Human Resources Review Sample Clauses

Human Resources Review. Within ten (10) working days of receiving the completed application, the Human Resources Department shall complete a review of the application. 1. The application shall be reviewed by Human Resources to ensure the member meets the minimum qualifications for the desired load. 2. Those applicants not meeting the minimum qualifications shall be notified in writing and shall be provided information regarding the equivalency application process. If the member subsequently qualifies under the equivalency process, the member must then re‐apply no later than the end of the eighth week of the semester. 3. Applications of the members meeting the minimum qualifications shall be forwarded to the appropriate college President.
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
Human Resources Review. If the decision of the Department Head or designee does not resolve the dispute to the satisfaction of the employee, the employee or his or her representative may request a review by Human Resources. The request for the meeting shall be made in writing within twenty (20) calendar days of receipt of the decision of the Department Head or designee. Within twenty (20) calendar days after the request for review, Human Resources or designee shall investigate the matter, confer with persons affected (and their representatives) to the extent deemed necessary, and render a decision in writing.
Sample 1Sample 2
Human Resources Review. All interviews shall be conducted by the Director of Human Resources or designate and two other members, preferably from the division as appointed by the Deputy Chief of Administration in conjunction with the Director of Human Resources. The interview, as approved by the Director of Human Resources, shall include a specific, scored, detailed review of the job qualifications. Qualifications for each position shall be consistent with those identified in the Job Description. Points in this category shall be weighted at 50%. 60% shall be considered a passing grade on the Human Resources Review.
Sample 1Sample 2
Human Resources Review. If the Nurse is dissatisfied with the Program Manager’s and/or Division Director’s decision, s/he will have fifteen (15)) working days to forward his/her request to Human Resources. Human Resources will have thirty (30) working days to respond in writing with approval or denial to the Nurse. If Human Resources fails to respond within thirty (30) working days, the Nurse shall be moved into the classification requested. If Human Resources ultimately denies the request, the nurse shall be returned to his/her original classification.
Sample 1Sample 2
Human Resources Review. The Human Resources Manager or designee will review the request and make a determination if a new or revised job description is necessary and/or if the job is accurately evaluated under the job evaluation system in effect. A desk audit or discussion with the employee and the supervisor and/or department head may be conducted if necessary, to reach a decision.
Sample 1
Human Resources Review. Upon receipt of the decision from the Consultant, the designated Director of Human Resources or designee will analyze the findings and review for process compliance. Human Resources shall send to the employee and their supervisor, a findings memo and instructions to appeal, no later than fifteen (15) working days from receipt of the decision from the Consultant.
Sample 1
Human Resources Review. If the grievance is not resolved at Step 2, an appeal may be submitted in writing by the employee(s) or their representative to the Office of Labor Relations. The written appeal must be received by the Office of Labor Relations within twenty (20) calendar days of the date on which the written response to Step 2 was issued or due.
Sample 1
AutoNDA by SimpleDocs
Human Resources Review. The findings and recommendations of the July 2020 Human Resources Review conducted by Elevate HR and Coaching will be considered and implemented. Water Safety Ireland will compile a Plan for the implementation, including a timeframe. The Plan will be presented to the Department for its consideration. The recommendations should be fully implemented by June 2021. Findings were found in the following areas, with recommendations made and risks identified. • WSI Human Resource policies. • Grievance Policy • Disciplinary Policy • Contracts of Employment • Job Descriptions. • Grade Structure • Statutory Leave to be recorded in accordance with the Organisation Working Time Act 1997/2015 • Business planning and continuous improvement • Communication • Performance Management Development System Training & Development (T&D) • Talent Planning
Sample 1
Human Resources Review. HR Staff Initial and Date: HR Review
Sample 1

Related to Human Resources Review

  • Human Resources (i) Advice and assistance in relation to the staffing of Party B, including assistance in the recruitment, employment and secondment of management personnel, administrative personnel and staff of Party B; (ii) Training of management, staff and administrative personnel; (iii) Assistance in the development of sound payroll administrative controls in Party B; (iv) Advice and assistance in the relocation of management and staff of Party B;

  • Benefits Committee As per LOA#10, a benefits committee comprised of the employee representatives and the employer representatives, including the Crown, shall convene upon request to address all matters that may arise in the operation of the OSSTF ELHT.

  • Compensation Committee (A) The Compensation Committee shall be composed of not more than five (5) members who shall be selected by the Board of Directors from its own members who are not officers of the Company and who shall hold office during the pleasure of the Board. (B) The Compensation Committee shall in general advise upon all matters of policy concerning the Company brought to its attention by the management and from time to time review the management of the Company, major organizational matters, including salaries and employee benefits and specifically shall administer the Executive Incentive Compensation Plan. (C) Meetings of the Compensation Committee may be called at any time by the Chairman of the Compensation Committee, the Chairman of the Board of Directors, or the President of the Company.

  • TRANSITION COMMITTEE A transition committee comprised of the employee representatives and the employer representatives, including the Crown, will be established by January 31, 2016 to address all matters that may arise in the creation of the Trust.

  • Compensation Review The compensation of the Executive will be reviewed not less frequently than annually by the board of directors of the Company.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • Performance Reviews The Employee will be provided with a written performance appraisal at least once per year and said appraisal will be reviewed at which time all aspects of the assessment can be fully discussed.

  • Evaluation Committee 16.2.1 The Association and the Board agree to establish a standing joint Evaluation Development Committee for the purpose of regularly reviewing the effectiveness of the policy, procedure and process, including the evaluation instrument, for the evaluation of teachers in the District and to provide recommendations to the Superintendent and Board by April 30.

  • Log Reviews All systems processing and/or storing PHI COUNTY discloses to 11 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY 12 must have a routine procedure in place to review system logs for unauthorized access.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!