Common use of UNION RECOGNITION AND HIRING PROCEDURES Clause in Contracts

UNION RECOGNITION AND HIRING PROCEDURES. SECTION 1. The Employer will call upon the Local Union in whose territory the work is to be accomplished to refer qualified applicants for work in the classifications herein contained. In requesting applicants for work, the Employer shall notify the Local Union office either in writing or by telephone, stating the location, starting time, type of shift schedule (i.e., 5 days at 8 hours or 4 days at 10 hours), approximate duration of the job, the type of work to be performed and the number of employees required. A. All qualified applicants referred for work to an Employer shall provide to the Employer when reporting for work two pieces of identification, one of which has a picture of the applicant. B. All qualified applicants shall complete and sign W-4 and I-9 forms as requested by the Employer. C. An applicant who fails or refuses to submit this information or who provides false information when referred to an Employer shall be registered on the bottom of the appropriate out-of-work list for which the applicant qualifies. D. An applicant who, upon a subsequent referral to an Employer, fails or refuses to submit this information or provides false information shall be denied use of all hiring facilities within the area of this District Council, unless the applicant enters into a written agreement that the applicant will submit the information to Employers. SECTION 2. When the Employer has placed a verbal or written order for referral of workers from the Local Union and should a shortage of applicants exist and they cannot be supplied by the Local Union within twenty-four (24) hours from the time workers ordered are required to report to the job, Saturdays, Sundays and holidays excluded, the Employer may then seek applicants from other sources. When an Employer so hires employees from sources other than the Local Union, the Employer shall notify the Union, giving the names and addresses and classifications of the employees hired within five (5) days of the date of employment. SECTION 3. The Employer shall have the right to reject any job applicant, but the applicant and the Local Union shall be entitled to the reason for such rejection in writing. SECTION 4. The Employers acknowledge and support the LIUNA Code of Performance, dated 5/14/2010, as an effort to increase competitiveness by improving the quality and performance of the workforce. To assist the Union with SECTION 5. Whenever an employee is discharged for cause, including failure to pass a substance abuse test, not able to perform the assigned work due to lack of skills or as unsatisfactory, the Employer agrees to send a written termination notice, within fifteen (15) working days to the Union, stating the reasons for termination. If no notice of cause is provided, the individual shall be eligible for rehire without exception.

UNION RECOGNITION AND HIRING PROCEDURES. SECTION 1. The Employer will call upon the Local Union in whose territory the work is to be accomplished to refer qualified applicants for work in the classifications herein contained. In requesting applicants for work, the Employer shall notify the Local Union office either in writing or by telephone, stating the location, starting time, type of shift schedule (i.e., 5 days at 8 hours or 4 days at 10 hours), approximate duration of the job, the type of work to be performed and the number of employees required. A. All qualified applicants referred for work to an Employer shall provide to the Employer when reporting for work two pieces of identification, one of which has a picture of the applicant. B. All qualified applicants shall complete and sign W-4 and I-9 forms as requested by the Employer. C. An applicant who fails or refuses to submit this information or who provides false information when referred to an Employer shall be registered on the bottom of the appropriate out-of-work list for which the applicant qualifies. D. An applicant who, upon a subsequent referral to an Employer, fails or refuses to submit this information or provides false information shall be denied use of all hiring facilities within the area of this District Council, unless the applicant enters into a written agreement that the applicant will submit the information to Employers. SECTION 2. When the Employer has placed a verbal or written order for referral of workers from the Local Union and should a shortage of applicants exist and they cannot be supplied by the Local Union within twenty-four (24) hours from the time workers ordered are required to report to the job, Saturdays, Sundays and holidays excluded, the Employer may then seek applicants from other sources. When an Employer so hires employees from sources other than the Local Union, the Employer shall notify the Union, giving the names and addresses and classifications of the employees hired within five (5) days of the date of employment.five SECTION 3. The Employer shall have the right to reject any job applicant, but the applicant and the Local Union shall be entitled to the reason for such rejection in writing. SECTION 4. The Employers acknowledge and support the LIUNA Code of Performance, dated 5/14/2010, as an effort to increase competitiveness by improving the quality and performance of the workforce. To assist the Union withwith implementation of this Code of Performance, the Employers agree to designate discharges “for cause” in writing, when appropriate. This clause is intended only to assist the Union in implementing its Code of Performance with future referrals SECTION 5. Whenever an employee is discharged for cause, including failure to pass a substance abuse test, not able to perform the assigned work due to lack of skills or as unsatisfactory, the Employer agrees to send a written termination notice, within fifteen (15) working days to the Union, stating the reasons for termination. If no notice of cause is provided, the individual shall be eligible for rehire without exception.

