Recruitment and Employment. SECTION 1. VACANCY POSTING When the Employer determines there is a continuing or temporary vacancy to be filled, the hiring Department shall submit a job opening to the appropriate Human Resources Department. Announcements of vacancies shall be posted on the official Human Resources Department web page and shall include cross campus postings as feasible. The posting shall state the first day of listing, shall remain open for applications from the first day it is officially posted for at least seven (7) calendar days and shall state the date at which bargaining unit consideration ends. In addition, the appropriate supervisor(s) shall notify bargaining unit employees in the department, by means of the supervisor's choosing, when a bargaining unit vacancy in the department is to be posted. Disputes regarding supervisory notification may be grieved under Article 21 but remedies shall not require reversal of the hiring decision.
SECTION 2. APPLICATION Employees shall apply by submitting official application materials to the appropriate Human Resources Department or, when the option is available, by notifying the appropriate Human Resources Department that they wish application materials already on file to be considered for a particular vacancy. The application, to be considered for the posted position, must be received in the appropriate Human Resources Department by the close of the business day of the last day of the posting period.
Recruitment and Employment. ARTICLE 5 12
Recruitment and Employment. ARTICLE 5 5 Reporting and Call In Time...............................ARTICLE 14 21 Respectful Workplace ......................................MOU 87 Safety ...............................................................ARTICLE 27 60 Salary ...............................................................ARTICLE 19 30
Recruitment and Employment. ARTICLE 5 7 Reporting and Call In Time.............................. ARTICLE 14 30
Recruitment and Employment. If a Temporary posted position extends beyond one (1) year, the employee shall become continuing without posting the position. (Applications of Temporary (posted) appointments occur in Article 25, Layoff and Recall, and Article 7, Probation.) Based on the percentage of the appointment, such an employee: 36% - 49% a. does not receive health insurance.
Recruitment and Employment. The County will encourage and assist current County employees in upgrading themselves and qualifying for a promotion. Posting of Vacancies - All vacancies for which approved requisitions have been received by Recruitment, Testing and Career Development shall be posted physically and on the County’s website. Every reasonable effort will be made to post the notices at least one (1) week prior to the time the vacancy needs to be filled. The County’s internet usage policy shall reflect employees’ authorization and reasonable access to the County’s intranet for the purpose of reviewing and applying for vacancies posted on the County’s website. Open Competitive Examinations - Permanent status County employees competing on open competitive examinations who attain a passing score shall receive preference points, based on the number of years of permanent continuous County service computed on the basis of .5 (five/tenths) points added to their score for each year of such service, to a maximum of ten (10) years of such service.
Recruitment and Employment. 4.1 The Company must have and comply with written policies on personnel matters for paid staff, volunteers, and trustees. These must include appropriate procedures for recruitment, disciplinary and grievance issues, training and development, and equal opportunities. All policies and procedures must comply with current employment legislation.
4.2 The Company must have written terms and conditions of employment, which must include contracts of employment.
4.3 Job descriptions, person specifications and job adverts for the three most senior executive posts must be drafted in consultation with DCC.
4.4 The Company must consult with DCC on any proposed change in its senior management or Board structure.
4.5 The DCC Lead Officer, or his nominated substitute, must be informed of arrangements for short-listing and interviewing for the three most senior executive posts and has the right to attend interviews for those executive positions as an observer.
Recruitment and Employment. 4.1 The Organisation must have and comply with written policies on personnel matters for paid staff, volunteers, and trustees. These must include appropriate procedures for recruitment, disciplinary and grievance issues, training and development, and equal opportunities. All policies and procedures must comply with current employment legislation.
4.2 The Organisation must have written contracts of employment and these must include appropriate terms and conditions.
Recruitment and Employment. Bargaining unit employees whose names are on the layoff list will be offered temporary positions, excluding temporary no-post positions, for which they are qualified, in University seniority order.
Recruitment and Employment. Modify first paragraph to read: There shall be no discrimination in the hiring of teachers or in their training, assignment, promotion, transfer or discipline because of race, color, creed, national origin, political activities, Association activities, sex, domicile, marital status, handicap, sexual orientation, gender identity, gender expression or age. Insofar as reasonably possible, all final applicants for teaching and administrative positions will be interviewed by committees of teachers and administrators. The final employment decision shall remain with the Administration and the Board.
