Referral Bonus. Any employee in a regular position who refers a qualified candidate for a position/classification certified for participation in this Program who is subsequently hired into the regular position may receive a referral bonus in accordance with the following:
Referral Bonus. 150. An officer who refers a new applicant to the department shall receive a referral bonus of $1,000 ($500 upon that candidate’s successful completion of the Police Academy and an additional $500 upon that candidate’s successful completion of field training). To qualify, the referring officer must verify that he/she has made at least three contacts with the applicant prior to the start date of the Academy. Officers assigned to recruitment on a full or part-time basis will not be eligible for the referral bonus. For purposes of this provision, a “new applicant” is an individual who has not previously applied to be a Cadet or a Police Officer in San Francisco. 151. This bonus is not considered “salary attached to the rank” and shall not be included for purposes of retirement benefit calculations and contributions in accordance with those Sections.
Referral Bonus. If the Human Resources Director determines that an unfilled position is critical and difficult to recruit, the HRD may authorize a referral bonus award of at least two hundred fifty dollars ($250) as a one time payment (not included in the annual salary) to any current employee, who refers a candidate who is subsequently hired and who successfully completes the original hire probationary period. The referral bonus will be paid at the end of the original hire probationary period.
Referral Bonus. During the life of this agreement only and expiring December 31, 2020, the Employer shall pay to an employee a referral bonus of $1,000 for each employee successfully recruited and on-boarded to employment with Xxxxxxxxxx County EMS. Referring employee must be currently employed as of the first date of work for the newly recruited employee. The newly recruited employee must pass all background checks and exams, including drug testing. The Employer decision to hire any new recruit or referral is not subject to the grievance procedure. The newly referred and recruited employee must attest in writing as to a single current referring employee.
Referral Bonus. Employees who refer a new employee that is hired within the bargaining unit shall be eligible for a one-time referral bonus of $500 to be paid out after the employee has successfully completed their probationary period per Article 3.3.
Referral Bonus. The Town shall pay a referral bonus of up to $2,500 to any bargaining unit member who successfully refers a qualified full-time employee to the Town for employment. To be eligible for this referral bonus, the applicant whom the employee refers to the Town must:
Referral Bonus. 5.1. The Participant and the Referred Party will obtain a Referral Bonus calculated on 1% of the Invested Funds invested by the Referred Party within 30 days after the Date of Validation.
Referral Bonus. 5.1 The Participant and the Referred Party will receive a Referral Bonus of 0.5% of the net credit balance in the Referred Party’s SmartSaver Account on the 90th calendar day after the Referred Party’s Date of Validation
Referral Bonus. Management maintains the prerogative to determine the need for and implement referral bonuses as a means of accomplishing its recruiting objectives. Postings will indicate whether a referral bonus will apply to any particular position. If a bargaining unit member refers an individual to UConn Health and the individual is hired and completes his or her probationary period, the employee who made the referral will receive up to a $2,000 lump sum bonus (not to become part of base). The bonus will be paid at the successful completion of the new employee’s probationary period. UConn Health will notify the UHP President prior to such posting.
Referral Bonus. The District and the Association agree that coordinated efforts involving employees actively sharing information about vacancies and encouraging individuals to apply for vacant positions is valuable to the District’s recruitment efforts and valuable to the Association members who are impacted by staffing shortages.