UNION RECOGNITION AND HIRING PROCEDURES. SECTION 1. The Employer will call upon the Local Union in whose territory the work is to be accomplished to refer qualified applicants for work in the classifications herein contained. In requesting applicants for work, the Employer shall notify the Local Union office either in writing or by telephone, stating the location, starting time, type of shift schedule (i.e., 5 days at 8 hours or 4 days at 10 hours), approximate duration of the job, the type of work to be performed and the number of employees required. A. All qualified applicants referred for work to an Employer shall provide to the Employer when reporting for work two pieces of identification, one of which has a picture of the applicant. B. All qualified applicants shall complete and sign W-4 and I-9 forms as requested by the Employer. C. An applicant who fails or refuses to submit this information or who provides false information when referred to an Employer shall be registered on the bottom of the appropriate out-of-work list for which the applicant qualifies. D. An applicant who, upon a subsequent referral to an Employer, fails or refuses to submit this information or provides false information shall be denied use of all hiring facilities within the area of this District Council, unless the applicant enters into a written agreement that the applicant will submit the information to Employers. SECTION 2. When the Employer has placed a verbal or written order for referral of workers from the Local Union and should a shortage of applicants exist and they cannot be supplied by the Local Union within twenty-four (24) hours from the time workers ordered are required to report to the job, Saturdays, Sundays and holidays excluded, the Employer may then seek applicants from other sources. When an Employer so hires employees from sources other than the Local Union, the Employer shall notify the Union, giving the names and addresses and classifications of the employees hired within five (5) days of the date of employment. SECTION 3. The Employer shall have the right to reject any job applicant, but the applicant and the Local Union shall be entitled to the reason for such rejection in writing. SECTION 4. The Employers acknowledge and support the LIUNA Code of Performance, dated 5/14/2010, as an effort to increase competitiveness by improving the quality and performance of the workforce. To assist the Union withwith implementation of this Code of Performance, the Employers agree to designate discharges “for cause” in writing, when appropriate. This clause is intended only to assist the Union in implementing its Code of Performance with future referrals under the Union’s hiring hall procedures. Otherwise this clause does not create any new or additional rights for the workers or additional responsibility for Employers under this Agreement. SECTION 5. Whenever an employee is discharged for cause, including failure to pass a substance abuse test, not able to perform the assigned work due to lack of skills or as unsatisfactory, the Employer agrees to send a written termination notice, within fifteen (15) working days to the Union, stating the reasons for termination. If no notice of cause is provided, the individual shall be eligible for rehire without exception.

UNION RECOGNITION AND HIRING PROCEDURES. SECTION 1. The Employer will call upon the Local Union in whose territory the work is to be accomplished to refer qualified applicants for work in the classifications herein contained. In requesting applicants for work, the Employer shall notify the Local Union office either in writing or by telephone, stating the location, starting time, type of shift schedule (i.e., 5 days at 8 hours or 4 days at 10 hours), approximate duration of the job, the type of work to be performed and the number of employees required. A. All qualified applicants referred for work to an Employer shall provide to the Employer when reporting for work two pieces of identification, one of which has a picture of the applicant. B. All qualified applicants shall complete and sign W-4 and I-9 forms as requested by the Employer. C. An applicant who fails or refuses to submit this information or who provides false information when referred to an Employer shall be registered on the bottom of the appropriate out-of-work list for which the applicant qualifies. D. An applicant who, upon a subsequent referral to an Employer, fails or refuses to submit this information or provides false information shall be denied use of all hiring facilities within the area of this District Council, unless the applicant enters into a written agreement that the applicant will submit the information to Employers. SECTION 2. When the Employer has placed a verbal or written order for referral of workers from the Local Union and should a shortage of applicants exist and they cannot be supplied by the Local Union within twenty-four (24) hours from the time workers ordered are required to report to the job, Saturdays, Sundays and holidays excluded, the Employer may then seek applicants from other sources. When an Employer so hires employees from sources other than the Local Union, the Employer shall notify the Union, giving the names and addresses and classifications of the employees hired within five (5) days of the date of employment. SECTION 3. The Employer shall have the right to reject any job applicant, but the applicant and the Local Union shall be entitled to the reason for such rejection in writing. SECTION 4. The Employers acknowledge and support the LIUNA Code of Performance, dated 5/14/2010, as an effort to increase competitiveness by improving the quality and performance of the workforce. To assist the Union withwith implementation of this Code of Performance, the Employers agree to designate discharges “for cause” in writing, when appropriate. This clause is intended only to assist the Union in implementing its Code of Performance with future referrals under the Union’s hiring hall procedures. Otherwise, this clause does not create any new or additional rights for the workers or additional responsibility for Employers under this Agreement. SECTION 5. Whenever an employee is discharged for cause, including failure to pass a substance abuse test, not able to perform the assigned work due to lack of skills or as unsatisfactory, the Employer agrees to send a written termination notice, within fifteen (15) working days to the Union, stating the reasons for termination. If no notice of cause is provided, the individual shall be eligible for rehire without exception.

