REFERRAL OF EMPLOYEES Sample Clauses

REFERRAL OF EMPLOYEES. Section 1. When employees are needed, the Employer shall notify the Unions as to the number and classification of employees required. It shall be the responsibility of the Unions to supply the necessary numbers required in accordance with the hiring hall procedure of this agreement as set forth in Attachment 2. Section 2. The Local Unions administer and control their referral and it is agreed that these referrals will be made in a nondiscriminatory manner and in full compliance with federal, state and local laws and regulations which require equal employment opportunities and nondiscrimination. Referrals shall not be affected in any way by the rules, regulations, bylaws, constitutional provisions or any other aspect or obligation of Union membership, policies or requirements, to the extent that such rules, regulations, by laws, etc. may be in conflict with any federal, state or local laws. Section 3. The Employer shall have the unqualified right to select and hire directly the number of employees it considers necessary and desirable. Applicants for the various Section 4. The Employer shall have the right to hire foremen, general foremen and other key employees. Key employees are defined as craft employees who possess special skills or abilities and are not readily available in the area. The Union shall have the opportunity to refer qualified candidates for the positions of xxxxxxx and general xxxxxxx as stated in Article XVII, Section 2. These employees will be referred through the recognized craft referral procedure. In cases of employment positions requiring special skills or qualifications, the Employer will notify the Union of the qualification tests or skills required and the Union may refer any qualified applicant. Section 5. The Union shall not refer employees employed at the project sites by a signatory Employer to other employment unless agreed upon by the affected Employer, nor shall the Union engage in other activities which encourage work force turnover or absenteeism. Additionally, job-hopping is strongly discouraged and, if such should become a problem for the signatory Employers and Unions, the matter shall be referred to the Union/Management Administrative Committee to address an appropriate resolution. Section 6. Employees referred to the job by the Union shall report to an employment location established at the job site. Employment begins and ends at the job site. Section 7. The above shall not restrict the Employer from soliciting and hi...
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REFERRAL OF EMPLOYEES. Applicants for the various classifications covered by this Agreement required by the Employer or Contractors on the Project shall be referred to the Contractors by the Unions. The Unions represent that its local unions administer and control their referrals and it is agreed that these referrals will be made in a non-discriminatory manner and in full compliance with Federal and State laws.
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REFERRAL OF EMPLOYEES. Section 1. The Contractors agree to recognize and be bound by the legal referral facilities maintained by the Union(s) and shall notify the appropriate Union either in writing or by telephone when workers are required. Section 2. Selection of applicants for referral to jobs shall be on a non-discriminatory basis and shall not be based on, or in any way affected by, union membership, bylaws, rules, regulations, constitutional provisions, or any other aspect or obligation of union membership, policies or requirements. There shall be no discrimination against any employee or applicant for employment because of his or her membership or non-membership in the union or based upon race, color, sex, age, religion, national origin, ancestry, veteran status, disability, sexual orientation, gender identity or any other characteristic to the extent protected by law, of such employee or applicant. The CM has the right to reject an employee for poor past performance. Section 3. In the event the referral facilities maintained by the Unions are unable to fill the requisition of the contractors for employees within a forty-eight (48) hour period after such requisition is made (Saturdays, Sundays, and holidays excluded), applicants for such requisition may be employed from any source. Section 4. In the event that a signatory Local Union does not have a job referral system as set forth in this Article, the Contractor shall give the Union equal opportunity to refer applicants. The Contractor shall notify the Union of employees hired from any source other than referral by the Union. Section 5. In cases of employment positions requiring special skills or qualifications, the Contractor will notify the Union of the qualification tests or skills required, and the Union may refer any qualified applicant. The Contractor shall be the sole judge of all applicants' qualifications. Section 6. The selection and number of Foremen and/or General Foremen shall be the responsibility of the Contractor, it being understood that in the selection of such employees the Contractor will give first consideration to the qualified workers available in the local area. Foremen and/or General Foremen shall take orders from supervisors designated by the Contractor. Foremen and/or General Foremen will not be absent themselves from the area where their crews are working unless their presence is required elsewhere, and shall be held responsible for all work performed by employees under their supervision. The ...
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REFERRAL OF EMPLOYEES. Section 1. The Contractors agree to recognize and be bound by the legal referral facilities maintained by the Union(s) and shall notify the appropriate Union either in writing or by telephone when workers are required. The Project will involve a very time-sensitive construction schedule. Accordingly, the work may require at times, the acceptance of extreme fluctuations in the labor demand, and in excess of 550 employees, overall, may be needed at one time on the Project. The Unions, by this Agreement, completely understand the necessity of these extremes and agree to make every effort to fulfill the manpower requirements of the Contractors despite such extraordinary demand.
