JOB FAIR Sample Clauses

JOB FAIR. The Employer shall work with the Union to set up a “Job Fair”, providing area Employers an opportunity to recruit the Employees who are being laid off, and publicizing the assistance of programs for dislocated Employees.
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JOB FAIR. The job fair process shall be the primary method for filling teacher vacancies requiring specific RIDE certifications provided the following conditions are followed: 1. Whenever possible, the Job Fair shall be held prior to the end of school. A second Job Fair may be held later if needed. An electronic copy of the anticipated vacancies shall be provided to each member no later than one week prior to the Job Fair. 2. Job Fair is one day and will be held annually. 3. Should a teacher be unable to attend the Job Fair, but wishes to bid on a position, he may provide for a proxy. To provide for a proxy, the teacher must complete a proxy form authorizing a single designee to act as the teacher's proxy and submit the form to the Superintendent. 4. Teachers maintaining a certification and Highly Qualified status, where applicable, in the subject area of a vacant position shall be presumed to be appropriately qualified for the position and shall be appointed consistent with provisions contained within this Article; provided, however, this presumption may be rebutted where: a. The teacher has received an “Ineffective” rating with his most recent evaluation, or; b. the teacher is on an improvement/assistance plan, or; c. the teacher is non-tenured. The Superintendent, in his sole discretion, may waive the limitations in a, b, and c. 5. Part-time employees seeking additional employment and non-tenured displaced teachers shall not be prohibited from transferring to vacant positions provided appointments are made consistent with provisions contained within this Article. 6. Seniority, certification, and eligibility for participation (see #4 above) must be verified prior to the Job Fair (included shall be those people who will be certified as of June). An updated hard/or electronic copy of the seniority list shall be provided to each member one week prior to the Job Fair. 7. All vacant positions (as defined below, except as limited by Article 9.B.2) shall be posted and made available at the Job Fair. a) Vacant Positions are those positions newly created by the Committee after the previous Job Fair, and those positions resulting from any of the following events: i) Retirement ii) Resignation iii) Discharge iv) Promotion v) Death vi) Successful Transfer (including in the Job Fair), vii) When temporary positions become permanent, or, viii) When a part-time position is increased in FTE status. 8. Vacancies shall be filled in the following order: a. A teacher who has been non-...
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JOB FAIR. Between the end of the school year and June 30 (or within one week of the end of school, whichever occurs later, unless changed by agreement of the parties), the parties will convene a Job Fair for: teachers who may be interested in a possible transfer, teachers who have been notified of an involuntary transfer, teachers returning from a leave of absence of one year or more, except as provided in 9-2.2 (Sabbatical) and 9-12.6 (Job Sharing) and/or those teachers who have no permanent assignment. (A) The parties agree that each year, the President of the Union and the Director of Human Resources shall meet annually on or before May 1st to discuss and agree to the date, rules, and procedure for the Job Fair. (1) Teachers who wish to transfer to another position in the bargaining unit in September shall submit a request in writing to attend the Job Fair. The written request will be made to the Director of Human Resources by June 15 unless the date is changed by agreement of the parties. The Superintendent may deny a teacher the right to transfer (6-1.3) if that teacher has had two (2) successive annual evaluations which have been deemed unsatisfactory within the previous two (2) years. The Superintendent shall notify those teachers so affected on or before June 1st. (2) Any teacher who may wish to voluntarily transfer via the Job Fair to a position which is of another area of certification and/or of a change in grade level, elementary (K-6) or secondary (7-12), shall submit a letter of intent to the Superintendent of schools between April 1 and April 15 stating that he or she may wish to effectuate such a transfer at the upcoming Job Fair. All letters must be hand-delivered to the Superintendent’s office and will be time-stamped with a copy to be given to the teacher and a copy sent to the Union. The Superintendent will compile a list of all the applicants by their seniority date and accept the one hundred (100) most senior teachers. If the Superintendent wishes to question this proposed transfer than he/she shall notify the teacher(s) and convene a meeting with the teacher(s) and Union President within five (5) business days. Absent any request/notification to the teacher(s) to meet with the Superintendent, said proposed transfer shall be considered approved to transfer subject to the Job Fair. If after meeting with the teacher(s) and the Union president, the Superintendent decides to deny the proposed transfer, it shall be for an articulable overriding educa...
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JOB FAIR a) A Job Fair will be held prior to July 15th at which time the Board shall post all known vacancies for teaching positions in the subsequent academic year. b) Teachers without a full time assignment for September may attend the Job Fair to increase their FTE as per Article 23, and teachers without an assignment for September must attend or make arrangements through the local OECTA office to have an assignment selected on their behalf. Full-time teachers who have posted into a less than full-time assignment in Round 1 to Round 3 shall not be eligible to attend the Job Fair in that year. c) Teachers must bring an Ontario College of Teachers (OCT) printout of qualifications to the Job Fair. Proof from a course provider must be presented at the Job Fair for any newly completed AQ that is not listed on the OCT printout. d) Teachers, in order of greatest seniority, shall choose from the list of vacancies, subject to them being qualified for the position. e) Teachers without assignment after the Job Fair shall be assigned, in order of greatest seniority, and prior to July 31st, to FTE positions of .5 or more, for which they are qualified, and without consideration to their current FTE or location. Teachers without an assignment on July 31st will be declared redundant effective August 1st.
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JOB FAIR. The Rocky Mountain Vibes will hold a job fair from 10 a.m. to 2 p.m. May 11 in the banquet hall of the former Security Security Field, 0000 Xxxx Xxxx.
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JOB FAIR. All Administrators shall participate in the annual “Job Fair” for one evening (not to exceed four (4) hours) during the 2005-2006 contract year. All administrators shall participate in the annual “Job Fair” or a similar evening event after the normal workday (not to exceed four (4) hours during each of the remaining two (2006-2007 and 2007-2008) contract years.
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JOB FAIR. Xxxxxx agrees to conduct a job fair or equivalent employment hiring event within White Pine County prior to commencement of the Construction and Operation Term, should such term be exercised.
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JOB FAIR. Contractor shall participate in a job fair for the displaced workers to be held on a City-scheduled day during the period April 1 to April 8, 2007 to discuss employment opportunities with such workers. The City Representative shall notify Contractor of the date and place of the job fair at least seven (7) calendar days in advance.
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Related to JOB FAIR

