Selection of Applicants. 1. Employees who qualify shall be granted an interview prior to outside applicants.
Selection of Applicants. 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, regulations, constitutional provisions, or any other aspect or obligation of Union membership, policies or requirements.
Selection of Applicants. A committee jointly appointed by the Shared Governance Council and the college president will determine eligible applicants based on the purposes stated in Subd.1 above. The list of eligible applicants shall be forwarded to the college president or designee. Notification of approval or rejection will be given by the college president or designee to all applicants. Article 17, Article 18 and Article 19
Selection of Applicants. 1. The following factors will be considered in determining the recommendation of approval of sabbatical leaves:
Selection of Applicants. Applicants for apprenticeship or skilled training programmes shall be selected by the Company after consultation with a Union Commit- tee of not more than three employees without regard to race, creed, national origin, age or sex in accordance with objective standards which permit review after full and fair opportunity for application. Apprenticeship and skilled training pro- gramme openings shall be posted in accordance with posting practices and procedures in effect at the plant. In filling apprenticeship and skilled train- ing programme openings, Management shall use such examination and evaluating procedures as are related to the physical and training require- ments of the particular apprentice or training programme involved. The company agrees that it will not fill such openings from outside the plant so long as there are applications from qualified employees within the plant. An employee who has been selected has commenced his training will not be prohibited from applying for another training programme when such a move would result in a promotion. The first one thousand hours Hours for skilled trainees) of each apprenticeship and skilled job training programme will be considered a probationary period for the employee in training. During this period, either the Company or the employee may cancel the employee’s parti- cipation in the apprenticeship or training pro- gramme. After the first one thousand, hours hours for skilled trainees), the appren- ticeship or training programme for an employee may be cancelled for just cause such as lack of interest on the part of the employee, inability to competently learn the trade or skill or refusal to perform scheduled work. A complaint that an employee’s programme has been cancelled under this paragraph without just cause shall be subject to the grievance procedure commencing at step Credit for Related Experience When a non-skilled employee who has had experience which is related to the training required initially enters into an apprenticeship or skilled training programme such experience shall be evaluated and credited toward completion of his training up to hours, or greater, at Manage- ments discretion. When a trainee is removed from one training programme and is accepted into another, he will be given credit on a prorated basis up to a maximum of hours hours for a skilled trainee) for the actual hours of training he had completed in the previous training pro- gramme. Any employee who successfully completes ...
Selection of Applicants. Management retains the sole right to select employees to fill any vacant position.
Selection of Applicants. 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, regulations, constitutional provisions; or any other aspect or obligation of Union membership, policies or requirements. The dispatched worker shall be put to work within seven (7) calendar days of the given start date. If not put to work, excluding Saturday’s, Sundays, and holidays, the dispatched worker will be paid a minimum of two (2) hours per day beginning on the eighth (8th) day.
Selection of Applicants. If the number of applicants in a given college exceeds the number of sabbatical leaves generated by the calculation contained in Subd. 1E. above, approval will be granted to those who have the greatest number of continuous years of full-time equivalent service based on the date of employment or the date of return after the last sabbatical leave, whichever is most recent. In the event of a tie, the sabbatical leave will be awarded to the applicant with the greatest system wide seniority. Then, if a tie still exists, the tie shall be broken by the flip of a coin. At the request of either party, the tie shall be broken in the presence of an MSCF representative. If there are no sabbaticals available, the applicants may, at their option, fill vacancies created by cancellations at their college in order of descending number of years of service. In case of ties, selection will be made in accordance with the tie-breaker procedure above. Applicants must make a separate application each year that they wish to be considered for a sabbatical leave.
Selection of Applicants. When selecting applicants to fill positions during the posting period described in Section 5, administrators will use criteria based upon the requirements of the job for which the Bargaining Unit employee has applied, which will include years of experience, certification, and experience in subject or grade level of the position.
Selection of Applicants. Credit for Related Experience ..................................
