HIRING OF NEW EMPLOYEES. Section 1. The Employer agrees that, when additional employees are required, the Union will be given twenty-four (24) hours notice in advance so that the Union may have a reasonable opportunity to refer applicants for employment. Applicants referred by the Union shall meet the minimum qualifications as specified in the job position(s) description(s) provided to the Union. Such notice shall specify the number and qualifications of the employees required, and the Union agrees that it will refer experienced applicants when available to the Employer. The Parties recognize that the Employer will develop and implement a performance evaluation process for Eagle Harbor probationary employees. A new employee shall serve a six (6) month probationary period and shall receive the appropriate rate of pay for the position during such probationary period. The Employer may separate a probationary employee at any time during the probationary period, and such separation will not be subject to the grievance procedure. The Employer will provide the employee five (5) working days written notice prior to the effective date of the separation. If the Employer fails to provide five (5) working days notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. This probationary period may be extended with the written agreement of the Employer and the Union.
Section 2. Selection of applicants for referral to jobs shall be on a nondiscriminatory basis and shall not be based on or in any way affected by Union membership, by-laws, rules, regulations, constitutional provisions, or any other aspect or obligation of Union membership, policies or requirements.
Section 3. The Employer retains the right to reject any job applicant referred by the Union. The Employer may discharge any employee for just and sufficient cause.
Section 4. If the Employer hires persons other than those referred by the Union, he shall advise the Union within two (2) working days after such person is hired as to the name, address, social security number, date of hire, classification, and rate of pay of such employee. The same information
Section 5. All employees referred to the Employer by the Union under this Article shall submit to the making of such records as are or may be required by the Employer for the purpose of identification.
Section 6. A copy of this Article of the Agreement shall be pos...
HIRING OF NEW EMPLOYEES. Section 1. The Employer agrees that, when additional employees are required, the Union will be given twenty-four (24) hours’ notice in advance so that the Union may have a reasonable opportunity to refer applicants for employment. Applicants referred by the Union shall meet the minimum qualifications as specified in the job position(s) description(s) provided to the Union. Such notice shall specify the number and qualifications of the employees required, and the Union agrees that it will refer experienced applicants when available to the Employer. The parties recognize that the Employer will develop and implement a performance evaluation process for Eagle Harbor probationary employees.
HIRING OF NEW EMPLOYEES. Prior to the exhaustion of the posting procedure in Article 5.1.0, employees may be recalled from layoff to Labourer in the Mill Department, or Clean Up work in the Mine Department, or that employees’ original position in the Non-Skilled Maintenance Department. Thereafter, all positions that employees have been recalled to will be posted in accordance with Article 5.
HIRING OF NEW EMPLOYEES. Section 1. The Employer agrees that, when additional employees are required, the Union will be given twenty-four (24) hours’ notice in advance so that the Union may have a reasonable opportunity to refer applicants for employment. Applicants referred by the Union shall meet the minimum qualifications as specified in the job position(s) description(s) provided to the Union. Such notice shall specify the number and qualifications of the employees required, and the Union agrees that it will refer experienced applicants when available to the Employer. The parties recognize that the Employer will develop and implement a performance evaluation process for Eagle Harbor probationary employees. A new employee shall serve a six (6) month probationary period and shall receive the appropriate rate of pay for the position during such probationary period. The probationary period may be extended by the Employer up to an additional six (6) months upon agreement between the Employer and the Union. In addition, an employee’s probationary period will be extended on a day for day basis for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service, or temporary reduction of work hours. The Employer may separate a probationary employee at any time during the probationary period, and such separation will not be subject to the grievance procedure in Article 12. The Employer will provide the employee five
HIRING OF NEW EMPLOYEES. When new help is required the Council Member shall notify immediately the Union so that the Union may recommend from the open market the help so required.
(a) If the Union fails to recommend satisfactory employees to the Council Member, the Council Member shall also have the option of seeking its help from the open market. , (b) Selection of applicants for referral to jobs by the Union shall be on a non-discriminatory basis and shall not be based on or in any way affected by Union membership, by-laws, rules, regulations, constitutional provisions, or any other aspect of Union membership, policies or requirements. Nothing herein contained shall deny the Union the right to select any applicants for referral on the basis of experience in the industry, qualifications and skill or employer refer ence.
(c) The Council Member at all times retains the right to reject any job applicants referred by the Union.
(d) New employees when hired shall be deemed probationary and on a trial basis for a period of thirty (30) days. Thereafter they 1 shall be considered regular employees and shall then be granted the fringe benefits provided in this Agreement for regular employees.
