Hiring Policy. (A) The University shall fill vacancies from within the bargaining unit, providing employees are available with the required minimum qualifications before hiring new employees.
(B) Applicants for posted vacancies shall be appointed on the basis of ability, qualifications and seniority. When the University is making its selection and no applicant is clearly superior in ability and qualifications, seniority shall be the determining factor.
Hiring Policy. It is the intention of the Company to create meaningful jobs to as many employees as financially possible the year round. It is not the intention of the Company to deliberately, and in bad faith, schedule employees with the end result of shortening their seasonal work. It is understood that any increase in the number of permanent employees will effectively reduce seasonal hours. The Company agrees that it will not hire any new employees during the duration of this Agreement until all employees on the seniority list have been given an opportunity to work as long as work is available in order of seniority. The Company will not deliberately hire any new employees with the end result of shortening or reducing the seasonal length of time that employees are normally working.
Hiring Policy. It shall be the policy of the Board to hire teachers only in accordance with the procedures and administrative regulations set forth by the Vermont State Agency of Education.
Hiring Policy. 24.1 The City of San Xxxx Hiring Policy contained in the City Policy Manual contains the procedures and policies for hiring. The Hiring Policy shall include a reference to Salary Resolution #51870, which contains definitions of various terms including, but not limited to, step placement, promotion, lateral transfer, and demotion.
Hiring Policy. Neither FACILITY nor any parent, subsidiary or other entity related or affiliated with FACILITY or its parent or subsidiary shall directly or indirectly hire or utilize (except as provided in an agreement with AKC) any Candidate introduced to FACILITY by AKC for a period of one year after the later of the termination of an assignment from AKC and the identification of the Candidate to FACILITY. Both parties agree not to solicit the employees of the other, directly or indirectly, including through their agents or related entities, for employment during the period of such employee's employment by the other party and for one year thereafter.
Hiring Policy. 1. Whenever a permanent job opening within the negotiating unit occurs in any existing job classification or as a result of the development or establishment of new job classifications, a notice of such openings shall be posted on the Department of Human Resources bulletin board, located in the East Building, for five (5) working days except in those circumstances in which a Temporary Employee of the same category and classification is changed to a regular status. The Employer will not close the job vacancy search until the opening has been posted internally for five (5) working days. If such permanent job opening occurs as a result of increased job duties and a reclassification of the employees presently on that job, or if, consistent with Equal Employment Opportunity guidelines, a position is filled through promotion within a departmental or office unit, such shall not be posted.
2. During this five (5) day period employees who wish to apply for the open position may do so. The application shall be submitted to the Department of Human Resources. The Union representative, if he/she so requests, may inspect the listing in the Department of Human Resources of those who have applied for such vacancy.
3. The Employer is not restricted to filling the job opening from only those who apply and in filling such opening shall first consider the qualifications of the applicants and providing such qualifications are equal, he/she shall then consider the length of continuous service of the applicants.
4. Unless approved by the Vice President of Human Resources or his/her designee, upon application by a candidate for promotion, no bargaining unit member will be entitled to bid for and accept a new position within the bargaining unit for a period of one (1) year from date of hire into his/her current position.
Hiring Policy. The Employer shall fill vacancies from within the bargaining unit in order of seniority, providing employees are available with the required minimum qualifications before hiring new employees.
Hiring Policy. The parties agree that hiring is not subject to the terms of this Agreement, that a prospective employee is not subject to this Agreement until after the prospect has accepted employment with County. All hiring decisions are the sole prerogative of Sheriff. County may hire a new employee at the entry level, or at any other level, as to County may see proper. All new employees, regardless of the step at which they are hired, shall be classified as probationary employees. During the probationary period a probationary employee may be terminated in the sole discretion of Sheriff, with or without cause. The duration of the probationary period for employees who upon hire are not POST-certified (Category 1 or Category 3) shall be eighteen (18) months. The duration of the probationary period for employees who upon hire are POST-certified (Category 1 or Category 3) shall be twelve (12) months but may be extended to eighteen (18) months at the sole discretion of the Sheriff.
Hiring Policy.
(i) The Employer shall fill vacancies from within the bargaining unit in order of seniority, providing employees are available with the required minimum qualifications before hiring new employees.
(ii) Seniority shall determine course assignment and schedule selection in accordance with C 1.03 (a)(i).
b) Minimum qualifications are:
(i) An applicable Masters' Degree;
(ii) Instructors shall have a knowledge of the language to be taught which is equivalent to that of a native speaker;
(iii) Instructors shall have suitable training in methods and techniques of language instruction.
(iv) Three (3) years of relevant experience.
c) Any change in the minimum qualifications for any position in the bargaining unit will be made only upon mutual agreement in writing between the parties.
d) A new employee shall complete a probationary period as follows:
i) satisfactory completion of thirty-three (33) teaching weeks where thirty-two (32) teaching weeks were completed within the designated programs; or
ii) satisfactory completion of the teaching requirements of a standard work year as defined in Article C 2.02 (b)(i). An employee shall be required to complete the teaching requirements of the probationary period within the time period set out in Article C 8.02(a). Upon application by the employee, the probationary period may be extended by a reasonable period of time.
Hiring Policy i) The Employer shall fill vacancies from within the bargaining unit in order of seniority, providing employees are available with the required minimum qualifications before hiring new employees.
ii) Seniority shall determine course assignment and schedule selection in accordance with D 2.03 a)i).
b) Minimum qualifications are:
i) A university degree;
ii) Instructors shall have a knowledge of the language to be taught which is equivalent to that of a native speaker;
iii) Instructors shall have suitable training in methods and techniques of language instruction.
c) Any change in the minimum qualifications for any position in the bargaining unit will be made only upon mutual agreement in writing between the parties.
d) A new employee shall complete a probationary period as follows:
i) satisfactory completion of thirty-three (33) teaching weeks where thirty-two (32) teaching weeks were completed within the Intensive English Program; or,
ii) satisfactory completion of the teaching requirements of a standard work year as defined in Article D 3.01 ((d)(i). An employee shall be required to complete the teaching requirements of the probationary period within the time period set out in Article D9.02(a).
