JOB APPLICANTS. If the results of a pre-employment drug test are confirmed positive, the job applicant will be disqualified from further employment consideration.
JOB APPLICANTS. 1. The special circumstances of the Project, including its unique construction activities and working conditions, warrant special assurances that all Contractor personnel are certified as alcohol- and drug-free before they are eligible for regular employment. All offers of employment for Project positions will be conditional until the applicant has satisfactorily completed a controlled substance and alcohol test. Specimens will be collected during in-processing on the Project site or at a designated off-site location prior to the commencement of any work on the Project, but not more than twenty-four (24) hours prior to the commencement of any work. Applicants will be on the clock for all time spent in-processing, including specimen collection, with a minimum of four (4) hours paid show-up time.
JOB APPLICANTS. The Employer will interview all in-house applicants who meet the minimum qualifications for the job as listed in the job description. An employee who applies for a position and is not selected for an interview or is selected for an interview but is not hired for the position will receive notice accordingly. The applicant may request to meet with the supervisor to review what knowledge, skills and abilities the employee needs to be a successful applicant in the future. For jobs within the bargaining unit, where two current employees have relatively equal ability, reliability, client compatibility (if applicable) and qualifications, area seniority will be observed in accordance with Section 6.2 Application of Seniority. For jobs within the bargaining unit, where a current employee and an outside applicant have relatively equal qualifications for the job, preference will be given to the current employee.
JOB APPLICANTS. 1. All job applicants for positions on the Project will be required to satisfactorily complete a drug test, unless such applicant provides acceptable documentation that he/she has tested drug free within the preceding six months by a NIDA/SAMSHA certified laboratory. Specimens will be collected during in-processing on the project site or at a designated off-site location and tests will be conducted in accordance with Section III, herein and the Project Substance Abuse Prevention Program Implementation Procedure. Applicants who report to the in-processing site who display reasonable cause to suspect they may be impaired by alcohol may be subject to alcohol testing as set forth in Section III.
JOB APPLICANTS. 49. (a) When the Employer requires any workers, either for regular employment or for part time work, he shall apply to the office of the Union. The Union agrees to send any available workers of proven qualification who shall identify themselves by presenting Union referral cards and who shall be directed to report to the Employer’s place of business.
JOB APPLICANTS. All applicants who have conditional offers of employment (applicant) shall be physically examined and/or chemically tested for the presence of alcohol and drugs. The employment process will be terminated for all individuals whose examinations and/or tests are positive. Any applicant who fails a test or refuses to be tested will be ineligible for hire. Such applicant(s) will not be able to reapply for a period of six (6) months.
JOB APPLICANTS. The following section of this policy sets out how Edgbaston may process personal data (to the extent that Edgbaston is a data controller of the personal data that you provide) relating to applications for jobs or placements, and in relation to potential workers and contractors. Edgbaston is the data controller of the personal data that you provide or which is provided to or collected by Xxxxxxxxx during and/or in connection with any application for a position at Edgbaston. The kind of information we hold about you In connection with an application, we may collect, store, and use the following categories of personal data about you: name, marital status, address and post code, telephone number, fax number, personal email address, date of birth, gender, proof of identification (includes copies of passport photo page and utility bills), residency status, employment history, qualifications and other information contained in your CV and cover letter or email, information obtained from social media, including LinkedIn, details of referees and references, qualifications (including copy certificates of academic and professional qualifications), screening questionnaires for verification by an outsourced firm with a summary of findings, and information provided to us during telephone calls, interviews and/or meetings with you. How we collect your data We may collect personal data about candidates from the following sources: you, the candidate directly; recruitment agencies; background check providers; credit reference agencies; disclosure and barring services in respect of criminal convictions; your named referees; and data from third parties if from a publicly accessible source including Companies House records and social media (such as LinkedIn). How we will use the information about you Your personal data may be processed by Edgbaston or its sub-processors (or any of their affiliates, agents, employees, delegates or sub-contractors) for the following purposes: - to assess your skills and qualifications, to consider your suitability for the position and to decide whether to enter into a contract with you; - to carry out background and reference checks, where applicable; - to communicate with you about the recruitment process; - to keep records related to our hiring processes; - to comply with legal or regulatory requirements; - to scan emails sent to us (including attachments) for viruses or malicious software, to process and encrypt personal data to protect and ma...
JOB APPLICANTS. 49. The Union shall have equal opportunity to furnish job applicants. Where lawful, the Employer shall give preference in employment to unemployed members of the Union, provided such applicants are of equal qualification to any other applicant.
JOB APPLICANTS. Subject to the University’s affirmative action obligations and the provisions of Article 4 – Non-Discrimination, of this Agreement, the University shall consider qualified applicants for vacant bargaining unit positions. In the event bargaining unit employees are neither qualified for the vacancy nor apply for the vacancy, the University shall consider for employment those qualified applicants referred by the Association prior to other applicants.
JOB APPLICANTS. Job Applicants may be requested or required to undergo drug and alcohol testing after a job offer has been conditionally made and before commencing employment in the position.
