Interview Period. It is agreed that upon commencement of employment new employees will be advised by a representative of the Hospital of the existence of the Union and the conditions surrounding their employment as contained in the herein collective agreement and any rules that may be formulated under its terms. It is also agreed that a representative of the union will be given an opportunity to interview each employee once within the completing month of his/her probationary period for the purpose of ascertaining the wishes of the employee concerning membership in the Union. Such interview may take place on the day of orientation. The Hospital will notify the Union monthly of the names of those employees who are completing their probationary period and on request will arrange a time and place for such interview that time of which shall not exceed 15 minutes. Neither employee shall suffer loss of regular pay as a result of such interview.
Interview Period. It is mutually agreed that a Union Representative shall be given the opportunity of interviewing each new employee who is not a member of the Union once during the third calendar month of employment for the purpose of informing such employee of the existence of the Union in the Hospital and of ascertaining whether the employee wishes to become a member of the Union. The Hospital shall advise the Union monthly as to the names of the persons to be interviewed and shall designate the time and place for such interview, the duration of which shall not exceed fifteen (15) minutes. The interview shall take place on the Hospital's premises, in a room designated by the Hospital, and the employees shall report to this room for interview, during the interview period. Lists Dues deducted shall be remitted to the Secretary Treasurer of the local Union on or before the 25" day, if possible, but not later than the last day of the in which they were deducted. In remitting such dues, the Hospital shall provide a list of employees from whom deductions were made and their work site and the employee's social insurance number. The list shall also include deletions and additions from the preceding month highlighting new hires, resignations, terminations, new unpaid leave of absence of greater than one (1) month and returns from leaves of absence. The hospital agrees to provide the union with the information in an electronic format (electronic mail) wherever possible. The parties will meet to discuss the format in which the information will be set out. The Hospital also agrees to provide the Union with employee addresses on an annual basis. The Union agrees to keep the Hospital harmless from any claims against it by an employee which arise out of any deduction or information provided under this Article. A copy of the current job description for a bargaining unit position shall be made available to the Union upon request.
Interview Period. 6.3 Completeness, Timeliness, and Accuracy of Information
Interview Period. The recruitment phase for the Main Residency Match must be transparent, grounded in equitable practices, reflect mutual respect for the needs of applicants and programs, and minimize unnecessary pressure. To that end, applicants, programs, and institutions are bound by the terms of the applicable Match Participation Agreement to demonstrate ethical behavior when engaging in interview offers and acceptances. During the recruitment phase, institutions shall ensure that programs:
Interview Period. It is mutually agreed that a Union representative shall be given the opportunity of interviewing each new employee for minutes once upon the completion of his probationary period for the purpose of informing such employee of the existence of the Union in the Hospital, and presenting such employee with a copy of the Union Agreement.
Interview Period. It is mutually agreed that a Union representative will be given an opportunity of interviewing each new employee during the Hospital's general orientation program for the purpose of informing such employees of the existence of the Union in the Hospital and of ascertaining whether the employee wishes to become a member of the Union. The Employer shall advise the Union monthly as to the names and addresses of the employees to be interviewed. The duration of each interview shall not exceed fifteen minutes. The interview shall take place during the employee's probationary period, on the Employer's premises, in a room designated by the Employer and the employees shall report to this room for interviews during the interview period. All interviews shall be arranged with the Employer's Chief Executive Official or his representative.
Interview Period. It is mutually agreed that upon commencement new employees will be advised of the existence of is available or payroll system. of employment all the Union and the conditions surrounding their employment. It is also mutually agreed that a Union Representative will be given the opportunity of interviewing each new employee once upon the completion of their probationary employment, for the purpose of further informing such employee of the existence of the Union in the Hospital and ascertaining whether the employee wishes to become a member of the Union. The Hospital shall advise the Union monthly as to the names of the persons to be interviewed and shall designate the time and place for such interview, the duration of which shall not exceed fifteen (15) minutes. The interview shall take place on the Hospital premises, in a room designated by the Hospital, and the employees shall report to this room for interview, during the interview period.
Interview Period. It is agreed that upon commencement of employment new employees will be advised by a representative of the Hospital of the existence of the Union and the conditions surrounding their employment as contained in the herein collective agreement and any rules that may be formulated under its terms. It is also agreed that a representative of the Union will be given an opportunity to interview each employee once within the completing month of his/her probationary period for the purpose of ascertaining the wishes of the employee concerning membership in the Union. The Hospital will notify the Union monthly of the names of those employees who are completing their probationary period and on request will arrange a time and place for such interview that time of which shall not exceed 15 minutes. Neither employee shall suffer loss of regular pay as a result of such interview.
Interview Period. 4 6 No Strike/Lockout . . . . . . . . . . . . . . . . 4 7 Union Representation and Committees . . . . . . 4
Interview Period. It is mutually agreed that a Union Representative will be given the opportunity of interview each new employee once upon the completion of probationary period for the purpose of further informing such employee of the existence of the Union in the Hospital and ascertaining whether the employee wishes to become a member of the Union. The Hospital shall designate the time and place for such interview, the duration of which shall not exceed ten minutes. The interview shall take place on the Hospital premises, in a room designated by the Hospital, and the employee shall report to this room for the interview, during the interview period. The Hospital may have a representative present at this interview. Lists Seniority lists will be revised every months (April and October), a copy of which will be given to the Union, posted on the appropriate bulletin board and filed with the Human Resources Program. If an employee does not challenge the position of name on the seniority list within three (3) working days from the date name first appears on the seniority list, provided is at work when the list is posted, then shall be deemed to have proper seniority standing. In the event the employee is not at work, must object to seniority standing within three (3) working days from the day returns to work. Starting June the Hospital will maintain a separate record showing the actual time worked since that date for the purpose of progression on the salary grid (Schedule A). Dues deducted shall be remittedto the of the Local Unionon or before the day, if possible, but not later than the last day of the month in which they were deducted. In remitting such dues, the Hospital shall provide a list of employees from whom deductions were made and theirwork site (if the bargaining unit covers more than one site) and the employee's social insurance number. The list shall also include deletions and additions from the preceding month highlighting new hires, resignations, terminations, new unpaid leaves of absence of greater than one (1) month and from leaves of absence. If the Hospitalagrees to provide the Unionwith the informationin an electronic wherever possible, the parties will meet to discuss the format in which the informationwill be set out. The Hospital also agrees to providethe Unionwith employee addresses on an annual basis. The Union agrees to keep the Hospital harmless from any claims against it by an employee which arise out of any deduction or information provided under thi...
