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. Completeness, Timeliness, and Accuracy of Information
Interview Period. On or before the of his employment, the Corporation will give to each new employee a copy of the Union Agreement to be supplied by the Union. is agreed that a representative of the Union who is not on duty will be given an opportunity to interview each new em- ployee during the third month of his or her probationary period for the purpose of ascertaining the wishes of the employee concerning membership in the Union, but no employee will be compelled to present himself or herself for such interview. The Hospital Ad- ministration will advise the Union monthly of the names of those who have completed the first (2) months of their probationary period, and on request, will arrange a place and time once each month for the said interview which shall not exceed fifteen (15) minutes in duration. There may be a representative of the Hospi- tal Administration present at the interview. Because of this privi- lege of interview granted in this clause, it is expressly agreed by the Union that there shall be no solicitation for membership at any other time nor collection of dues at any time on the premises of the Hospital. The Hospital Administration will co-operate schedulinginterviews when the employees are on duty. Dues deducted shall be remitted to the Secretary Treasurer of the local Union on or before the 25th 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 their work site (if the bargaining unit covers more than one site) and the employee’s 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 month and from leaves of absence. If the hospital agrees to provide the union with the information in an electronic format, 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 Hos- pital harmless from any claims against it by an employee which arise out of any deduction or information provided under this Article.
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. 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:
1. Extend interview offers that equal, not exceed, the total number of available interview slots.
2. Provide applicants no less than 48 hours to accept or reject an interview invitation.
3. Apply reasonable measures of notification (e.g., one-to-two weeks’ notice) when needing to cancel or reschedule an interview. During recruitment, institutions may expect applicants to make judicious assessment of and decisions about interview offers, accepting only those they intended to fulfill and apply reasonable measures of notification (e.g., one-to-two weeks’ notice) when needing to cancel or request rescheduling of an interview.
Interview Period. The Employer agrees that a Union representative shall be given the opportunity of interviewing every employee, who is not a member of the Union, once during the second calendar month of employment, for the purpose of informing such employee of the existence of the Union in the Hospital. The Employer shall advise the Union monthly as to the names of the persons to be interviewed and shall designate the time and place for each such interview, the duration of which shall not exceed ten minutes. A representative of the Hospital administration may be present at such interview. The interview shall take place on the Employer's premises in a room designated by the Employer, and the employees shall report to this room for interview during the interview period.
Interview Period. A Union representative shall be given the opportunity of interviewing each new employee who is not a member of the Union once during the forty-five (45) working days 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 designatethe time and place for each such interview, the duration of which shall not exceed fifteen 5) 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. Dues deducted shall be remitted to the Secretary Treasurer of the local Union on or before the 25th 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 their work 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 leave of absence of greater than one (1) month and returns from leaves of absence. If the hospital agrees to provide the union with the information in an electronic format, 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. The Hospital agrees to acquaint each new employee with the fact that a collective agreement is in effect, and will provide him with a copy of the Collective Agreement. Each employee shall notify the Hospital of any change to his telephone number, name or status. During the term of this Agreement, the Hospital will not cause or direct any lockout of its employees and the Union will not cause, direct or condone any strike or other individual or collective action which will interferewith, or in any way impair the services of the Hospital, and if employees engage in such action, the Union shall instruct and direct such employees to return to work and resort to the Grievance Procedur...
Interview Period. It is mutually agreed that arrangements will be made for a Union Representative to interview each new employee in the month following the completion of his probationary period or hospital orientation for the purpose of informing such an employee of the existence of the Union in the Hospital and the benefits accruing from membership in the Union. The Employer shall advise the Union monthly as to the names of the persons listed for interview and time and place on the premises of the Employer designated for each such interview, the duration of which shall not exceed fifteen (15) minutes. The Employer may, if it so desires, have a representative present at any such interview. Dues deducted shall be remitted to the Secretary Treasurer of the local Union on or before the 25th 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 their work 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 leave of absence of greater than one (I)month and returns from leaves of absence. If 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.
Interview Period. Full-time and Part-time
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.
