Pre-Placement Testing Sample Clauses

The Pre-Placement Testing clause requires candidates to undergo specific assessments or evaluations before being officially placed in a role or position. These tests may include skills assessments, medical examinations, background checks, or other relevant screenings to ensure the candidate meets the necessary qualifications and standards for the job. By implementing this clause, organizations can verify candidate suitability and reduce the risk of unsuitable placements, thereby ensuring a better fit and safeguarding workplace standards.
Pre-Placement Testing. All external applicants for City positions within classified regular or classified part-time employment or sworn Fire Department positions shall undergo drug and/or alcohol testing prior to assignment.
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Pre-Placement Testing. All external applicants for police officer positions shall undergo drug and/or alcohol testing prior to assignment. Such notice shall be placed in each job application announcement. Job applicants shall only be tested after a conditional offer of employment is made. Refusal to undergo a test, or a confirmed positive test, shall result in a withdrawal of a conditional offer of employment.
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Pre-Placement Testing. If required by a building owner or manager, or at the election of the Employer, all newly hired employees into a building may be given urine or breath tests to detect alcohol and/or illegal or non-prescribed controlled substances, excluding marijuana and cannabis, in their systems. Positive test results for controlled substances or alcohol will be considered in making the final employment decision. Such testing will also apply to individuals who reapply for employment after leaving the Employer either through resignation or termination. Refusal to undergo an alcohol or controlled substances test will be grounds for the denial of employment or re- employment. BOLR and the Union acknowledge that the Union does not represent any individual who is not employed by an Employer of the BOLR at the time of the individual’s application for any position, nor has the Union entered into negotiations on behalf of any individual who is an applicant for employment. Rather, BOLR has unilaterally incorporated this provision into this policy. When there is a change of contractors in a building, drug testing will take place only if required by building management or ownership. Proof of such demand by building management or ownership will be provided to the Union upon request. If an employee tests positive, the employee will be entitled to treatment under Section III (C) and will not be terminated.
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Pre-Placement Testing. All external applicants for regular full-time or part-time/temporary positions and employees who promote into positions that are involved in safety sensitive occupations, required to operate City equipment or vehicles and/or required to have a Class A, B, or C, commercial driver’s license, shall undergo drug and/or alcohol testing prior to assignment. Such notice shall be placed in each applicable job bulletin. a. Job applicants shall only be tested after a conditional offer of employment is made. b. Refusal to undergo a test, or a confirmed positive test, shall result in a withdrawal of a conditional offer of employment.
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Related to Pre-Placement Testing

  • Step Placement When a reclassification action occurs, the justification for the action taken shall be provided in writing to the affected employee or employees. When an employee is reclassified to a position having a higher maximum regular base hourly rate, the employee’s pay shall be increased to the pay step amount which is at least, and closest to, 3 percent higher than the pay they received prior to the reclassification. When an employee is reclassified to a position having the same maximum regular base hourly rate, the employee’s pay step amount shall remain the same. When an employee is reclassified to a position having a lower maximum regular base hourly rate, the employee’s pay shall be decreased to the pay step amount closest to their present regular base hourly rate. However, when the employee’s regular base hourly rate of pay, prior to the reclassification, is greater than step 9 of the newly assigned pay grade, the employee’s regular base hourly rate of pay shall be frozen as of the date of the reclassification. The employee’s regular base hourly rate shall remain frozen until such time as step 9 of the pay grade assigned to the employee’s classification is equal to or greater than the employee’s frozen rate of pay. When that occurs, the employee shall be placed into step 9 of the new pay grade assigned to the employee’s classification. When a reclassification occurs in a multi-incumbent classification and incumbents compete for the classification, the salary placement shall be administered in the same manner as a promotion in Article 13, Section 3.

  • Order Placement To place orders for the Trustee to create or redeem one or more Baskets, Authorized Participants must follow the procedures for creation and redemption referred to in Section 3 of this Agreement and the procedures described in Attachment A hereto (the “Procedures”), as each may be amended, modified or supplemented from time to time.

  • Product Testing No later than [**] prior to a scheduled Delivery ARIAD US shall send to ARIAD SWISSCO the Delivery Documents for review. Following such review, unless within [**] of receipt of the Delivery Documents ARIAD SWISSCO gives written notice of rejection of the Product to be delivered, stating the reasons for such rejection, the Delivery shall proceed, and both Parties shall organize the same. Upon arrival at ARIAD SWISSCO nominated site it shall visually inspect the shipment of the Product to identify any damage to the external packaging. ARIAD SWISSCO may reject any shipment (or portion thereof) of the Product that is damaged by providing to ARIAD US reasonable evidence of damage within [**] after Delivery of such Product. If ARIAD SWISSCO does not so reject any shipment (or portion thereof) of the Product within [**] of Delivery of such Product, ARIAD SWISSCO shall be deemed to have accepted such shipment of the Product; provided, however, that in the case of the Product having any Latent Defect, ARIAD SWISSCO shall notify ARIAD US promptly once it becomes aware that a Product contains a Latent Defect and subsequently may reject such Product by giving written notice to ARIAD US of ARIAD SWISSCO’s rejection of such Product and shipping a representative sample of such Product or other evidence of Non-Conformance to ARIAD US within [**] after becoming aware of such Latent Defect, which notice shall include a description of the Latent Defect.

  • Drug Testing (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., the Drug-Free Workplace Act. (B) All classes covered by this Agreement are designated special risk classes for drug testing purposes. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, F.S. (C) An employee shall have the right to grieve any disciplinary action taken under section 112.0455, the Drug-Free Workplace Act, subject to the limitations on the grievability of disciplinary actions in Article 10. If an employee is not disciplined but is denied a demotion, reassignment, or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6.

  • Laboratory Testing All laboratories selected by UPS Freight for analyzing Controlled Substances Testing will be HHS certified.