  • JOB FAMILY APPLICATIONS DEVELOPMENT‌

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • Job Control Personal Data being processed on commission (i.e., Personal Data processed on a customer’s behalf) is processed solely in accordance with the Agreement and related instructions of the customer.

  • Job Openings The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members. 17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request. 17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised. 17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges. 17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews. 17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications. 17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.

  • Job Stewards (1) An employee appointed as a Job Xxxxxxx shall, upon notification by the Union to the employer be recognised as the accredited representative of the Union and he/she shall be allowed all necessary time during working hours to submit to the employer matters affecting the employees he/she represents and further shall be allowed reasonable time during working hours to attend job matters affecting the Union. Provided that the foregoing does not relieve the Job Xxxxxxx of the obligation imposed upon him/her by his/her employer. A Job Xxxxxxx shall notify the employer and where relevant the principal contractor's representative and the Union prior to the calling of any stop work meeting so that the procedures laid down in Clause 42. - Settlement of Disputes - may be observed before any stoppage of work occurs. (2) Prior to termination or transfer two days' notice shall be given to any Job Xxxxxxx and the Union. Payment in lieu of notice shall not be given. In the event of the Union disputing the decision of management to transfer the Job Xxxxxxx or terminate his/her service, the Union shall notify management within two working days after being informed of the decision of management. The Job Xxxxxxx shall remain on the job during which time a Board of Reference shall deal with the matter. The Union shall, within three working days of notifying the management that it disputes the decision to transfer or terminate the job xxxxxxx, request the Registrar or Deputy Registrar in writing to appoint a Board of Reference to deal with the matter. The Union and the employer shall do all things necessary to enable the Board to sit within ten working days of the management decision to transfer or terminate the job xxxxxxx. If the Board cannot sit within ten working days because of the employer's failure to nominate representatives, or their unavailability to sit on the Board, the decision to transfer or terminate the job xxxxxxx shall be null and void. If the Board cannot sit within ten working days because of the Union's failure to nominate representatives, or their unavailability to sit on the Board, the job xxxxxxx'x transfer or termination shall automatically take effect at the expiry of the period of ten working days. Provided that nothing in this subclause shall prevent the parties proceeding by agreement to have the matter settled by the Commission or a Local Disputes Board set up in accord with Clause 42 (3) in lieu of the Board of Reference procedure. Provided further that nothing shall affect the right of the employer to dismiss a job xxxxxxx without notice for misconduct or refusing duty.