Sample 1
REFERRAL OF EMPLOYEES. ‌ Section 1. The Contractor recognizes the Unions as the source of employment referrals. The appropriate Union will be contacted and shall refer all applicants for employment in accordance with the Union's established referral rules and practices. Section 2. Selection of applicants for referral jobs shall be on a nondiscriminatory basis and shall not be based on, or in any way affected by, Union membership, bylaws, rules, regulations, constitutional provisions, or any other aspect or obligation of union membership, policies, or requirements. There shall be no discrimination against any employee or applicant for employment because of his or her membership or non-membership in the Union or based on race, creed, color, sex, age or national origin of such employee or applicants.
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REFERRAL OF EMPLOYEES. Section 1. When the Employer needs an employee covered by this Agreement he shall notify the Union and, upon such notice being given, the Union agrees it will send qualified employees if they are available. Employer will make a concerted effort to hire from within the local jurisdiction, but in certain cases may have to hire from outside the local jurisdiction. Selection of applicants for referral to jobs shall be on a non-discriminatory basis and shall not be based on or in any way affected by, Union membership, By Laws, Rules or Regulations, Constitutional Provisions or any other aspect or obligation of the Union membership, policies or requirements. Employers shall notify the Union when brickmasons travel into the 45 counties covered by this agreement. Employers shall notify the Union at least 48 hours before travelers are put to work. In case of emergencies during weekend, holidays or off hours, the contractor will contact the union within 8 hours. Section 2. No employee shall be required to work against his desire nor shall it be a violation of this Agreement for any employee performing work under this Agreement to quit employment for the Employer on any job. Section 3. The exclusive source for the employment of employees covered by this Agreement shall be the Union. In the event the Union is unable to supply an employee within two (2) business days after a request for employees by an Employer, the Employer shall be free to hire employees from any source. The employment of any employee performing work covered by this agreement, whether or not such employee was supplied by the Union, shall be subject to all of the terms and conditions of this agreement including, but not limited to, the payment of wages, travel pay, premium pay and union dues and trust fund contributions as specified in this agreement.
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REFERRAL OF EMPLOYEES. The Union shall be the exclusive source of applicants for employment. The Employer shall be the sole judge of the number of employees required and shall retain the right to select or reject, at its sole discretion, any applicant. To the extent possible, the Union agrees to refer to the Employer any specific individuals requested by name or by skill, provided that for multiple person call outs the Employer is limited to requesting every other employee by name. The Employer may request every other employee by name for multiple person call out. The Employer shall notify the Local Union and be afforded a reasonable opportunity to refer competent and skilled journeymen and apprentice applicants for employment. If, upon request, Local 441 is unable within forty-eight (48) hours (Saturday, Sunday and holidays excluded) to supply sufficient journeymen, including journeymen with special skills, the Employer may secure journeymen from any other source. Call-out shall be based on geographical location. Members will be called from the zone in which the work will take place first. The selection of applicants for referral to jobs shall be on a nondiscriminatory basis and shall not be based on or in any way affected by Union membership, bylaws, rules, regulations or constitutional provisions, or by any other aspect or obligation of Union membership, policy or requirement. Journeymen with special skills shall also perform any work covered by this agreement to which they may be assigned.
Sample 1
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REFERRAL OF EMPLOYEES. The Union shall be the exclusive source of applicants for employment. The Employer shall be the sole judge of the number of employees required and shall retain the right to select or reject, at its sole discretion, any applicant referred by the Union and to request specific individuals for employment. To the extent possible, the Union agrees to refer to the Employer any specific individuals requested by name or by skill. The Employer shall notify the local union and be afforded a reasonable opportunity to refer competent and skilled journeymen and apprentice applicants for employment. If, upon request, Local 441 is unable within forty-eight (48) hours (Saturday, Sunday and holidays excluded) to supply sufficient journeymen, including journeymen with special skills, the Employer may secure journeymen from any other source. The selection of applicants for referral to jobs shall be on a nondiscriminatory basis and shall not be based on or in any way affected by Union membership, bylaws, rules, regulations or constitutional provisions, or by any other aspect or obligation of Union membership, policy or requirement. Journeymen with special skills shall also perform any work covered by this agreement to which they may be assigned.
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Related to REFERRAL OF EMPLOYEES

