HIRING PROCEDURE. 5.1 At the Pre-job Conference the Employer may request and the Local Union shall clear:
5.1.1 Up to ten percent (10%) of the Principal Operators excluding mechanics, required for the job from other Locals of the Union and each such Principal Operator shall be entitled to perform only the work for which he is cleared. Up to one- half (½) of those Principal Operators cleared under this provision may commence employment at the start of the Right-of-Way operations and the balance of those Principal Operators cleared under this provision may commence employment not prior to the start of the Pipe Gang operations.
5.1.2 Up to fifty percent (50%) of the mechanics, utility welders and lubrication and service unit operators required for the job who are members of another Local of the Union. This ratio shall be maintained on a "one-to-one" basis for the duration of the job. The first employee shall be a member of the Local Union having geographic jurisdiction for the job.
5.1.3 The Employer shall have the right to name request by classification up to fifty percent (50%) of the required employees who are members of the Local Union. Those employees hired under the provisions of Article 5.1.1 and 5.1.2 above shall be included in the fifty percent (50%). This ratio shall be maintained on a one-to-one basis for the duration of the job. Thereafter the Employer shall notify the Local Union of all his employee requirements and shall only hire those who have been cleared for work by the Local Union having jurisdiction.
5.2 The Local Union shall be given forty-eight (48) hours exclusive of Saturdays, Sundays, and holidays to supply the required employees but shall advise the Employer of expected delays in dispatching any employees within forty- eight (48) hours. Employees shall be entitled to Waiting Time or Reporting Time upon arrival at the jobsite on the day designated by the Employer for arrival, if no work is provided.
5.3 All employees shall be in possession of a referral slip from the Local Union for identification purposes unless the Local Union otherwise clears an employee for hire by telegram, telex, facsimile transmission or other means of written communication. All out-of-province employees must provide the Local Union having jurisdiction with a copy of a duly authorized Travel Card issued by his/her home Local prior to being issued a referral slip and cleared to work.
5.4 Subject to the terms and conditions of this Agreement, the Employer shall have the right to r...
HIRING PROCEDURE. The hiring procedures are contained in the Appendices attached to and forming part of this Agreement.
HIRING PROCEDURE. 3.1 The Employer agrees to employ members in good standing of the Union to perform all work in the construction, installation, maintenance and repair of all transmission and distribution systems and all work related thereto which is within the jurisdiction of the IBEW.
3.2 The Employer will advise the Union Dispatcher of all required vacancies, including location, conditions and of any auxiliary skills that may be required. The Union undertakes to supply only qualified personnel. And the Employer further agrees that all such work performed for, or at the insistence of the Employer, by contractors, sub-contractors, and/or third parties shall be performed by members in good standing of the Union. After a period of forty-eight (48) hours excluding weekends and Statutory Holidays, should the Union be unable to fill the Employer's request for employees, the Union and the Employer will undertake joint recruiting. All employees shall be in receipt of a clearance from the Union before commencing work. Notwithstanding the above, and subject to clearance from the Union, which will not be unreasonably withheld, owner operators may be employed. The employees will be under the direct supervision of a Xxxxxxx or Sub- Xxxxxxx. There will be no loss of work or jurisdiction to the Union as a result.
3.3 The Employer recognizes seniority in the event of a reduction in forces; by job classification that the last employee hired shall be the first employee released. For the purposes of calculating seniority for Apprentices who graduate to Journeyman status while employed, their seniority as a Journeyman shall be calculated from their last date of hire as an Apprentice with the Employer. Subject to the foregoing, IBEW members shall be retained over non-members. When computing length of service to determine seniority, time lost due to sickness, accident, annual vacation and Statutory Holidays or leave of absence for military service or IBEW business shall be counted as time worked; other leaves of absence without pay must be by mutual consent in writing of the Parties, hereto, otherwise time on leave shall not be counted as time worked. Employees shall have company-wide seniority and where the Employer has more than one headquarters as defined herein, employees upon the reduction in forces shall be entitled to replace the most junior employee by classification within the employ of the Employer. Employees who elect to bump junior employees shall be entitled to no greater benefits...
HIRING PROCEDURE. The President/designee shall consult with the department concerning the need for hiring adjuncts. The department shall be responsible for evaluating the academic credentials of the candidates and making recommendations to the President.
HIRING PROCEDURE a. Selections for Regular Faculty
i. Internal Selections for Regular Faculty from Regular Faculty
(1) Regular faculty members who apply for a regular position will be treated as internal candidates, who will be considered before an external search. If a Selection Committee determines that the internal candidate is qualified for the position and recommends appointment, the appointment will be made.
