.07(1)(c), (d), or (e), F.S., shall have 10 percent added to their total retention points, and those eligible pursuant to section 295.071(1)(f), or (g), F.S., shall have five percent added to their total retention points. (7) The employee with the highest total retention points is placed at the top of the list, and the employee with the lowest retention points is placed at the bottom of the list. (8) The employee at the top of the list shall bump the employee at the bottom of the list. The next highest employee on the list and the remaining employees shall be handled in the same manner until the total number of filled positions in the class to be abolished is complete. (9) Should two or more employees have the same combined total of retention points, the order of layoff shall be determined by giving preference for retention in the following sequence: (a) The employee with the longest service in the affected class. (b) The employee with the longest continuous service in the Career Service. (c) The employee who is entitled to veterans’ preference pursuant to section 295.07(1), F.S. (10) An employee who has permanent status in his current position and is to be laid off shall be given at least 14 calendar days’ notice of such layoff or two weeks’ pay, or a combination of days of notice and pay. Any payment will be made at the employee’s current hourly base rate of pay. The notice of layoff shall be in writing and sent to the employee by certified mail, return receipt requested. Within seven calendar days after receiving the notice of layoff, the employee shall have the right to request, in writing, a lateral action, reassignment, or demotion within the competitive area in lieu of layoff to a position in a class within the bargaining unit in which the employee held permanent status, or to a position in a class at the level of or below the class in the bargaining unit in which the employee held permanent status. (11) An employee’s request for lateral action, reassignment, or demotion shall be granted unless it would cause the layoff of another employee who possesses a greater total of retention points. (12) An employee adversely affected as a result of another employee having a greater number of retention points shall have the same right of lateral action, reassignment or demotion under the same procedure as provided in this section. (13) If an employee requests a lateral action, reassignment, or demotion in lieu of layoff, the same formula and criteria for establishing retention points for that class shall be used as prescribed in this section. (B) If there is to be a layoff of employees, the state shall take all reasonable steps to place any adversely affected employees in existing vacancies for which they are qualified. (C) If work performed by employees in this unit is to be performed by non-state employees, the state agrees to encourage the employing entity to consider any adversely affected unit employees for employment in its organization if the state has been unable to place the employees in other positions within the State Personnel System.

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