  • Deferral of Compensation The Company shall implement deferral arrangements permitting Executive to elect to irrevocably defer receipt, pursuant to written deferral election terms and forms (the "Deferral Election Forms"), of all or a specified portion of (i) his annual base salary and annual incentive compensation under Section 4, (ii) long-term incentive compensation under Section 5(a), and (iii) shares acquired upon exercise of options granted in accordance with Sections 5(a) and (b) that are acquired in an exercise in which Executive pays the exercise price by the surrender of previously acquired shares, to the extent of the net additional shares acquired by Executive in such exercise; provided, however, that such deferrals shall not reduce Executive's total cash compensation in any calendar year below the sum of (i) the FICA maximum taxable wage base plus (ii) 1.45% of Executive's annual salary, annual incentive compensation and long-term incentive compensation in excess of such FICA maximum. In accordance with such duly executed Deferral Election Forms or the terms of any such mandatory deferral, the Company shall credit to one or more bookkeeping accounts maintained for Executive on the respective payment date or dates, amounts equal to the compensation subject to deferral, such credits to be denominated in cash if the compensation would have been paid in cash but for the deferral or in shares if the compensation would have been paid in shares but for the deferral. An amount of cash equal in value to all cash-denominated amounts credited to Executive's account and a number of shares of Common Stock equal to the number of shares credited to Executive's account pursuant to this Section 5(c) shall be transferred as soon as practicable following such crediting by the Company to, and shall be held and invested by, an independent trustee selected by the Company and reasonably acceptable to Executive (a "Trustee") pursuant to a "rabbi trust" established by the Company in connection with such deferral arrangement and as to which the Trustee shall make investments based on Executive's investment objectives (including possible investment in publicly traded stocks and bonds, mutual funds, real estate, and insurance vehicles) (the "Deferred Compensation Accounts"). Thereafter, Executive's deferral accounts will be valued by reference to the value of the assets of the Deferred Compensation Accounts. The Company shall pay all costs of administration of the deferral arrangement, without deduction or reimbursement from the assets of the "rabbi trust," or reduction in the Deferred Compensation Accounts. Except as otherwise provided under Section 7 in the event of Executive's termination of employment with the Company or as otherwise determined by the Committee in the event of hardship on the part of Executive, upon such date(s) or event(s) set forth in the Deferral Election Forms (including forms filed after deferral but before settlement in which Executive may elect to further defer settlement) or under the terms of any mandatory deferral, the Company shall promptly pay to Executive cash equal to the cash then credited to Executive's deferral accounts and cash equal in value to any shares of Common Stock then credited to Executive's deferral accounts, less applicable withholding taxes, and such distribution shall be deemed to fully settle such accounts; provided, however, that the Company may instead settle such accounts by directing the Trustee to distribute the assets of the "rabbi trust." The Company and Executive agree that compensation deferred pursuant to this Section 5(c) shall be fully vested and nonforfeitable; provided, however, Executive acknowledges that his rights to the deferred compensation provided for in this Section 5(c) shall be no greater than those of a general unsecured creditor of the Company, and that such rights may not be pledged, collateralized, encumbered, hypothecated, or liable for or subject to any lien, obligation, or liability of Executive, or be assignable or transferable by Executive, otherwise than by will or the laws of descent and distribution, provided that Executive may designate one or more beneficiaries to receive any payment of such amounts in the event of his death.