(2) Where there are two (2) or more qualified regular faculty members, the position shall be awarded to the faculty member with the greatest DDP FTE Service. Where there is a tie in DDP FTE service, the lottery process in Article 6.07.c will apply.
(3) Should the Responsible Administrator not wish to follow the Selection Committee’s recommendations in making the appointment, he/she shall meet with the Committee to provide a rationale and attempt to resolve the matter before taking action.
(4) Faculty members hired through the internal selection process will be subject to a one (1) year probationary period.
(5) Internal candidates may take an unpaid leave of absence from their original position in accordance with Article 7 of the Common Agreement.
(6) Internal regular faculty members who are not selected shall, upon request, receive feedback from the Responsible Administrator.
ii. Internal Selections for Regular Faculty from Contract Faculty
(1) The Selection Committee shall interview contract faculty members who apply, have two (2) years of DDP FTE Service, and have been evaluated as satisfactory during their second year of DDP FTE Service. Where a faculty member has more than three (3) years of DDP FTE Service, his/her most recent evaluation must be satisfactory.
(2) The Selection Committee shall assess the candidates to ensure they meet the qualifications and criteria established by the Selection Committee for a regular position.
(3) Where the Selection Committee determines that a candidate meets the qualifications and criteria for a regular position, he/she will be recommended by the Selection Committee for appointment and a regular appointment shall be made when there is work of half-time or more available in the DDP that the faculty member is qualified to teach. Where a faculty member has been recommended, the Responsible Administrator shall appoint.
(4) An applicant who does not meet the qualifications and criteria for a regular ongoing position, but has two (2) years of DDP FTE Service, may be considered by the Selection Committee. Where the Selection Comm...
HIRING PROCEDURE. 700 HIRING
HIRING PROCEDURE. Refer to Clause 7 of Local Appendices
21.1 The Union hereby agrees to furnish at all times to the employer, duly qualified sheet metal worker members and registered sheet metal worker apprentice members as the work requires, in such numbers as the employer shall determine to be necessary to properly execute the work he has contracted for, in the manner and under the conditions specified in this Agreement.
HIRING PROCEDURE. 3.01 The Union hereby agrees to furnish at all times to the Employer, duly qualified sheeter/deckers, sheeter/xxxxxx assistants, material handlers, probationary employees and apprentices as the work requires, in such numbers as the Employer shall determine to be necessary to properly execute the work the Employer has contracted for, in the manner and under the conditions specified in this Agreement.
3.02 The Union agrees to maintain a separate list of qualified sheeters/deckers, sheeter/xxxxxx assistants, material handlers, probationary employees, sheeter/xxxxxx apprentices. The list shall identify employees working under this Craft Schedule “S”. The Union shall upon request by an Employer, supply the Employer with a list of employees under this Craft Schedule “S”. On signing Schedule “S”, the Union shall supply to the CLRA for distribution to Employers a list of employees who are qualified under the classification system designated under Article 2 of Craft Schedule “S”.
3.03 When the employer hires any new probationary employee, the Union will be notified by phone, fax or email.
HIRING PROCEDURE. B5.1 The Employer agrees that whenever employees covered by this Agreement are required, the Employer shall call the Union office of the Local Union(s) having jurisdiction.
B5.2 The following definition of Permanent Yard applies to this Article only. Permanent Yard means where the Company establishes and maintains an office and yard for a period of at least one (1) year.
B5.2.1 In those areas where the Employer has a permanent yard the Employer may request and the Local Union shall clear previous employees who have worked for the Company for at least six months and who have been employed by the Employer within six (6) months prior to commencement on the job, the first which shall be the Xxxxxxx, provided such members have maintained membership in good standing and are registered as unemployed with the Local Union.
B5.2.2 In those areas where the Employer does not have a permanent yard the Employer may request and the Local Union shall clear up to twenty percent (20%) of his employee requirements from previous employees who are members of the Local Union and have been employed by the Employer within six
HIRING PROCEDURE. The Port of Seattle is a public employer subject to the requirements of Chapter 53.18 RCW and Chapter 41.56 RCW regarding employment relations, collective bargaining, and ability to hire personnel. In accordance with Chapter 53.18.060 the parties agree that this labor agreement does not restrict the right of the Port of Seattle in its discretion to secure its regular or steady employees from the local community, according to the Port’s internal hiring procedures. All new employees hired in this manner are subject to the terms and conditions of this Agreement.
