Temporary Candidates Sample Clauses

Temporary Candidates. 5.3.1 The Client and WorkPac jointly have a duty of care and obligations to Temporary Candidates regarding occupational health and safety (OH&S). WorkPac has its own OH&S procedures, which is provided to the Client upon request in accordance with clause 5.3.4 below. 5.3.2 The Client must provide and ensure that Temporary Candidates attend an induction/job familiarisation prior to Temporary Candidates commencing work for the Client. The Client must provide WorkPac with records verifying that site-specific and/or job specific inductions have been provided and attended by Temporary Candidates. 5.3.3 If there are differences between the Client’s OH&S policies and WorkPac’s OH&S policies, WorkPac and the Client must consult with each other in good faith to resolve them to remove any unacceptable risks to Temporary Candidates. 5.3.4 WorkPac and the Client must use best endeavours to cause Temporary Candidates to comply with their OH&S policies and to assist each other in doing so, including providing full documentation of each other’s policies when requested. The Client must allow WorkPac to enter the Client’s premises during ordinary business hours and upon reasonable notice to conduct inspections, incident investigations and audits relating to the OH&S of the Temporary Candidates. 5.3.5 If a Temporary Candidate is injured, the Client: (a) must notify WorkPac as soon as practicable upon becoming aware of the incident; and (b) has a joint responsibility with WorkPac for rehabilitating the injured Temp Candidate. The Client agrees to provide suitable duties for the rehabilitating Temporary Candidate to perform under the treating medical practitioner’s advice. 5.3.6 If an injured Temporary Candidate is unable to perform the duties set out in the Job Order Confirmation, the Service Fees will be reduced to the extent to which the Temporary Candidate cannot perform its duties. 5.3.7 If the Client requests a Temporary Candidate to supply its own equipment, the Client must inspect it and ensure the suitability and safety of such equipment. 5.3.8 The provision of personal protective equipment is the responsibility of the Client. 5.3.9 The Client must give WorkPac prior notice if the Client requires a Temporary Candidate to: (a) work in excess of 12 hours per shift, (b) work more than 13 continuous shifts; or (c) have a rest period of less than 10 hours between shifts. 5.3.10 The Client must provide WorkPac with all information necessary for job safety analyses to be car...
Sample 1
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Temporary Candidates. If WorkPac has performed the Services and the Client accepts a Temporary Candidate but the Client cancels a booked shift less than two (2) hours before that booked shift is due to commence, then the Client must pay a Cancellation Fee calculated by multiplying the Service Fee hourly rate plus GST by 2 (i.e. $45.00 per hour x 2 = $90.00).
Sample 1
Temporary Candidates charged on a ‘per-hour’ basis, for a minimum of four (4) hours per shift and will include overtime rates (as specified in the Job Order Confirmation) which must be paid to Temporary Candidates.
Sample 1
Temporary Candidates. Service Fees (Miscellaneous) 3.6.1 If WorkPac is required by law to pay a Temporary Candidate an increased rate, the Services Fees will automatically increase to reflect the increased rate from the date the increased rate comes into effect (including backdating) and the Client must pay any shortfall in Service Fees already invoiced. WorkPac will advise the Client of the increased rate in writing as soon as reasonably practicable after becoming aware of it. 3.6.2 If the Client converts a Temporary Candidate to a Permanent Candidate, the Client must pay further Service Fees in accordance with clause 3.5.1 and failing agreement, in accordance with WorkPac’s current schedule of fees.
Sample 1
Temporary Candidates. If the Client is not satisfied with a Temporary Candidate within the Temporary Candidates’ first 4 hours of its first shift and notifies WorkPac in writing within that time, the Client will be not charged for the hours worked within those 4 hours and a replacement Temporary Candidate will be provided.
Sample 1

Related to Temporary Candidates

  • Temporary Upgrade An employee in a temporary upgrade status shall have no right to grieve or arbitrate release from such temporary upgrade status.

