HIRING POLICIES Sample Clauses
The Hiring Policies clause sets out the rules and standards an organization follows when recruiting and employing staff. It typically covers aspects such as equal opportunity, non-discrimination, background checks, and the procedures for posting job openings and selecting candidates. By clearly outlining these practices, the clause ensures fairness, legal compliance, and transparency in the hiring process, helping to prevent disputes and promote a diverse and qualified workforce.
HIRING POLICIES. The Union agrees to furnish all Employees covered by this Agreement to perform work in the job classifications of each Department as listed in Schedule (A2) of this Agreement, and that said Employees will be competent and will perform such work as is required by the Company under the provisions of this Agreement.
HIRING POLICIES. 1. The Employer shall notify all Covered Employees, by email, of any vacancy in an existing or newly created Union position the Employer intends to fill. Notice includes, but is not limited to, a copy of the proposed job posting. The Union shall have five (5) business days to provide feedback on the draft job posting, and the Employer agrees to give the Union’s feedback reasonable consideration. All full postings will memorialize the organization’s commitment to equal opportunity in employment.
2. The Employer will notify the Union if a new position is created which is excluded from the Bargaining unit. If the Union believes that the position should be included in the bargaining unit, the parties shall meet and confer over whether the position is included in the bargaining unit. If agreement cannot be reached on whether the position is included in the bargaining unit, the Employer’s decision is subject to the grievance and arbitration procedures of Article 21 or appropriate proceedings at the National Labor Relations Board.
3. Upon finalization of the job posting, and at least five (5) days in advance of any external advertisement of the vacant position, the Employer shall notify all Covered Employees that the application period for the vacancy has opened.
4. If an existing Covered Employee declares interest in a vacant position before it is externally advertised, the Employer shall interview the internal candidate prior to any external candidates provided the internal candidate satisfies the minimal qualifications for the position. The Employer is not required to make a decision before interviewing external candidates.
5. Where an internal Covered Employee candidate is not awarded a position, upon request, the Employer shall meet with them to discuss the reasons that the Covered Employee was not selected.
6. Prior to external advertisement of a position, the parties shall construct a Hiring Team, which shall be comprised of at minimum, the director of the department in which the vacancy is located (the “proposing director”), and at least one bargaining unit employee. The requirement for at least one bargaining unit member on the Hiring Team shall be waived if no Covered Employees are available and/or interested in participating on a specific Hiring Team. All members of the Hiring Team have equal voice in the hiring process as set out in this Article. The Hiring Team is encouraged to identify additional organizations to which the organization should share ...
HIRING POLICIES. The Board will hire the Executive Director. All other vacancies or new positions within the organization will be hired by the Executive Director in consultation with that position’s supervisor as necessary. New staff position will be created in consultation with the Board of Directors; the Board approves any new staff positions.
HIRING POLICIES. 13:01 When additional Employees are required, the Company will contact the Union and give consideration to Union members with work experience in the recreational vehicle industry.
HIRING POLICIES. Decisions regarding hiring may not be influenced by a family or other significant personal relationship. Employees should refer to the Atlas Employee Handbook to review the Workplace Nepotism and Personal Relationships policy. Recruitment and employment of current and former federal government employees is governed by complex, constantly changing rules (sometimes called “revolving door” rules). These rules may prohibit their recruitment and employment or even discussions of possible employment. Restrictions also may be imposed on the duties such current and former government employees may perform as employees, agents, consultants, or other representatives of the Company. Former government personnel are subject to federal conflict of interest laws and the rules and regulations of government agencies. Prospective employees may be required to provide written guidance from their cognizant government ethics officer regarding what, if any, restrictions the prospect might be constrained by.
HIRING POLICIES. Certified personnel currently employed by ▇▇▇▇▇ School District will be given notification and first consideration of any job openings in the bargaining unit. For extra-curricular activities, staff members shall be given first consideration for the open position as long as the staff member is as qualified or more qualified than non-staff member applicants.