Personnel Management. IXL requires its employees to conform to information security standards as follows:
Personnel Management. Article 19 Transfers
Personnel Management. 6.5.1 As operations commence, Contractors will be required to maintain active, current and complete personnel records of all staff (including drivers). These records must contain all manner of required and standard documentation relating to the management of employees, to include items such as: Hiring paperwork Records of physical examinations Verification of citizenship or immigrant status Discipline records Copies of professional certifications Documentation of training Documentation relating to all aspects of the federal requirements for drug and alcohol testing. Any other information relating to compliance with any and all other applicable city, state and federal requirements. Motor vehicle checks and criminal record checks.
6.5.2 All personnel records shall remain the responsibility and the property of the Contractor, but must be provided on demand for inspection by SEPTA. SEPTA will take measures to ensure the privacy of all personnel information being examined. SEPTA reserves the right to require preapproval of completed driver files before a driver may be used in service.
Personnel Management i. Contractor’s temporary employees will perform under GOSR’s operational supervision. GOSR shall provide operational supervision to Contractor’s employees, which includes, but is not limited to, directing and controlling the manner and duration in which work is to be performed.
ii. Contractor shall provide overall personnel management and staffing services, which will include, but not be limited to, the following:
1. Recruitment and preliminary selection of qualified candidates for the positions described in Section 2(a) of this Exhibit A;
2. Maintaining a pool of qualified candidates that will continuously be made available as needed and upon request by GOSR. The pool of potential candidates must be sufficient to meet GOSR’s needs within five (5) business days of the request;
3. Hiring and terminating employees;
4. Collection and return of GOSR property following an employee’s separation from GOSR;
5. Disciplining employees; and
6. Managing employee health benefits and enforcing paid time off limitations pursuant to Sections 3(d) and 3(e) of this Exhibit A.
iii. Contractor shall assume all legal responsibility as the employer of the temporary service employee, including payment of wages and other compensation due to employees. In addition, Contractor shall maintain compliance with all Federal and State payroll tax requirements, including but not limited to:
1. Payroll and related forms;
2. Payment of social security, Medicare and withholding taxes;
3. Benefits, as applicable;
4. Worker’s compensation insurance;
5. Statutory disability benefits;
6. Unemployment insurance;
7. Other costs required by law or ordinarily furnished by Contractor;
8. Computation of all payroll records and expenses and release of paychecks to employees;
9. Provide all W-2 forms, as appropriate;
10. Provide general liability for each employee, as required; and
11. Furnish reports detailing employee work activity in a form and frequency to the satisfaction of GOSR.
iv. Contractor shall administer any additional employment-related forms as requested by GOSR.
v. Contractor shall provide GOSR with needed resources during peak demand periods, staffing shortages, or the vacations of regular employees.
vi. Contractor shall accurately communicate and describe the job duties required to the temporary employee.
vii. Contractor must ensure temporary employees report to work at the time and place specified by GOSR.
viii. Contractor must make any arrangements necessary for GOSR to conduct inte...
Personnel Management. VACANCIES
5.1.1. Vacancies for positions authorized for thirty (30) or more hours per week shall be posted on the District website for District personnel at least five (5) working days prior to advertising the vacancy to outside applicants. A vacancy exists when the District authorizes hiring for a position other than through administrative action (such as accommodation for disabilities, disciplinary reassignments, budgetary constraints, the placement of involuntary transfers, etc.). [a] All vacancies will be posted except temporary or seasonal positions, positions requiring an average of fewer than twenty (20) work hours per week, and positions that have been approved for an increase in authorized hours. [b] The vacancy lists will be posted on the District website. When known, the District will list the location of the opening on the job listing.
5.1.2. In filling full-time vacancies, principals and department heads will give current District employees first consideration, when qualifications are deemed equal, over substitutes and outside applicants.
5.1.3. When a vacancy is filled, current District employees who applied for that position shall be notified of the District's decision within ten (10) working days.
Personnel Management. The PMT will not supervise or control any person the Owner, Prime Consultant, or General Contractor employs or contracts with in connection with the Project. The PMT may, however, require any Party to remove from the Project any person employed in connection with the Project, or personnel of companies that any Party contracted with, if the PMT determines that the presence of that person is detrimental to achievement of the Project Objective. The Owner, Prime Consultant, and General Contractor will provide personnel according to staffing plans approved by the PMT. The Parties will not remove or reduce involvement of any personnel set forth in an approved staffing plan without the PMT’s written consent, which will not be unreasonably withheld. Staffing plans may be prepared and approved in phases, as directed by the PMT.
Personnel Management. Each member of SCCSET will be subject to the personnel rules, regulations, policies, and terms and conditions of employment of his or her employing agency. If any SCCSET member’s outside employment poses a potential for conflict of interest, as determined by the Task Force Commander, said member may be excluded from SCCSET.
Personnel Management. To have in place written policies approved by the Council on personnel matters for both staff and volunteers. These should include appropriate arrangements for fair recruitment and selection, training and development, and the issuing of contracts of employment to include disciplinary and grievance procedures.
Personnel Management. To hire all Employees and subject to the provisions of law, to determine their qualifications and conditions of their continued employment, discipline, dismissal, or demotion; and to promote, assign, and transfer all such Employees.
Personnel Management. The Core Group shall not supervise or control any person employed by Architect, Architect’s Consultants, CM/GC, Subcontractors, Suppliers, Owner, Owner's Consultants or Owner’s separate contractors in connection with the Project; provided, however, that the Core Group may require any IPD Team Member to remove any person employed in connection with the Project if the Core Group determines that the presence of such person is detrimental to the performance of the Work or Services or that such person has engaged in conduct that the Core Group reasonably deems to be improper.
