Indian Preference, Recruiting and Training Sample Clauses

Indian Preference, Recruiting and Training. In order to maximize benefits of the Enterprise to MBPI, MPM shall, during the Term, to the extent permitted by applicable law, including, but not limited to, the Indian Civil Rights Act, 25 U. S. C. § 1301 et. seq. give preference in recruiting, training and employment to qualified members of MBPI, their spouses and children in all job categories of the Enterprise, including senior management positions, MPM shall: (i) conduct job fairs and skills assessment meetings for MBPI members; (ii) abide by any duly enacted MBPI preference laws; (iii) consult with the Business Board and develop a management training program for MBPI members or people selected by MBPI, subject to the approval of the Business Board. This program shall be structured to provide appropriate training for those participating to assume full control at the conclusion of the Term; (iv) train and hire, to the maximum extent permitted by law, members of the local communities where the Facility is located. MPM covenants to attempt to fill as many jobs as is reasonably possible with qualified members of all federally recognized tribes. Final determination of the qualifications of MBPI members and all other persons for employment shall be made by MPM subject to any licensing requirements of the MBPI Gaming Commission; and (v) within two hundred seventy (270) days of the Commencement Date, MPM shall develop and present to the Business Board for its approval, a training plan designed to progressively reduce the number of MPM Employees, so that, by the end of the Term, all Enterprise Employees will be MBPI Employees. Costs for recruiting, job fairs and training shall be Operating Expenses. MPM shall be reimbursed for actual costs it incurs in providing recruiting, job fairs and training for the Enterprise, but shall not receive additional compensation for providing such recruiting, job fairs or training.
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Indian Preference, Recruiting and Training. In order to maximize the benefits of the Enterprise to the Tribe, Manager shall, to the extent permitted by applicable law (including, but not limited to, the Indian Civil Rights Act, 25 U.S.C. §§ 1301 et seq.), direct the Enterprise to give preference in recruiting, training and employment in all job categories of the Enterprise to members of the Tribe qualified for the position if and as required in any duly enacted Tribal member preference ordinance adopted by the Tribe. Manager shall direct the Enterprise to: (a) conduct job fairs and skills assessment meetings for Tribal members; (b) abide by any duly enacted Tribal member preference ordinance; (c) in consultation with and subject to the approval of the Business Board, develop a management training program for Tribal members or individuals selected by the Business Board, which program shall commence no later than ninety (90) days before the scheduled Opening Date and shall be structured to provide appropriate training for those participating to assume full managerial control of the Enterprise and the Facility at the conclusion of the term of this Agreement; and (d) whenever reasonably possible, fill Enterprise Employee positions with a member of the Tribe who has demonstrated skills and abilities to perform the tasks to be undertaken in an acceptable manner and can satisfy the reasonable bonding requirements of Manager. Final determination of the qualifications of Tribal members and all other persons for employment shall be made by Manager, subject to any licensing requirements of the Gaming Commission.
Sample 1
Indian Preference, Recruiting and Training. In order to maximize benefits of the Enterprise to the Band, Manager shall, during the term of this Agreement, to the maximum extent reasonably possible under applicable law, including, but not limited to the Indian Civil Rights Act, 25 U.S.C.ss.1301, et. seq., give preference in recruiting, training and employment to qualified members of the Band, their spouses, and children in all job categories of the Enterprise, including senior management. Manager shall: (i) conduct job fairs and skills assessment meetings for Band members; (ii) in consultation with and subject to the approval of the Band, develop a management training program for Band members or people selected by the Band. This program shall be structured to provide appropriate training for those participating to assume full managerial control at the conclusion of the Term of this Agreement; and (iii) within two hundred seventy (270) days of the Commencement Date, Manager shall develop and present to the Band for its approval, a training plan designed so that, by the end of the Term of the Agreement, all Enterprise Employees will be Band members or others designated by the Band. Manager shall also give preference to residents of the community in which the Gaming Site is located. Final determination of the qualifications of Band members and all other persons for employment shall be made by Manager, subject to any licensing requirements of the Gaming Regulatory Authority. Not later than 90 days prior to the Commencement Date, Manager shall develop and present to the Band for its approval a training plan designed to meet the goals set out in this section.
Sample 1
