RECRUITMENT INCENTIVE. The District may pay an optional recruitment incentive at the discretion of the District of up to $10,000.
RECRUITMENT INCENTIVE. FOR RECOMMENDATION RESULTING IN SWORN HIRE AS FOLLOWS:
RECRUITMENT INCENTIVE. Regular employees are eligible to receive a recruitment incentive in the event that the Human Resources Director determines that a new lateral Police Officer or Police Academy Graduate was successfully recruited into City employment by a current eligible employee. To be eligible for the incentive, a current employee must be designated by the new employee as the person who recruited him/her to City service. This designation shall be completed in writing via a form prescribed by the Human Resources Director on or about the date the employee is processed into City employment by the Human Resources Department. One incentive is available per new employee and may not be divided among multiple current employees. The City shall provide a one-time lump sum payment or allocation of vacation leave hours to the eligible employee upon successful completion of each phase of the new employee’s hire, training and probationary period, as follows:
Phase 1: Upon hire of the new lateral Police Officer or Police Academy Graduate, the eligible employee can elect to receive an incentive of either a lump sum payment of $250 or 6.25 hours of vacation leave (the selected incentive shall also apply to Phase 2 and Phase 3);
Phase 2: Upon successful completion of the FTO Program by the new lateral Police Officer or Police Academy Graduate, the eligible employee will receive the selected incentive a second time; and
Phase 3: Upon successful completion of the new lateral Police Officer’s or Police Academy Graduate’s probation period, the eligible employee will receive the selected incentive a third time. The Recruitment Incentive Program is a pilot program and shall be reviewed annually for its effectiveness in recruiting quality police officers to the City of Roseville Police Department. This program may be discontinued at the discretion of the City Manager upon thirty days’ notice to employees, without any requirement to meet and confer. Any disputes regarding the eligibility of an employee for the recruitment incentive shall be resolved by Chief of Police. This Article shall not be grievable.
RECRUITMENT INCENTIVE. For recommendation resulting in sworn Officer hire as follows:
RECRUITMENT INCENTIVE. Employees newly hired as an Air Conditioning/Refrigeration Mechanic II or III, or in trades deemed necessary by management, are eligible for a recruitment incentive of 5% of base salary. The incentive program is implemented as a result of market surveys and reoccurring staff shortages. The incentive only applies to those employees who are newly hired to a designated position effective July 1, 2016 through June 30, 2017. Rehired employees are not eligible for the incentive. Payment of the incentive will be administered as follows: • After satisfactory completion of the probationary period of four calendar months, the new employee will receive a payment of $1,000. • Upon satisfactory completion of a continuous year of service, a second payment equal to the remainder of the agreed 5% of the initial salary will be issued.
RECRUITMENT INCENTIVE. If a represented employee recruits and is responsible for a police officer, sergeant, or lieutenant joining the Santa Xxxxx Police Department, the represented employee shall receive compensatory time off as follows: • 10 hours of compensatory time off when the employee is hired • 10 hours of compensatory time off after the employee successfully completes the Field Training Program (becomes a solo beat officer) • 10 hours of compensatory time off at the time the employee successfully completes probation (18 months) To be eligible, an applicant must identify the represented employee at the time of application as being responsible for the applicant seeking employment with the Santa Xxxxx Police Department. The Professional Standards Unit Sergeants and any other employees directly involved in the hiring process are not eligible for compensatory time off under this section.
RECRUITMENT INCENTIVE. An employee who refers an individual for employment as a paraprofessional shall receive a $200 referral bonus if the individual is hired and successfully completes the probationary period.
RECRUITMENT INCENTIVE. The Nursing Home will pay a recruitment incentive for all new part-time and full-time employees in the Nursing Home in Nurses Aide, Licensed Practical Nurse, Staff Nurse, Senior Staff Nurse and Head Nurse titles upon satisfactory completion of one (1) year of employment at the Nursing Home. The recruitment incentive is to be paid to the employee within 30 days of completion of 1st anniversary at the Nursing Home. The payments would be at the following rate: Nurses Aide $125 $250 Licensed Practical Nurse $250 $500 Staff Nurse $500 $1,000 Senior Staff Nurse N/A $1,500 Head Nurse Mandatory Overtime N/A $1,500 Clinton County Nursing Home is a seven (7) day a week, twenty-four (24) hour a day facility, and there may be times when it becomes necessary to mandate nursing staff members to work overtime to adequately staff the facility. The payment of overtime for part-time employees in the Nursing Home will continue according to past practice. In those instances, the following procedures apply:
RECRUITMENT INCENTIVE. The Employer will pay a recruitment incentive to Town employees who recruit a new employee to work for the Town. To be eligible for this incentive, a job applicant must list on the employment application the name of the Town employee who recruited them, and the job applicant must complete one year of employment with the Town. The recruitment incentive is $1,000; if the job applicant lists more than one Town employee on their job application, the $1,000 incentive will be shared equally among the Town employees listed.
RECRUITMENT INCENTIVE. The County and the Association recognize the current competitive recruitment market and the value of engaging existing employees in recruiting qualified new sworn employees to the County. To recognize employee initiative in the recruitment process outside of County- sponsored recruitment activities, the County will credit a referring employee with a one-time bonus of $500.00 (gross):
A. The new employee must be offered and accept employment and be hired by the County as a sworn deputy (patrol, corrections, or parole & probation).
B. The new employee must have credited the referring employee by name and in writing on their employment application as their source on the job opening. Only one referring employee per new hire shall be eligible for the bonus and the DocuSign Envelope ID: 87B670AA-014D-4A2B-8ECC-D8F2AB790D4C bonus shall only apply to referrals separate from a County-sponsored recruitment activity.
C. The bonus will be awarded to the referring employee on the next available regular paycheck following the new employee’s hire.
