Pre-Employment. 2.1 Each seafarer shall undertake to serve the Company competently and shall undertake that they possess, and will exercise, the skill commensurate with the certificates that they declare to hold, which should be verified by the Company.
2.2 The Company shall be entitled to require that any seafarer shall have a satisfactory pre-employment medical examination, at Company expense, by a Company-nominated doctor and that the seafarer answer faithfully any questionnaire on their state of health, which may be required. Failure to do so may effect the seafarer’s entitlement to compensation as per Articles 22, 23, 24, 25 and 26. The seafarer shall be entitled to receive a copy of the medical certificate issued in respect of such an examination. The provisions of this Article shall equally apply to seafarers who were previously employed by the Company, signed- off due to medical reasons pursuant to Article 19.1 (b) and maybe willing to be re-employed upon recovery. Any such recovered seafarers shall be treaded equally to the other candidates undergoing medical examination.
2.3 As far as practicable, companies who are direct employers or who use seafarers recruitment and placement services shall ensure that the standards laid down in the MLC are met including the requirement that no fees or visa costs are borne directly or indirectly, in whole or in part, by the seafarers for finding employment, the right for seafarers to inspect their employment agreements and seek advice before engagement and preventing the recruitment or placement services from using means, mechanisms or lists to prevent seafarers from gaining employment for which they are qualified.
2.4 Each seafarer shall sign the seamen’s employment contract.
2.5 Documentation as required by the Flag State shall be at Company expense.
Pre-Employment.
1. An employee hired or rehired into the bargaining unit shall initially be placed on day-to-day status pursuant to O.R.C. §3319.10 provided, however, that all such employees shall receive the full contract rights, including rate of pay with placement on the salary schedule and benefits for the time they are on such status. These employees will receive a conditional offer of employment which shall remain intact until all pre-employment procedures, including the criminal history records check have been completed or for ninety (90) working days, whichever comes first, and subject to Board approval. If the pre-employment procedures are not completed after ninety (90) working days, the employee will receive regular contract status.
2. If during the pre-employment procedures occurring during the first ninety (90) working days of employment, the Assistant Superintendent – Human Resources and Operations concludes the employee has misrepresented or falsified any documents or has failed to meet the requirements set forth in Board Policy, the employee shall be released from employment and the conditional offer of employment shall be rescinded. The employee will not be entitled to any termination proceedings under O.R.C. §3319.16 nor to any proceeding under the contract or grievance procedure, except as set forth herein. Prior to release from employment, the District will follow these procedures:
a. The District shall use the factors set forth in O.A.C. §3301-20-01 (or such similar provision in the final regulations as adopted by the State Board of Education) in considering whether to release the employee.
b. The employee will be entitled to a meeting or meetings for purposes of being informed of the facts and reasons for the decision to release the employee from employment and to provide the employee an opportunity to rebut or explain any alleged falsifications, misrepresentations or failures to fulfill the requirements of Board Policy.
c. Prior to any of the aforementioned meetings, the employee shall be given a copy of the FBI or BCI report, or such other documentation that indicates there was a falsification in the application process or a failure to fulfill the requirements of Board Policy.
d. The employee shall be informed of his/her right to union representation.
3. If pre-employment criminal history information is received after the first ninety
4. If after the employee has been placed on regular contract status, the Board receives information which reveals...
Pre-Employment. Development of employment policies and procedures; verification of applicant information such as drivers license numbers, social security numbers, education, criminal offenses, and past employment; and drug testing.
Pre-Employment. Xxxxx County Human Resources will identify specific job classifications that require an applicant selected as a new hire to take and pass a drug and alcohol screening. A positive result from the drug and/or alcohol screening may result in the applicant not being hired where the applicant's use of drugs and/or alcohol could affect requisite job standards, duties and responsibilities. If a legal drug screen is positive, the applicant must provide, within 24 hours of request, bona fide verification of a valid current prescription for the drug identified in the drug screen and it must be in the applicant's name. If the prescription is not in the applicant's name or the applicant does not provide acceptable verification, or if the drug is one that is likely to impair the applicant's ability to perform the job duties, the applicant will not be hired.
Pre-Employment. Pre-employment township physicals, including a drug/alcohol screen, are required of all potential safety sensitive Employees. The Employer does not hire applicants who test positive because being under the influence of drugs or alcohol is likely to affect job performance.
Pre-Employment. It is agreed that a job applicant shall be tested as soon as practical after a conditional offer of employment. A potential employee’s refusal to submit to a drug test for any reason or a verified positive test may be used as a basis for not hiring an applicant. Pre-employment testing requirements are applicable to “New Industry Employees” only and do not apply to anyone who is a member of SMART Workers’ International Association.
Pre-Employment. An applicant for employment must pass a pre-employment drug test before a hiring decision concerning the particular job for which an applicant has applied will become final.
Pre-Employment. As a condition of employment, the Employer shall test Employees (excluding Employees who are working exclusively remotely) for Covid-19 within 3 days prior to the start of their employment1 using either: (1) a lab-based PCR 1 As used throughout this Agreement, the three (3) days testing window as used for pre-employment, Zone A periodic testing, and Air Travel will be reduced to two (2) days effective February 1, 2021, or when the AMPTP Return to Work Agreement adopts 48 hours, whichever is later. The Unions agree to meet at least 15 days prior to the effective date of this provision to discuss the feasibility of this change in light of the testing capabilities which exist at that time and whether an extension of this scheduled change is appropriate. diagnostic test (ie., not rapid); or (2) two PCR rapid tests conducted using samples collected at the same time2; or (3) if an Employee cannot receive the results within the 3 day window, the lab-based PCR test shall be administered as close to the commencement of work as possible, with a rapid test also administered within 48 hours prior to employment. Both test results must be obtained prior to the start of employment. Because of the short term nature of commercial employment, an Employer may rely upon an acceptable test result (i.e., one lab PCR or two simultaneous rapid PCR tests) performed by a prior Employer to fulfill the pre-employment testing requirement provided that such test(s) has been performed within 3 days of the start of employment for a Zone A Employee or one week of the start of the employment for a Zone B or C Employee (see definition of zones below). Results must be obtained prior to the start of employment. Once a conditional job offer is made by the Employer and a negative test result is provided to the Employer, the person is considered employed as of the first scheduled day of work, and all provisions related to sick leave and other working conditions apply on a go-forward basis, even if the Employee develops symptoms or fails their daily screening questionnaire on their first day of work. Notwithstanding the foregoing, no Sick Pay (see below) shall be owed unless the Employee misses a scheduled day of work. Zone A Includes anyone present in the workspace while performers and background actors are not wearing PPE. Such persons shall be tested for Covid-19 and have a negative test within 3 days prior to commencement of work in Zone A, and a subsequent test each 3-day period, which may b...
Pre-Employment. All offers of employment with the Hospital are 13 contingent upon the applicant passing the exam/drug test which will be conducted at 14 the Hospital. Any applicant testing positive for an illegal drug will not be hired. All 15 specimens which initially show a detectable level of drugs shall also undergo a second 16 confirmatory test.
Pre-Employment. 2.1 Each Seafarer shall undertake to serve the company competently and shall undertake that they possess, and will exercise, the skill commensurate with the certificates, which they xx- xxxxx to hold, which should be verified by the Company.
2.2 The company shall be entitled to require that any Seafarer shall have a satisfactory pre-em- ployment medical examination, at company expense, by a company-nominated doctor and that the Seafarer answer faithfully any questionnaire on their state of health, which may be
1) These terms and conditions are based on the ITF Uniform TCC Collective Agreement.