Indian Preference, Recruiting and Training. In order to maximize benefits of the Enterprise to the Tribe, Manager shall, during the Term of this Agreement, to the extent permitted by applicable law, including, but not limited to, the Indian Civil Rights Act, 25 U.S.C. § 1301 et. seq., give preference in recruiting, training and employment to Qualified members of the Tribe, their spouses and children in all job categories of the Enterprise. Manager shall: (a) conduct job fairs and skills assessment meetings for Tribal members; (b) abide by any duly enacted Tribal preference laws; (c) in consultation with and subject to the approval of the Business Board, develop a management training program for Tribal members or individuals selected by the Tribal Council. This program shall be structured to provide appropriate training for those participating to assume full managerial control at the conclusion of the Term of this Agreement; (d) hire and train, to the maximum extent permitted by law, and if qualified, members of the local communities where the Enterprise is located. Whenever possible, Enterprise jobs shall be filled by Qualified Tribal members, Qualified members of other tribes, and persons living within Placer County. Final determination of the qualifications of Tribal members and all other persons for employment shall be made by Manager, subject to any licensing requirements of the Tribal Gaming Agency; and (e) within two hundred seventy (270) days of the Commencement Date, Manager shall develop and present to the Business Board, for its approval, a training plan designed to progressively reduce the number of Manager Employees, so that, by the end of the Term of the Agreement, all Enterprise Employees will be Tribal Employees.
Sample 1
Indian Preference, Recruiting and Training. Notwithstanding any other provision of this Agreement, in order to maximize benefits of the Operating Companies to the Tribe, Manager shall, during the Term, to the extent permitted by applicable law, including but not limited to the Indian Civil Rights Act, 25 U.S.C. §1301 et seq., give preference in recruiting, training and employment to qualified members of the Tribe, their spouses and children and enrolled members of other federally recognized Indian tribes in all job categories of the Operating Companies. In doing so, Manager shall: (i) abide by any duly enacted Tribe preference laws; (ii) give such preferences in the following order of preference to the extent consistent with law; (a) enrolled members of the Tribe; (b) spouses, parents or children of members of the Tribe; and (c) enrolled members of other federally recognized Indian Tribes; (iii) conduct job fairs and skill assessment meetings with members of the Tribe; and (iv) in consultation with and subject to approval of the Management Board, develop and conduct a management training program for members of the Tribe or people selected by the Management Board, which shall be structured to provide appropriate training for those participating to assume full managerial control of the Businesses at the conclusion of the Term.
Sample 1
Indian Preference, Recruiting and Training. In order to maximize benefits of the Enterprise to the Tribe, Manager shall, during the Term of this Agreement, to the extent permitted by Legal Requirements, including, but not limited to, the Indian Civil Rights Act, 25 U.S.C. § 1301 et. seq., give preference in recruiting, training and employment to Qualified members of the Tribe in all job categories of the Enterprise. Manager shall conduct job fairs and skills assessment meetings for Tribal members. Whenever possible, Enterprise jobs shall be filled by Qualified Tribal members. Final determination of the qualifications of Tribal members and all other persons for employment shall be made by Manager, subject to any licensing requirements of the Tribal Gaming Agency or other applicable state gaming agency. In the event that the Manager reasonably determines that an exception should be made to the preference requirements of this Section 4.6.8, Manager shall submit in writing the specific exception and reasons therefor to the Operations Board for approval, subject to any other requirements of Tribal law.
Sample 1
Indian Preference, Recruiting and Training. In order to maximize benefits of the Enterprise to the Tribe, Manager shall, during the Term of this Agreement, to the extent permitted by Legal Requirements, including, but not limited to, the Indian Civil Rights Act, 25 U.S.C. § 1301 et. seq., give preference in recruiting, training and employment to Qualified Tribal Members in all job categories of the Enterprise. Manager shall conduct job fairs and skills assessment meetings for Tribal members. In consultation with the Operations Board, the Manager shall develop a management training program for Tribal members for implementation within two (2) years after the Commencement Date, so that Tribal members may fill future management level positions. Whenever possible, Authority jobs shall be filled by Qualified Tribal Members. Any dispute between the parties related to the hiring of Qualified Tribal Members shall be subject to the dispute resolution provisions located in Section 18. of this Agreement; provided, however, that in the event that the Authority objects to a determination as to qualifications by Manager pursuant to this paragraph, the Authority shall submit in writing its specific objection and reasons therefor to the Manager and, at Manager’s request, to the Operations Board prior to instituting any process pursuant to Section 18.
Sample 1
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Indian Preference, Recruiting and Training. Manager shall offer employment in the Enterprise to all employees in good standing of the Class II gaming facility operated by the Tribe prior to the Commencement Date. For additional employment needs, Manager shall, during the term of this Agreement, to the extent permitted by applicable law, including but not limited to the Indian Civil Rights Act, 25 U.S.
Sample 1
Indian Preference, Recruiting and Training. KAR shall, during the term of this Agreement, to the extent permitted by applicable law, including but not limited to the Indian Civil Rights Act, 25 U.S.
Sample 1

