New-hire applicants Sample Clauses

New-hire applicants. As part of the pre-employment health 11 screening process an appropriate test to determine the use of drugs, which may 12 include but not be limited to alcohol, marijuana, heroin, cocaine, barbiturates, 13 amphetamines, opiates, antidepressants, phencyclidine (PCP), propoxyphene, 14 and mathaqualone (quaaludes) will be administered. All specimens which initially 15 test positive will be retested by thin-layer chromatography for confirmation of 16 initial results. No applicant whose test results are confirmed as positive, or who 17 refuses to submit to drug screening, shall be considered for employment at the 18 Employer with the following exception. An applicant who tests positive for drug 19 use and who is using a controlled substance prescribed by a physician in 20 accordance with the physician’s instructions may be considered for employment 21 if she/he provides this information to the Employer’s MRO. The Employer’s MRO 22 must certify that the applicant’s proper use of the controlled substance should not 23 prevent the applicant from safely and efficiently performing her/his duties. 24
Sample 1Sample 2
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New-hire applicants. As part of the pre-employment health 5 include but not be limited to alcohol, marijuana, heroin, cocaine, barbiturates, 6 amphetamines, opiates, antidepressants, phencyclidine (PCP), propoxyphene, 7 and mathaqualone (quaaludes) will be administered. All specimens which initially 8 test positive will be retested by thin-layer chromatography for confirmation of 9 initial results. No applicant whose test results are confirmed as positive, or who 10 refuses to submit to drug screening, shall be considered for employment at the 11 Employer with the following exception. An applicant who tests positive for drug 12 use and who is using a controlled substance prescribed by a physician in 13 accordance with the physician’s instructions may be considered for employment 14 if she/he provides this information to the Employer’s MRO. The Employer’s MRO 15 must certify that the applicant’s proper use of the controlled substance should not 16 prevent the applicant from safely and efficiently performing her/his duties. 17
Sample 1Sample 2
New-hire applicants. As part of the pre-employment health screening process an appropriate test to determine the use of drugs, which may include but not be limited to alcohol, marijuana, heroin, cocaine, barbiturates, amphetamines, opiates, antidepressants, phencyclidine (PCP), propoxyphene, and mathaqualone (quaaludes) will be administered. All specimens which initially test positive will be retested by thin-layer chromatography for confirmation of initial results. No applicant whose test results are confirmed as positive, or who refuses to submit to drug screening, shall be considered for employment at the Employer with the following exception. An applicant who tests positive for drug use and who is using a controlled substance prescribed by a physician in accordance with the physician’s instructions may be considered for employment if she/he provides this information to the Employer’s MRO. The Employer’s MRO must certify that the applicant’s proper use of the controlled substance should not prevent the applicant from safely and efficiently performing her/his duties.
Sample 1

Related to New-hire applicants

  • Eligible Applicants The rules of eligibility of project promoters and project partners are set in Article 7.2 of the Regulation.

  • Applicants If the NRMP's investigation of an alleged Match violation by an applicant results in a finding that an applicant has committed a violation of this Agreement, the processing of the applicant's rank order list may be interrupted. The NRMP at its discretion may withdraw the applicant from the SMS Match. If a matched applicant is the subject of a violation investigation, the program to which the applicant matched may not fill the position with another applicant until the NRMP has issued the Final Report or granted a waiver, whichever is earlier. If the violation investigation has not concluded by the start date of training, the program shall begin training the matched applicant unless NRMP has granted a waiver or issued a deferral. The NRMP’s Final Report on the confirmed violation will be delivered to the applicant with copies to: (1) the applicant's medical school official, with a request that the Final Report be placed in the applicant’s permanent file (2) the Educational Commission for Foreign Medical Graduates if the applicant is a graduate of an international medical school (3) the NRMP institutional official and the director of the program to which the applicant matched (4) the NRMP institutional official and the director of the program to which the applicant has applied or switched (if known) (5) the party who originally reported the violation (6) the NRMP Executive Committee (7) the American Board of Medical Specialties (8) the American Osteopathic Association (9) the applicant's residency program director (10) the Federation of State Medical Boards if the applicant is to be permanently identified as a Match violator or permanently barred from future NRMP Matches (11) any parties whom the NRMP has determined are relevant to its investigation (12) state medical licensure boards, if requested by the applicant In addition, the applicant may be barred from subsequent NRMP Matches and/or identified as a Match violator to participating programs for one to three years or permanently, as determined by the NRMP. The applicant also may be barred for one year from accepting an offer of a position or a new training year, regardless of the start date, in any program sponsored by a Match-participating institution, and/or starting a position or a new training year in any program sponsored by a Match-participating institution if training would commence within one year from the date of issuance of the Final Report. Further, any applicant who has been denied a waiver of a binding commitment and who does not accept the matched position may be barred for one year from accepting an offer of a position or a new training year, regardless of the start date, in any program sponsored by a Match- participating institution and/or from starting a position or a new training year in any program sponsored by a Match- participating institution if training would commence within one year from the date of the NRMP's decision on the waiver. The decision conveyed in the Final Report will be displayed in the R3 system Applicant Match History for one to three years or permanently, as determined by the NRMP. Term limits of any sanction(s) imposed for the violation will be included to identify the length of time the action is in effect. The NRMP has sole discretion to determine which of the sanctions described above shall be applied in the event an applicant violates this Agreement. Failure to comply with sanctions levied as a result of a confirmed violation that is final may result in a new investigation and additional sanctions.