  • EMPLOYEE EVALUATION A. Formal evaluation of employees shall be in writing and shall be for the purpose of establishing a record of the employee’s work performance. The evaluation may include but is not limited to: establishing performance standards and outcome measures, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may be addressed if they have previously been discussed with the employee. The employee’s job description shall be a basis for the evaluation. B. The evaluator shall review the written evaluation with the employee and provide the employee with a copy. The employee shall sign the evaluation acknowledging receipt. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her personnel file. C. The frequency of evaluations shall be determined by the District and generally occur every other year by April 1st for bargaining unit employees. If the District chooses to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluation. Such request shall be in writing to the employee’s supervisor with a copy to the Human Resources Department. D. The Human Resources Department will consult with the Federation in developing an outline of best practices to be used in conducting employee evaluations. E. When the District determines that an employee’s work performance is unsatisfactory, it shall inform the employee in writing of any deficiency and the improvement expected and provide the employee with the opportunity to correct the unsatisfactory performance within a reasonable time period established by the District. F. The judgment of an employee’s work performance by an evaluating supervisor shall not be the subject of a grievance. A grievance concerning an evaluation shall be limited to an allegation that the evaluation was done in bad faith or clearly untrue. The burden of proof shall rest with the grievant. Such grievance shall be filed at the next administrative level above that of the evaluator and that administrator shall provide a written decision within ten (10) working days of any hearing. If the grievance is not resolved, it may be appealed by submitting a written statement to the Human Resources Department within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

  • Job Development ‌ a. Does the district conduct or access job development services to expand job opportunities for TA and SNAP participants? Yes No If Yes, select how the district participates in job development activities. District staff contacts employers to solicit jobs for TA and SNAP Participants. Describe below how this is done, including number of staff, frequency of contacts, etc. Self Sufficiency Supervisory Staff members promote the hiring of Temporary Assistance clients through the use of the Transitional Employment Advancement Program (TEAP). MCDSS offers periodic job interviews with 60 - 75 TA recipients (concentrating on the Safety Net Singles) to fill vacant positions with companies who may participate with TEAP or OJT. Daily, job openings are received from area employers and reviewed by the Self Sufficiency staff for possible applicant matching. All jobs are posted in our waiting rooms, handed out at our front windows, given during recertification interviews or employment assessments for clients and applicants to review and submit applications to. To find additional employers, intranet searches of employment web sites, phone calls, cold calls, and mailings are made to employers in the area to explain the TEAP and OJT contracts along with information about Tax Incentives. Self Sufficiency staff also attend Job Fairs, as they arise to speak with employers and discuss the benefits of hiring a client currently on Public Assistance. Individuals that are eligible for TEAP or OJT are also given a TEAP brochure and OJT literature to use to advise potential employers that they are eligible for TEAP or OJT if they are hired. The Employment Coordinator receives notifications of job postings from various Monroe County vendors, we then try to match clients with these positions. MCDSS screens recipients for job skills matching current openings at an employer. MCDSS then schedules recipients to come to office and have a job interview here in the building. We assist with online application filing and interview preparation before the interview is conducted with the employer. MCDSS receives notifications of community job fairs and advises employable individuals to attend. MCDSS is able to have a sign in table at these events and are able to mentor individuals and offer support during the fair. District contracts or has an agreement with another agency to contact employers and solicit jobs for TA and/or SNAP participants. Describe below how this is done, including number of staff, frequency of contacts, etc. RochesterWorks, Inc. - There are 3 full-time staff dedicated to employer outreach on the RochesterWorks Business Services team. Outreach is done on a daily basis in a variety of ways such as through daily job posts on behalf of business, presentations to business/industry associations and groups like the local Xxxxxxxx of Commerce, Pro-ROC (Professional Recruiters of Rochester) and other networks; one-on-one meetings at employers’ worksites, virtually, over the phone or via email; virtual and in-person recruitment events; and monthly business newsletters. RochesterWorks also engages employers referred by our local county Economic Development Department as well as the Department of Labor, to promote and connect job seekers with hiring companies. In addition to free job posting, recruitment events, and promotion, RochesterWorks offers work-based training grants in the form of On-the-Job Training (partial wage subsidy) and Transitional Jobs (fully subsidized). Career Systems currently refers Job Seekers from a number of programs to area job fairs. They will continue this and consider a referral to a job fair to be equivalent to a referral to potential employment; it will be a condition of continued eligibility for the program. They will facilitate, monitor and report this attendance and participation. Career Systems will also develop relationships with hiring agencies that will allow groups of participants to be interviews at the job site. Career Systems staff will facilitate, monitor and report attendance at these functions.