  • Removal of Employees City may request Contractor immediately remove from assignment to the City any employee found unfit to perform duties at the City. Contractor shall comply with all such requests.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • PROTECTION OF EMPLOYEES Any Employee who in good faith reports a suspected or actual violation of law, regulation, University policy or procedure, or ethical or professional standards, will be protected from retaliation as a result of such reporting, regardless of whether or not, after investigation, a violation is found to have occurred.

  • Separation of Employment (a) If an employee is discharged he shall be paid in full for all monies owing him on the date of his discharge. If an employee quits the Employer may withhold payment for five (5) calendar days. (b) The Employer shall give a Record of Employment Certificate to any employee who separates from employment for at least seven (7) days for any reason within five (5) days of the last day worked, or terminates.

  • Deferral of Filing If a Demand Request is received and there is not an effective Shelf Registration Statement on file with the SEC, the Company may, upon prior written notice to the Holders, defer (but not more than once in any 12-month period) the filing (but not the preparation) of the Registration Statement for the Demand Offering for a reasonable period of time not to exceed 60 days after the Required Filing Date (or, if longer, 60 days after the filing date of the registration statement contemplated by clause (ii) below) if (i) at the time the Company receives the Demand Request, the Company or any of its subsidiaries is engaged in confidential negotiations or other confidential business activities, disclosure of which would be required in connection with such Registration Statement (but would not be required if such Registration Statement were not filed), and the Board of Directors determines in good faith that such disclosure would be materially detrimental to the Company and its stockholders (an “Adverse Disclosure”), or (ii) prior to receiving the Demand Request, the Board of Directors had determined to effect a Company Primary Offering pursuant to Section 2.3, and the Company had taken substantial steps (including, without limitation, selecting a managing underwriter for such offering) and is proceeding with reasonable diligence to effect such offering. A deferral of the filing of a Registration Statement pursuant to this Section 2.2.3 shall be lifted, and the Registration Statement shall be filed promptly, if, in the case of a deferral pursuant to clause (i) of the preceding sentence, the negotiations or other activities are disclosed or terminated, or, in the case of a deferral pursuant to clause (ii) of the preceding sentence, the proposed Company Primary Offering is completed or abandoned. In order to defer the filing of a Registration Statement pursuant to this Section 2.2.3, the Company shall promptly (but in any event within five (5) days), upon determining to seek such deferral, deliver to each Holder requesting inclusion of Registrable Shares in the Demand Offering a certificate signed by an executive officer of the Company stating that the Company is deferring such filing pursuant to this Section 2.2.3 and an approximation of the anticipated delay. On the 20th day after the Private Equity Holders have received such certificate, the Demand Request shall be deemed withdrawn automatically unless, prior to such 20th day, the Private Equity Holders deliver to the Company a written notice to the effect that they do not want the Demand Request to be withdrawn.

  • Status of Employees The employees involved in a job sharing arrangement will be classified as regular part-time and will be covered by the provisions of the applicable Collective Agreement.

  • CLASSIFICATION OF EMPLOYEES Section 1. A full-time employee shall be deemed to be any employee regularly scheduled to work forty (40) hours per week. A regular employee is one whose employment is reasonably expected to continue for longer than fifteen (15) months. Section 2. A part-time employee shall be deemed to be any employee regularly scheduled to work less than forty (40) hours per week. Section 3. The Company shall have the right to reduce employee classifications from full-time to part-time or to increase employee classifications from part-time to full-time. Should the Company deem it appropriate to reclassify full-time employees to part-time employees, it will seek volunteers from the affected group and then force in reverse order of seniority. Section 4. A temporary employee is one who is engaged for a specific project or a limited period, with the definite understanding that his/her employment is to terminate upon completion of the project or at the end of the period, and whose employment is expected to continue for more than three (3) consecutive weeks, but not more than fifteen (15) months. The termination of the employment of such temporary employees shall not be subject to the grievance or arbitration provisions of this Agreement. Section 5. Agency workers and independent contractors shall not be deemed to be employees of the Company and, as such, shall not be covered by any of the terms or conditions of this Agreement.

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable. B. It is the intent of the parties that the number of layoff notices initially issued shall be limited to the number of positions by which the work force is intended to be reduced. Additional notices shall be issued as other employees become subject to layoff as a result of employees exercising reduction rights under Section 5. C. The notice of layoff shall include the reason for the layoff, the proposed effective date of the layoff, the employee's hire date, the employee's layoff points, a list of classes in the employee's occupational series within the layoff unit, the employee's rights under Sections 5. and 6. and the right of the employee to advise the County of any objection to the content of the layoff notice prior to the proposed effective date of the layoff.

  • DISCIPLINE OF EMPLOYEES Section 1: All charges preferred by the Employer against its employees for violation of its rules or other offenses must be preferred within five (5) days after any such alleged violation or offense has been made known to the official or officials of the Employer or their designees. If the charges are not preferred within the time limits set forth herein, such alleged violation or offense shall be forever barred and extinguished, provided, however, that any violation of the rules pertaining to the mishandling of fares or mis-appropriation of the Employer's funds or property shall not come within the scope of the foregoing provisions of this Section. Additionally, any discipline meted out in other than fare violations must be begun within five (5) days of notification to the employee. Section 2: If any employee is charged with an offense involving the mishandling of fares, drunkenness, possession or use of an illegal substance or the misappropriation of the Employer's funds or property, neither such charges nor discipline meted out in connection therewith shall be subject to the grievance and arbitration procedures provided for in this Agreement unless and until the grievance and/or demands for arbitration in such cases be accompanied by a signed authorization from the employee involved releasing the Employer and the Union to submit any and all information and facts pertaining to the case to whomever they may concern. Section 3: When the Employer disciplines an employee and/or places a written entry of the incident in the employee's file, the employee and Union involved shall be furnished a copy of the entry. An employee may examine and copy from his/her own employee file at any reasonable time. After thirty (30) months all materials pertaining to discipline in an employee's file will not be used for disciplinary purposes. Section 4: If, as a result of investigation or upon appeal, the discipline, suspension or dismissal of an employee is found to have been without just cause, his/her record of the alleged offense will be cleared, and if time has been lost, the employee will be paid for such loss of time by the Employer in accordance with the amount s/he would have received had s/he not been held from service.

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