Related to Indian Preference, Recruiting and Training

  • Orientation and Training A transferring employee will be orientated separately to both or their new home in accordance with Article 20 the collective agreement of the designated employer.

  • Education and Training The foundation of this Program is education and voluntary compliance. It is recognized that alcohol and chemical dependency may make voluntary cessation of use difficult, and one of the Program’s principal aims is to make voluntary steps toward ending substance abuse easily available. The outside contractor shall review and develop on-going educational and training information on the adverse consequences of substance abuse and the responsibility to avoid being under the influence of alcohol or chemicals at work. Certain training required by the DOT Regulations shall be the responsibility of the Substance Abuse Program.

  • First Aid Training In the interests of the occupational safety and health of employees, the Employer will undertake an in-service program of first aid training aimed at providing a first aid officer for each department.

  • EMPLOYEE DEVELOPMENT AND TRAINING 1. The State agrees to provide advice and counseling to employees with respect to career advancement opportunities and agency developments which have an impact on their careers. 2. Regular review of its job-related and career development and training programs will be made by the State in order to provide suitable programs for employees covered by this Agreement. When undertaking any such review, the State shall notify employees of such review and take into account suggestions and proposals made by employees. 3. Employees shall be given a reasonable notice of applicable, development and training programs available. Such notice shall include an explanation of the procedure for applying for the program. Notices of development and training programs shall be posted for reasonable periods in advance on bulletin boards at applicable work locations within the agencies involved. An appointing authority shall make every effort to permit employees' participation in such career development and training programs. Participation in any training inside or outside of work hours which is required by the State as a condition of fulfilling the requirements of the employee's job, or any in-service State training which is conducted or undertaken during normally scheduled work hours will be considered as time worked. 4. The State shall pay tuition, course-related fees, other approved course required costs and for necessary travel and lodging pursuant to established policies and procedures.

  • Professional Development and Training The Company shall pay for or reimburse the Executive for any reasonable professional development or training.

  • Employment and Training Administration The ratio of trainees to journeymen on the job site shall not be greater than permitted under the plan approved by the Employment and Training Administration. Every trainee must be paid at not less than the rate specified in the approved program for the trainee's level of progress, expressed as a percentage of the journeyman hourly rate specified in the applicable wage determination. Trainees shall be paid fringe benefits in accordance with the provisions of the trainee program. If the trainee program does not mention fringe benefits, trainees shall be paid the full amount of fringe benefits listed on the wage determination unless the Administrator of the Wage and Hour Division determines that there is an apprenticeship program associated with the corresponding journeyman wage rate on the wage determination which provides for less than full fringe benefits for apprentices. Any employee listed on the payroll at a trainee rate who is not registered and participating in a training plan approved by the Employment and Training Administration shall be paid not less than the applicable wage rate on the wage determination for the classification of work actually performed. In addition, any trainee performing work on the job site in excess of the ratio permitted under the registered program shall be paid not less than the applicable wage rate on the wage determination for the work actually performed. In the event the Employment and Training Administration withdraws approval of a training program, the contractor will no longer be permitted to utilize trainees at less than the applicable predetermined rate for the work performed until an acceptable program is approved.

  • Employee Training The Provider shall provide periodic security training to those of its employees who operate or have access to the system. Further, Provider shall provide LEA with contact information of an employee who LEA may contact if there are any security concerns or questions.

  • Staff Training 3.3.5.1 The CONTRACTOR shall provide regular and ongoing comprehensive training for CONTRACTOR staff to ensure that they understand the goals of Centennial Care 2.0, including the integration of physical, Long-Term Care and Behavioral Health, the provisions and limitations of the ABP and the requirements of this Agreement. As issues are identified by the CONTRACTOR and/or HSD, the CONTRACTOR shall provide timely and targeted training to staff. 3.3.5.2 The CONTRACTOR shall provide an initial orientation and training as well as ongoing training, including training targeted to different types of staff, to ensure compliance with this Agreement. Including targeted training regarding: 3.3.5.2.1 Care Coordination; 3.3.5.2.2 Nursing Facility Level of Care Determinations; 3.3.5.2.3 Setting of Care Submissions; 3.3.5.2.4 Community Benefit Services and Supplemental Questionnaire; and

  • Technical Training The CAISO and the Participating TOs shall respond to reasonable requests for support and provide relevant technical training to each other’s employees to support the safe, reliable, and efficient operation of the CAISO Controlled Grid and to comply with any NERC or WECC operator certification or training requirements. Examples of such technical training include, but are not limited to: (1) the theory or operation of new or modified equipment (e.g., control systems, Remedial Action Schemes, protective relays); (2) computer and applicator programs; and (3) CAISO (or Participating TO) requirements. The Parties shall enter into agreements regarding the timing, term, locations, and cost allocation for the training.

  • Education, Training and Experience Grade 12 and two years' recent related experience or an equivalent combination of education, training and experience.

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