Human Resources Management. The Contractor shall establish and maintain human resource systems which attract and retain outstanding employees, and continually motivate them to achieve high productivity in scientific research and Laboratory operations. The Contractor also shall create and maintain at the Laboratory an environment that promotes diversity and fully utilizes the talents and capabilities of a diverse workforce. The Contractor shall seek to recruit a diverse workforce by promoting and implementing DOE and Laboratory goals. Special consideration will be given to Historically Black Colleges and Universities/Minority Institutions as potential resource pools. The Contractor shall also strive to promote diversity in all of the Laboratory's subcontracting efforts with emphasis on the use of the types of businesses identified in the Small Business Subcontracting Plan clause of this contract.
Human Resources Management. Members of the SDTA bargaining unit employed at EPAA are subject to all District policies, procedures, and protocols, unless otherwise modified by provisions set forth in the EPAA Charter, any Memorandum of Understanding and/or agreement between EPAA and the District, and any agreements between SDTA and the District including this Side Letter of Agreement.
Human Resources Management. All employees of the Charter School are employees of the Charter School. The Charter School shall have sole responsibility for employment, management, dismissal and discipline of its employees.
A. The Charter School will conform to the laws regarding background checks and fingerprinting.
B. If the Charter School decides to offer existing or new employees of the Charter School the opportunity to participate in STRS or PERS, the Charter School shall be responsible for entering into a contract with STRS and/or PERS or the District. At the request of the Charter School, the District shall create any reports required STRS or PERS and may charge the Charter School for the actual costs of the reporting services.
C. It is recognized that current and/or future staff members of the District that choose employment with the Charter School shall have no reemployment rights with the District as specified in the Charter unless such employees obtain a leave of absence pursuant to any applicable collective bargaining agreement or District Board Policy.
Human Resources Management. Employees of CMP are solely the employees of the Charter School. As such, CMP shall have the sole responsibility for employment management, dismissal, and discipline of its employees.
A. CMP will conform to the laws regarding background checks, fingerprinting, and credentialing. Teachers of core academic subjects shall be held to the same credentialing standard as teachers in the public schools. No CMP teacher shall be maintained in employment without compliance with Education Code section 47605(l).
Human Resources Management. Identify and consult with the Director of Nursing and Clinical Services regarding improvements to rostering and human resource management; – Manage and monitor the staffing of shifts, daily allocation of staff and delegation, to ensure effective utilisation of staff to achieve optimum patient care in consultation with the Manger Clinical Services; – Ensure appropriate documentation of the management of the hospital’s human resource is maintained via the designated tools,; – Undertake performance appraisals for staff members in accordance with the organisations policies and implement performance management strategies when required; – Manage any staff grievances that arise and consult with the Director of Nursing and Clinical Services; – Identify training needs for staff and recommend to Manager Clinical Services. – Promote positive industrial relations for all staff, ensuring knowledge of current agreements and issues; – Ensure the effective/efficient use of all human resource functions, work practices and procedures.
Human Resources Management. Provision of technical assistance to implement human resources management strategies and practices, including, inter alia:
(i) developing a strategic workforce plan;
(ii) establishing a talent-pool and talent management system;
(iii) modernizing human resource recruitment and competency assessment systems;
(iv) strengthening human resources management practices in compliance with the Borrower’s human resources management legal framework; and
(v) assessing the civil service health insurance program and options for alternative cost- saving solutions.
Human Resources Management. We agree that the Jefferson/Franklin Consortium Partners will develop commonly accepted expectations for customer service and engagement that are compliant with each individual entity's employee policies. Each Partner will incorporate those expectations into their own employee- performance system and agree to conduct periodic pe1formance reviews in accordance with the requirements of their organization.
Human Resources Management. 4.1. Supervision of Admin Services Team in relevant procedures and processes to maintain accurate staff establishment.
4.2. Maintain current Admin Services Team position descriptions including assessment of WH&S and Risk Management factors for all positions.
4.3. Attend Grading Committee meetings where required to evaluate regrading requests relevant to Admin Services Team members.
4.4. Ensure Admin Support staff receive training in all mandatory training such as: A Safer Workplace; Manual Handling; Child Protection & WHS.
Human Resources Management. 1. Record human resource information and provide reports.
2. Assist management with human resources issues.
3. In conjunction with the approval of Client offer guidance on compensation issues at each client location.
4. With approval of Client, provide assistance to managers in writing job descriptions.
5. Where applicable, develop recruitment and selection strategies.
6. Conduct management training through scheduled classes.
7. Provide management training materials with input and approval of client corporate Human Resource Department.
8. Above is included in administrative fee.
Human Resources Management. The following administrative requirements must be implemented by ARIA where Company Information Assets are stored, processed, transmitted, or destroyed; except as may be otherwise required for compliance, litigation or legal or regulatory purposes.
a. ARIA employees and Agents must be subject to a sufficient criminal background check prior to employment to ensure people with a criminal history do not have access to Company Information Assets. The ARIA agrees it will provide no employees or Agents who have been convicted of a felony involving theft, dishonesty, or breach of trust, or any other crime that disqualifies someone from working in the business of insurance as set forth in the Federal Crime Xxxx. Further, ARIA will conduct a background check on each employee or Agent that is sufficient to screen out those who have been convicted of crimes involving behavior that, if it occurred on the Company’s site, could result in injury to people or impairment of assets.
b. ARIA must follow a documented method or procedure that governs the creation, suspension, cancellation, modification, and deletion of user accounts for its employees and Agents. These methods or procedures must include, at a minimum, the following:
1. Employees and Agents with valid user accounts must have their user accounts disabled immediately upon termination of employment or business engagement;
2. Employees and Agents who experience an absence longer than sixty (60) days must have their user accounts disabled. These user accounts may be re-enabled upon their return to work; otherwise, these accounts shall be deleted upon termination of the Employee or Agent;
3. Employees and Agents whose job responsibilities change must have their access levels reviewed to determine if changes need to be made in order to ensure they do not have access to Information Assets for which they do not have a specific business need.
c. During employment or when under contract:
1. ARIA must include Information Security requirements within job descriptions or other written documentation for ARIA employees and Agents whose job roles will have access to Company Information Assets;
2. ARIA must maintain an Information Security awareness and training program for its employees and Agents to ensure the employees and Agents are aware of their responsibility to protect and maintain the confidentiality and security of ARIA and Company Information Assets;
3. ARIA shall impose disciplinary measures for violations of its Info...
