Preferential subscription rights --------------------------------
Preferential. 12. 10 The Unit Chair shall have top seniority within his seniority group in case of lay off and shall be retained by the Company on work within the bargaining unit they are willing and able to perform. One xxxxxxx named by the Union shall have top seniority in the other seniority group.
Preferential. The Company, when needing new employees hired, will continue the current practice of giving due consideration to union members displaced due to plant closures and family members of current employees. Said new employees will be subject to the seniority clause of this Collective Agreement including the sixty (60) day probationary period. This letter in no way requires the Company to hire exclusively from these groups.
Preferential right The members of RSÍ member associations have priority rights to employment in electrical disciplines, provided that the associations are open to all industrial workers in the industries. The associations also undertake to encourage their members to work in companies that are members of SART or SA rather than those who stand outside these associations.
Preferential. (a) The Local Union President, Vice-president, Recording Secretary, Financial Secretary, Treasurer and Grievance Committee Chairperson shall have top Company-wide seniority in case of lay- off, provided they are democratically elected. Union Stewards shall hold top plant-wide seniority in the departments they preside over in case of lay-off provided there is work they are able and willing to perform. Local Union and Stewards who are retained in employment due to the provisions of (a) and above shall only be entitledto job preference based on their natural seniority rating.
Preferential. FINGER is to ARM as TOE is to: A. leg What is the best length of stay when parents visit their grown children's families once a year? B. foot C. knee D. hand A. 20 days B. 10 days C. 5 days D. 1 day The intellective (or right/wrong) questions followed the style of IQ tests (ACER, 1982; Xxxx, Xxxxxxx, Xxxxxxx, & Xxxxx, 1981). The preferential questions followed the style of the Estimates and Information sub-tests of the Motivational Analysis Test (MAT), which were designed to vary with individual motivational differences (IPAT, 1975). Three matched choice sets were created, one for each treatment level. Independent variables The main independent variable was information exchange (IE), with three levels:
Preferential. This gave a three-way randomised block factorial design (Table 1). As subjects chose their groups, repeated measures were taken - every subject was under every treatment level. The design assumption of a circular covariance matrix (Xxxxx, 1971) was confirmed using the SPSS Mauchly test for all main effects. Information exchanged First Vote Second Vote Third Vote Blind Intellective Preferential Group Intellective Intellective Intellective aware Preferential Preferential Preferential Confidence Intellective Intellective Intellective aware Preferential Preferential Preferential Table 1. Research design There were six IE treatment orders and six ways three tests could be allocated to each treatment. This gave 36 session types, which for groups of five required 180 subjects. Only 90 subjects however were available. As an order effect was expected, IE treatment levels were randomly allocated equally to order positions 1, 2 and 3. The tests were also randomly allocated equally by order. It was not possible to also allocate tests equally to all treatments, so this was done randomly. Under the blind treatment subjects voted only once, unaware of others votes. The group aware treatment involved three votes per choice. The first was blind, but after that group position information became visible. Subjects could not second vote until all of their group had voted once, or third vote until everyone had second voted. The first two votes were straw votes - subjects could vote Don’t know if they had no opinion, but the final vote represented the group’s answer and required they take a position. Position information was exchanged in the form: A A A B ? Position: Option A
Preferential. In the event an employee at Beards Lane with seniority, is permanently laid such employee will be given preference over applicants for employment at the other Woodstock Division operation provided the employee makes written application for preferential hiring within fifteen (15) calendar days the date of most recent notice of Applicants for preferential hiring must meet all of the hiring requirements at the other plant where employment is offered and if hired shall be subject to the provisions of the Collective Bargaining Agreement at that plant. Upon from the Plant, laid off employees shall have the option of returning to their original plant and all seniority at the secondary plant will be cancelled. If any employee elects to remain at the secondary plant, all seniority accumulated at the original plant will be cancelled. Employees are expected to work out the balance of available time prior to first day of recall. An employee who applies for preferential hiring and is offered employment at the other plant must report for work within days the date is notified that a job is available for If the employee fails to report for work within such five (5) day period shall not be eligible for preferential hiring. Employees accepted for hire under these preferential hiring provisions or the provisions of Article will not be subject to the benefit, vacation time, vacation pay and pay reductions which other new hires would be subject to. ARTICLE
Preferential. Seniority
Preferential. (a) The Unit President, Unit Secretary, Stewards, and the Certified Health and Safety Representative shall have top plant-wide seniority in case of layoff and shall be retained by the Company on work is willing and able to perform. Employees promoted to supervisory or other positions, which disqualify them being subject to this Agreement shall accumulate seniority for a period of six (6) months following such transfer. If such employees are returned by the Company during the six (6) month period, they shall be returned to the job classification and department held by such employees immediately prior to such transfer. No employee subject to the above may return to the bargaining unit once the six (6) month period has expired, other than as a new employee. This provision will apply once only for an employee. The Company will supply the Unit President or his designate, monthly, with the names of persons who have been: Recalled to work. New Hires. Failed to give notice of their intention to return to work when notified. Quits. Absent through sickness or accident for one week. Change of address.