  • Temporary Work Temporary work results from replacing a faculty member on leave, or assigned to other duties, or work that is a result of a time limited contract/project.

  • Temporary Layoffs A. The Employer may initiate a temporary layoff for up to twelve (12) working days per fiscal year. Employees will be given thirty (30) days’ notice before the effective date of a temporary layoff. Employees may request alternative temporary layoff days from their manager or supervisor and any requests will be considered and approved or denied in writing. B. A temporary layoff will not affect an employee’s incremental movement, vacation and sick leave accrual rates, or seniority. C. A temporary layoff is leave without pay. An employee may not use any leave for a temporary layoff day(s).

  • Temporary Layoff The Employer may temporarily layoff an employee for up to ninety (90) days due to an unanticipated loss of funding, revenue shortfall, lack of work, shortage of material or equipment, or other unexpected or unusual reasons. An employee will normally receive seven (7) days notice of a temporary layoff.

  • Temporary Position (i) is a position that the Employer has determined will be in excess of eight

  • Temporary Positions A) The Employer may create regular temporary positions for vacation relief for more than one (1) incumbent for up to six (6) months duration. B) The Employer may create regular temporary project positions (i.e. grant funded, capital projects, pilot projects, or term specific assignments) for up to twelve (12) months’ duration. These positions are not renewable after the end date of the project, unless the Union and Employer agree to renew/extend the time limits. C) These positions will be posted and filled in accordance with Article 17.01-

  • Temporary Employee Employees may be hired for a specific term not to exceed six (6) months, to replace an employee who will be on approved leave of absence, absence due to WSIB disability, sick leave, long term disability or to perform a special non-recurring task. This term may be extended a further six (6) months on mutual agreement of the Union, employee and Hospital or by the Hospital on its own up to twelve (12) months where the leave of the person being replaced extends that far. The period of employment of such persons will not exceed the absentee's leave. The release or discharge of such persons shall not be the subject of a grievance or arbitration. This clause would not preclude such employees from using the job posting provision under the collective agreement and any successful applicant who has completed his probation period will be credited with the appropriate seniority. The Hospital will outline to employees selected to fill such temporary vacancies and the Union, the circumstances giving rise to the vacancy, and the special conditions relating to such employment.

  • Temporary Appointments Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and consideration of Union personnel pursuant to 16.01 above.

  • Temporary The ECD for temporary employees is calculated by giving service credits for: • previous temporary employment, if there has been no break in service exceeding 3 months and employee has less than 12 months service; • previous temporary employment, if there has been no break in service exceeding 12 months and employee has greater than 12 months service. (The ECD has an impact on statutory holidays and floating holidays.)

  • Temporary Promotion A. A regular, probationary or limited-term employee who is assigned on a temporary basis to a higher level vacant regular or limited-term position shall be promoted on a temporary basis to that class when such employee has been assigned to the higher class for one hundred twenty (120) consecutive regularly scheduled hours of work and the employee has been performing all of the significant duties and responsibilities of the higher class, unless the employee requests to be reassigned to his or her former class. At any time before the temporary promotion is made, such employee may request to be reassigned to his or her former class. In such a case, the employee shall be reassigned within five (5) working days. B. An agency/department may, at its option, waive the one hundred twenty (120) hour requirement when it is necessary to utilize a regular, probationary or limited-term employee in a higher level vacant regular or limited-term position for a period that is expected to be at least one hundred twenty (120) regularly scheduled hours but not to exceed eighteen (18) months. C. An employee on temporary promotion shall not be placed on promotional probation. Upon return from temporary promotion, an employee shall serve the remainder of any uncompleted probationary period in the employee's former class and shall have the step status and merit increase eligibility date he or she would have achieved if the employee had remained in the lower class throughout the period of his or her service in the higher class. D. At the end of the employee's assignment to the higher class, the employee shall have the right to return to his or her former class and agency/department. A temporary promotion shall not exceed a period of eighteen (18) months.

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