  • New Hire Orientation The Union’s Business Representative or designee shall be given the opportunity to make a membership presentation at the employer’s regularly scheduled new employee orientation sessions.

  • Mobile Application If Red Hat offers products and services through applications available on your wireless or other mobile Device (such as a mobile phone) (the "Mobile Application Services"), these Mobile Application Services are governed by the applicable additional terms governing such Mobile Application Service. Red Hat does not charge for these Mobile Application Services unless otherwise provided in the applicable additional terms. However, your wireless carrier's standard messaging rates and other messaging, data and other rates and charges will apply to certain Mobile Application Services. You should check with your carrier to find out what plans your carrier offers and how much the plans cost. In addition, the use or availability of certain Mobile Application Services may be prohibited or restricted by your wireless carrier, and not all Mobile Application Services may work with all wireless carriers or Devices. Therefore, you should check with your wireless carrier to find out if the Mobile Application Services are available for your wireless Device, and what restrictions, if any, may be applicable to your use of such Mobile Application Services.

  • Health Plans A. The health plans offered and benefits provided by those plans shall be those recommended by the JLMBC, approved by the City Council, and administered by the Personnel Department in accordance with LAAC Section 4.

  • New Hires All newly-hired employees will be eligible to join the benefit plans and the calendar time waiting period will apply equally to all. The prorata percentage for new hires will be based on the schedule of work for which these employees are hired. This percentage will be revised, if necessary, once the employee has worked a full predetermined six (6) month period. The only exception to this calculation will be an employee who successfully bids or otherwise obtains a seventy-five (75) hour bi-weekly position. In this instance an employee who qualifies will immediately receive entitlement of one hundred percent (100%) of the Employer’s paid share of premiums and benefits, and holiday pay.

  • Health Plan An appropriately licensed entity that has entered into a contract with Subcontractor, either directly or indirectly, under which Subcontractor provides certain administrative services for Health Plan pursuant to the State Contract. For purposes of this Appendix, Health Plan refers to UnitedHealthcare Insurance Company.

  • Health & Welfare Benefits Executive shall be eligible to participate in all health and welfare benefits provided generally to other employees of the Company.

  • Employee Eligibility Verification The Contractor warrants that it fully complies with all Federal and State statutes and regulations regarding the employment of aliens and others and that all its employees performing work under this Contract meet the citizenship or alien status requirement set forth in Federal statutes and regulations. The Contractor shall obtain, from all employees performing work hereunder, all verification and other documentation of employment eligibility status required by Federal or State statutes and regulations including, but not limited to, the Immigration Reform and Control Act of 1986, 8 U.S.C. §1324 et seq., as they currently exist and as they may be hereafter amended. The Contractor shall retain all such documentation for all covered employees for the period prescribed by the law. The Contractor shall indemnify, defend with counsel approved in writing by County, and hold harmless, the County, its agents, officers, and employees from employer sanctions and any other liability which may be assessed against the Contractor or the County or both in connection with any alleged violation of any Federal or State statutes or regulations pertaining to the eligibility for employment of any persons performing work under this Contract.

  • Insurance Application An employee on unpaid leave is eligible to continue to participate in group insurance programs if permitted under the insurance policy provisions. The employee shall pay the entire premium for such insurance commencing with the beginning of the leave and shall pay to the School District the monthly premium in advance, except as otherwise provided in law. In the event the employee is on paid leave from the School District under Section 1. above or supplemented by sick leave pursuant to Section 2. above, the School District will continue insurance contributions as provided in this Agreement until sick leave is exhausted. Thereafter, the employee must pay the entire premium for any insurance retained.

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