  • Duties and Scope of Employment The Company shall continue to employ the Executive in the position of Executive Vice President and Chief Financial Officer with such duties, responsibilities and compensation as in effect as of the Effective Date. The Board and the Chief Executive Officer of the Company shall have the right to revise such responsibilities and compensation from time to time as the Board or the Chief Executive Officer may deem necessary or appropriate. If any such revision constitutes “Involuntary Termination” as defined in Section 6 of this Agreement, the Executive shall be entitled to benefits upon such Involuntary Termination as provided under this Agreement.

  • Scope of Employment (a) During the Term of Employment, the Executive shall be responsible for the performance of those duties consistent with the Executive’s position as General Counsel, in addition to such other duties as may from time to time be assigned to the Executive by the Company. The Executive shall report to the Chief Executive Officer of the Company and shall perform and discharge faithfully, diligently, and to the best of the Executive’s ability, the Executive’s duties and responsibilities hereunder. (b) The Executive agrees to devote the Executive’s full business time, best efforts, skill, knowledge, attention and energies to the advancement of the business and interests of the Company and to the performance of the Executive’s duties and responsibilities as an employee of the Company; provided that the Executive may (i) engage in charitable, educational, religious, civic and similar types of activities and (ii) serve on the board of directors of for-profit business enterprises, provided that in each case such service is approved by the Company’s Board of Directors (the “Board”) prior to commencement thereof in the Board’s sole discretion and only to the extent that such activities are not competitive with the business of the Company and do not individually or in the aggregate inhibit, interfere with, or prohibit the timely performance of the Executive’s duties hereunder, and do not create a potential business or fiduciary conflict. The Executive agrees to abide by the rules, regulations, instructions, personnel practices, and policies of the Company, as well as any applicable codes of ethics or business conduct, and any changes therein that may be adopted from time to time by the Company. (c) The Executive represents and warrants to the Company that the Executive is under no obligations or commitments, whether contractual or otherwise, that are inconsistent with the Executive’s obligations under this Agreement. In connection with the Executive’s employment hereunder, the Executive shall not use or disclose any trade secrets or other proprietary information or intellectual property in which the Executive or any other person or entity has any right, title or interest, and Executive’s employment with the Company will not infringe or violate the rights of any other person or entity. The Executive represents and warrants to the Company that the Executive has returned all property and confidential information belonging to any prior employer.

  • Employee Verification In accordance with Neb. Rev.

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