Open Job Positions Sample Clauses

Open Job Positions. When the Company seeks candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, the Company shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is a candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of, in the aggregate for each Pay Level, at least 40% of the candidates for roles at Pay Levels 3 through 6, and 50% for Pay Levels 7 and 8 (inclusive of active and passive candidates) from groups traditionally underrepresented in journalism (e.g., women, people of color, those identifying as LGBTQ+, people with disabilities, and military veterans). At each meeting with the Bargaining Unit DLG Subcommittee, the Company shall provide the results for the roles closed in the prior quarter, so that the Committee can assess whether the above-referenced goals are being met. The Committee may also consider the demographic composition of each vertical as part of that discussion. If in a calendar year the Company is unable to meet that aggregate Pay Level goal of 40% for Pay Levels 3 through 6, and the 50% goal for Pay Levels 7 and 8, the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals and increasing the Bargaining Unit DLG Subcommittee budget. For purposes of calculating the 40% or 50%, as the case may be, applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator. The Company shall maintain its current practice of encouraging applicants to self-report, in furtherance of the diversity objectives set forth herein.
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Open Job Positions. All open bargaining unit jobs for which the Company is seeking outside candidates, and which are not being created with a specific individual in mind, will be posted for a minimum of two weeks. The Company will make a sustained effort to circulate posting and recruit candidates from groups that have been traditionally under-represented within the media industry, including with respect to: race/ethnicity, national background, educational background, sexual orientation, gender identity, age and creed. When the Company seeks outside candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, the Company shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is an aggregate candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of at least 50% of the candidates are from groups traditionally underrepresented at Spotify Stuiods (BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans). At the Diversity Subcommittee, the Company shall provide the results for the roles closed in the prior quarter, so that the Committee can assess whether the above-referenced goals are being met. The Committee may also consider the demographic composition of the unit as part of that discussion. If in a calendar year the Company is unable to meet that aggregate goal of 50% the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals. For purposes of calculating the 50% applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator. The Employer shall provide a quarterly report to the Diversity Sub-Committee of the Labor Management Committee with the following information: list of open positions at Spotify Stuiods, a list of places where open positions are posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups) by Spotify Stuiods HR. The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media (e.g., attending the annual convention of the National Association of Black Journalists "NABJ"). The Company shall continue to provide anti-oppress...
Sample 1
Open Job Positions a. When the Company seeks candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, the Company shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is a candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of, at least 50% candidates (inclusive of active and passive candidates) from groups traditionally underrepresented at Vox Media (e.g., BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans). The goal across all such vacant bargaining unit positions at XXXxxxxx.xxx for which the Company is seeking outside candidates is a candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of at least 50% candidates (inclusive of active and passive candidates) from groups traditionally underrepresented at XXXxxxxx.xxx (e.g., women, BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans).
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Open Job Positions. All open job positions will be posted for a minimum of one week. The Company will make a sustained effort to circulate postings to and recruit candidates from groups that have been traditionally underrepresented at Salon and within the digital media industry, including with respect to race, ethnicity, national background, educational background, socioeconomic background, sexual orientation, gender identity, age, disability, and creed. When the Company seeks candidates for a vacant bargaining unit position, it will make best efforts to ensure that candidates from groups underrepresented at Salon (e.g., BIPOC, those identifying as LGBTQ+, people with disabilities) will be included in the pool of interviewees. The Company will work jointly with the Diversity Committee to increase the candidate pool of underrepresented groups at Salon and shall post open positions to job boards that target applicants from groups underrepresented at Salon (e.g., the National Association of Black Journalists (NABJ), the National Association of Hispanic Journalists (NAHJ), the Asian American Journalists Association (AAJA), XxxxxXxxx).
Sample 1
Open Job Positions. The Company will make a sustained effort to post job openings and to recruit candidates from groups that have been traditionally underrepresented at Hearst Magazines and within the journalism industry, including with respect to race, ethnicity, national background, sexual orientation, gender identity, age, and creed. The Company shall make good faith efforts to post open positions to job boards that target applicants from groups underrepresented at Hearst Magazines. The Equity Committee may make recommendations or referrals to appropriate job boards. For all open bargaining unit positions at the Company for which the Company is seeking outside applicants, the Company shall continue to adhere to EEOC guidelines on the option for candidates to self-report demographic information. The Company shall provide a quarterly report to the Equity Committee with the following information: a list of posted bargaining unit positions at Hearst Magazines; a list of positions filled and places the Company sourced incoming talent, as well as internal engagement activities.
Sample 1
Open Job Positions a. The Employer will make a sustained effort to circulate job postings and recruit candidates from groups that have been traditionally under-represented within the podcasting industry, including with respect to: race/ethnicity, national background, educational background, sexual orientation, gender identity, age and creed.
Sample 1
Open Job Positions. All bargaining unit positions for which the Company is seeking external candidates shall be posted. The Company will make a sustained effort to circulate job postings and recruit candidates from groups that have been traditionally under-represented within the journalism and entertainment industries. To further this goal, the Company shall make good faith efforts to interview diverse candidates for every posted bargaining unit position. On a quarterly basis, the Company shall provide a report to the Diversity Committee with the following information: list of open bargaining unit positions for which the Company is seeking external candidates and a list of places where said open positions are posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups)., The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media ( e.g., attending the annual convention of the National Association of Black Journalists "NABJ").
Sample 1
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Open Job Positions i. When the Employer seeks candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, (a) the position will be posted for a minimum of two weeks, and (b) the Employer will ensure that it interviews at least two (2) candidates from groups underrepresented at The Intercept (e.g., BIPOC, LGBTQ+, people with disabilities, low socio- economic status,) prior to making a hiring decision. When a position is created for a specific candidate (i.e., when, prior to the creation, the position was not part of the Board-approved headcount), the Employer will notify the Union in writing after the employee has accepted the position as to the basis for the decision not to post and interview for the position.
Sample 1

Related to Open Job Positions

  • New Positions A. Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the new position to the national craft unit most appropriate for such position. The following criteria shall be used in making this determination:

  • Queue Position The order of a valid Interconnection Application, relative to all other pending valid Interconnection Applications, that is established based upon the date- and time- of receipt of the complete Interconnection Application as described in Section 4.7 of the Overview ProcessError! Reference source not found.. Reasonable Efforts – With respect to an action required to be attempted or taken by a Party under these procedures, efforts that are timely and consistent with Good Utility Practice and are otherwise substantially equivalent to those a Party would use to protect its own interests. Reference Point of Applicability – The location, either the Point of Common Coupling or the Point of DER Connection, where the interconnection and interoperability performance requirements specified in IEEE 1547 apply. With mutual agreement, the Area EPS Operator and Customer may determine a point between the Point of Common Coupling and Point of DER Connection. See Minnesota Technical Requirements for more information. Simplified Process – The procedure for evaluating an Interconnection Application for a certified inverter-based DER no larger than 20 kW that uses the screens described in the Interconnection Process – Simplified Process document. The Simplified Process includes simplified procedures.

  • Open Positions In order to ensure that all interested employees are advised of employment opportunities, notice of job vacancies for regular full or part time positions will be sent to the Union, and job announcements will be posted on designated bulletin boards in the office. In addition, information about all job vacancies will be available to employees by calling the office and in pay envelopes. All regular full or part time vacancies will be posted and filled in accordance with this Agreement. Postings will include position requirements, minimum qualifications, substitute and preferred qualifications (if any) and base rate of pay.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • New Position An approved position not reflected in the current year budget complement.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether he/she meets the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency.

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