(e) For the sole purpose of establishing the pay rate for a newly hired employee, the Council Member will recognize previous verified comparable market experience within the Union's jurisdictional area during the three (3) years immediately preceding the newly hired employee's date of hire. In no event shall such rate be higher than the applicable maximum rate set forth in Schedule "A" for the employees who were in the Council Member's employ February 4, 1967, and who, furthermore, were being paid at rates stated on the wage progression scales in effect on February 4, 1967. Such prior experience must be claimed on the employee's application for em ployment, and if not verified in writing by the former employers within thirty (30) days after the date of employment, such prior experience may then be verified through contributions made to the Union's Welfare and Pension Funds. If there is no verification within forty- five (45) days after the employee's date of hire, the Council Member shall have the option, in its sole discretion, to discharge such em ployee without recourse to the grievance procedure provided in this Agreement.
HIRING OF NEW EMPLOYEES. The Company may request additional employees from time to time if needed, from the Union, or may hire such employees from any other available source. All new employees may be required to work a probationary period of sixty (60) days of actual work but no later than ninety (90) actual calendar days.
HIRING OF NEW EMPLOYEES. The hiring practice shall be as follows:
(a) When the Employer requires any workers, either for regular employment or for extra work, he shall apply to the office of the Union; the Union agrees to send any available workers of proven qualification who shall identify themselves by presenting Union work cards and who shall be directed to report to the Employer’ s place of business.
HIRING OF NEW EMPLOYEES. An employee may be released from employment at any time during the first ninety (90) day probationary period by the Superintendent or his/her designee without cause via Board action. In addition, at the end of the first year of probationary employment, the employee may be released from employment by the Superintendent or his/her designee via Board action. Current employees within a department may provide supervisors with support and/or concerns prior to an employee moving out of the first twelve months of probationary status. During the first year of employment the employee shall be paid at 80% of the regular rate and shall be paid at 90% or the regular rate during the second year of employment. Based on prior experience, the district may, at its sole discretion, waive the probationary wage and/or probationary period.
HIRING OF NEW EMPLOYEES. 28.01 The list of employees of the first reserve pool (Appendix « F ») is composed of a maximum of twenty-five (25) employees. This number of available employees must be maintained at all times in accordance with the following procedures : The classification committee will determine the number of employees needed in the reserve pool (appendix F). The reserve pool must contain a minimum of 10 employees and a maximum of 25 employees. The determined number must be maintained at all times in accordance with the following procedures :
a) The Union shall submit to the M.E.A. the names of candidates provided that in so doing the employer can meet all its legal obligations and/or conform to all pertinent government directives (e.g. Xxxx C-62, Canadian Human Rights Act). These individuals will then be given the selection test and language evaluation. Upon satisfactory completion of these two phases, they shall be issued an associate member card.
b) In the event that the Union does not provide sufficient numbers to meet these criteria, the M.E.A. may then choose to seek candidates elsewhere who would be equally required to undergo the selection test and language evaluation.
28.02 The attendance record of the reserve pool members will be reviewed from time to time and their status may be withdrawn if it is determined that it is not sufficient. The acceptable level is established at a minimum of fifty per cent (50%) of the average of availability of the total employees in the reserve pool, calculated on a monthly basis; an employee incapable of accepting an assignment because of a work-related accident or of prolonged illness will be considered available during the period of his invalidity as long as he had advised the employer.
28.03 It is understood that, in future, for the employment of new Checkers under job security, in accordance with Article 10.06 of our collective agreement, the following procedure shall apply:
a) Satisfactory completion of a medical examination arranged by the M.E.A..
b) Background checks, including criminal records.
c) Satisfactory completion of a work related selection test approved by the M.E.A..
d) Satisfactory completion of an orientation and a probationary period of up to 500 hours which includes all hours worked in the reserve pool and hours of fishing.
28.04 In the case of employees who should become covered by the Job Security Plan during the duration of the Collective agreement, in accordance with its provisions, the applicable guar...
HIRING OF NEW EMPLOYEES. 3 Section 1. The Employer agrees that, when additional employees are required, the 4 Union will be given twenty-four (24) seventy-two (72) hours’ (three (3) 5 workdays) notice via email at the time of the recruitment posting for open 6 positions so that the Union may have a reasonable opportunity to refer 7 applicants for employment. Applicants referred by the Union shall meet the 8 minimum qualifications as specified in the job position(s) description(s) 9 provided to the Union. Such notice shall specify the number and 10 qualifications of the employees required, and the Union agrees that it will 11 refer experienced applicants when available to the Employer. The parties 12 recognize that the Employer will develop and implement a performance 13 evaluation process for Eagle Harbor probationary employees.
14 A new employee shall serve a six (6) month probationary period and shall 15 receive the appropriate rate of pay for the position during such probationary 16 period. The probationary period may be extended by the Employer up to an 17 additional six (6) months upon agreement between the Employer and the 18 Union. In addition, an employee’s probationary period will be extended on
