Recruitment policy Sample Clauses

Recruitment policy. 1. In the event of vacancies within a company, the company’s employees must first be given an opportunity, as far as possible, to apply for the vacant positions. 2. If the vacancies cannot be filled from within the company’s existing workforce, UWV (Employee Insurance Agency) may be called in.
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Recruitment policy. When a job is to be filled (vacancy following internal mobility, departure or because a new job has been created), the managers and HR managers involved in recruitment shall give priority to internal Group applicants, depending on their skills and on whether their profile matches the post, either immediately or following adaptation. Jobs to be filled are published on the platform, accessed via the SUEZ Intranet, or on the Internet site or by other means to be specified. As a priority, these jobs shall be reserved for SUEZ employees for a period of 3 weeks. Recruitment shall meet the equal opportunities and the anti discrimination requirements, while respecting the balance in age-related pyramids, in particular through the recruitment of young people, while ensuring the skills transfer. Comparing the structure of the age pyramid with the need to ensure the continuity of certain skills may result in specific actions. The Group will focus in particular on: - developing facilities for young people during initial employment and in the acquisition of new skills by means of a targeted recruitment policy, - ensuring the success of the internal or external integration into the Group of young employees through monitoring involving the recruiting manager and the HR manager during the initial employment period (allowing those involved to make use of all aspects for performing this mission successfully) and during the integration period (evaluing the skills match, achievement of objectives and any adaptation), - organising skills transmission through internal and external training activities or tutoring, and by using the most experienced expertise, - arranging a period of coverage by the job holder in the case of voluntary mobility.
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Recruitment policy. 3 See the enclosed Decision adopted by the representatives of the European Parliament, the Commission, the Court of Justice and the International Association of Conference Interpreters by joint agreement on 20 June 2001 concerning the interpretation of the term "beginner", it being understood that the exceptions mentioned in the penultimate paragraph of that Decision concern the coverage of deficit languages. The Annex forms an integral part of this Agreement. In the interests of both parties, the institutions shall endeavour, as far as possible, to maintain some stability in their recruitment policies, to engage interpreters on a direct and individual basis and to avoid any sudden termination of service.
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Recruitment policy. 1. When there are vacancies for which external recruitment activities are undertaken, employees should also be given the opportunity to apply for such jobs. 2. To promote the transparency of the labour market the employer shall announce all relevant vacancies to the UWV, quoting the content of the function (nature, level, working conditions, working hours and so forth) and the requirements made of the employee as far as training and experience are concerned. 3. The employer will supply the Works Council with an overview twice a year of the number of temporary employees working in the company. In general, the employer will not use staff mediated by temporary employment agencies for filling vacancies for temporary work and part-time jobs other than after consulting the Works Council.
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Recruitment policy. As part of its diversity policy, all Inria positions are accessible to people with disabilities.
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Recruitment policy. When recruiting and promoting staff, Wollongong City Gallery aims to ensure that the best person for the job is chosen in each case. Wollongong City Gallery is committed to ensuring that recruitment and selection decisions are based on the principle of merit. This means that persons will be selected on the basis of whether they have the right skills, qualifications and other talents that are required to do the job. Appointment decisions based on irrelevant factors, such as a person’s sex, race, disability, age homosexuality etc, or personal biases or favouritism, do not result in the best person for the job being chosen and will not happen. Each person involved in the recruitment of employees or in selection for promotion should do their utmost to ensure that the merit principle is applied in each case. Wollongong City Gallery is an equal employment opportunity employer and is committed to ensuring that all applicants for selection or promotion are not discriminated against on any of the grounds of discrimination contained in equal opportunity laws (see Equal Employment Opportunity Policy). This means that no unlawful discrimination should take place in job advertisements, job interviews or any part of the selection process. All positions that are in the process of recruitment should be advertised internally via electronic mail. Current employees and volunteers are encouraged to apply. The selection panel will review the job description of the position in question and make sure that it is up to date and accurate. The level of remuneration attached to the position should also be reviewed. The panel will then, in consultation with the relevant supervisor, determine the essential and desirable criteria for the job. The essential criteria are those which are essential for the performance of the job. The desirable criteria are those that will help the applicant perform the job and give them a competitive advantage. By determining the essential and desirable criteria for the job, the panel will have a standard for comparison of each applicant. The job advertisement should be written in clear, non-discriminatory language. The advertisement must contain the title of the job and a list of duties and key result areas. The advertisement should outline the essential criteria for the job and should indicate that applicants should be able to address all these criteria. Desirable criteria can also be included. The advertisement should specify what information the applica...
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Recruitment policy. 12.1 - In the interests of both Parties, the Organisations shall endeavour as far as possible to maintain a degree of stability in their recruitment policies, to use direct, individual engagement and to avoid any sudden terminations of engagements.
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Related to Recruitment policy

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Employment Policies The employment relationship between the parties shall also be governed by the general employment policies and practices of the Company, including those relating to protection of confidential information and assignment of inventions, except that when the terms of this Agreement differ from or are in conflict with the Company’s general employment policies or practices, this Agreement shall control.

  • EMPLOYMENT POLICY 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are qualified, available employees who are laid off due to lack of work. An employee hired for a specific project outside the free travel zone shall be deemed as a local hire and will not be entitled to paid travel time or related expenses while working on that project. 5.03 To assist in the efficient placement of appropriately skilled members it is agreed that the Employer will inform the Union Office of members who are laid off and when employees are hired whether from the Union list or from another source. Laid off members are also required to notify the Union of their status. 5.04 New employees shall serve a probationary period of ninety (90) calendar days (3 months). During the probationary period, the Employer may terminate a probationary employee at its sole discretion provided it is not motivated by bad faith. Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. During probation, all terms and conditions of the Collective Agreement apply amended as follows: a. A probationary employee who is a licensed journeyman may be paid one dollar and fifty cents ($1.50) less than the journeyman rate during the probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. b. Probationary apprentices shall be paid a percentage of the journeyman probationary rate during probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. 5.05 The Employer may contract out electrical work provided it does not result in the layoff of electricians in the bargaining unit.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

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  • Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.

  • Investment Policies The Borrower is in compliance in all material respects with the Investment Policies.

  • Employee Handbook Employee agrees to be bound by the terms and conditions of any employee handbook of Bank or its affiliates as may be in effect from time to time, except that in the event of a conflict between such employee handbook and the Agreement, the Agreement shall control.

  • Business Conduct Merger Sub was formed on December 3, 2020. Since its inception, Merger Sub has not engaged in any activity, other than such actions in connection with (a) its organization and (b) the preparation, negotiation and execution of this Agreement and the Transactions. Merger Sub has no operations, has not generated any revenues and has no liabilities other than those incurred in connection with the foregoing and in association with the Merger as provided in this Agreement.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

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