UNION RECOGNITION AND HIRING PROCEDURES. SECTION Section 1. The Employer will call upon the Local Union in whose territory the work is to be accomplished to refer qualified applicants for work in the classifications herein containedcontained herein. In requesting applicants for work, the Employer shall notify the Local Union office either in writing or by telephone, stating the location, starting time, type of shift schedule (i.e., 5 days at 8 hours or 4 days at 10 hours), approximate duration of the job, the type of work to be performed and performed, the number of employees requiredrequired and their minimum qualifications. These qualifications may include: a. Asbestos Certification b. Lead Certification c. Lead Awareness d. Mold Awareness e. Fall Protection, Ladder and Scaffolding Card f. Physically able to perform manual labor When the Employer has requested workers that have current asbestos physicals and/or fit tests, the Union will direct any applicant(s) not possessing them to a clinic named by the Employer for the testing prior to reporting for work. Upon notification by the Employer of the inability of an applicant to receive medical clearance, the Union will not dispatch the applicant to work covered by this Agreement until the applicant receives clearance. Testing required on any current employee of the Employer will be considered time worked. A. All qualified applicants referred for work to an Employer shall provide to the Employer when reporting for work two pieces of identification, one of which has a picture of the applicant. B. All qualified applicants shall complete complete, and sign W-4 and I-9 forms as requested by the Employer. C. An applicant who fails or refuses to submit this information or who provides false information when referred to an Employer shall be registered on the bottom of the appropriate out-of-work list for which the applicant qualifies. D. An X. Xx applicant who, upon a subsequent referral to an Employer, fails or refuses to submit this information or provides false information shall be denied use of all hiring facilities within the area of this District Council, unless the applicant enters into a written agreement that the applicant will submit the information to Employers. SECTION Section 2. When the Employer has placed a verbal or written order for referral of qualified workers from the Local Union and should a shortage of qualified applicants exist and they cannot be supplied by the Local Union within twenty-four (24) hours from the time workers ordered are required to report to the job, Saturdays, Sundays and holidays excluded, the Employer may then seek applicants from other sources. When an Employer so hires employees from sources other than the Local Union, the Employer shall notify the Union, giving the names name and addresses address and classifications classification of the employees hired within five (5) days of the date of employment. SECTION Section 3. The Employer shall have the right to reject any job applicantapplicant including those not qualified as defined in Section 1 above, but the applicant and the Local Union shall be entitled to the reason for such rejection in writing. SECTION Section 4. The Employers acknowledge and support the LIUNA Code of Performance, dated 5/14/2010, as an effort to increase competitiveness by improving the quality and performance of the workforce. To assist the Union withwith implementation of this Code of Performance, the Employers agree to designate discharges “for cause” in writing, when appropriate. This clause is intended only to assist the Union in implementing its Code of Performance with future referrals under the Union’s hiring hall procedures. Otherwise, this clause does not create any new or additional rights for the workers or additional responsibility for Employers under this agreement. SECTION Section 5. Whenever an employee is discharged for cause, including failure to pass a substance abuse test, not able to perform the assigned work due to lack of skills or as unsatisfactory, the Employer agrees to send a written termination notice, within fifteen (15) working days to the Union, stating the reasons for termination. If no notice of cause is provided, the individual shall be eligible for rehire without exception.

UNION RECOGNITION AND HIRING PROCEDURES. SECTION Section 1. The Employer will call upon the Local Union in whose territory the work is to be accomplished to refer qualified applicants for work in the classifications herein contained. In requesting applicants for work, the Employer shall notify the Local Union office either in writing or by telephone, stating the location, starting time, type of shift schedule (i.e., 5 days at 8 hours or 4 days at 10 hours), approximate duration of the job, the type of work to be performed and performed, the number of employees requiredrequired and their minimum qualifications. These qualifications may include: a. Asbestos Certification b. Lead Certification c. Lead Awareness d. Mold Awareness e. Fall Protection, Ladder and Scaffolding Card f. Physically able to perform manual labor When the Employer has requested workers that have current asbestos physicals and/or fit tests, the Union will direct any applicant(s) not possessing them to a clinic named by the Employer for the testing prior to reporting for work. Upon notification by the Employer of the inability of an applicant to receive medical clearance, the Union will not dispatch the applicant to work covered by this Agreement until the applicant receives clearance. Testing required on any current employee of the Employer will be considered time worked. A. All qualified applicants referred for work to an Employer shall provide to the Employer when reporting for work two pieces of identification, one of which has a picture of the applicant. B. All qualified applicants shall complete and sign W-4 and I-9 forms as requested by the Employer. C. An applicant who fails or refuses to submit this information or who provides false information when referred to an Employer shall be registered on the bottom of the appropriate out-of-of- work list for which the applicant qualifies. D. An applicant who, upon a subsequent referral to an Employer, fails or refuses to submit this information or provides false information shall be denied use of all hiring facilities within the area of this District Council, unless the applicant enters into a written agreement that the applicant will submit the information to Employers. SECTION Section 2. When the Employer has placed a verbal or written order for referral of qualified workers from the Local Union and should a shortage of qualified applicants exist and they cannot be supplied by the Local Union within twenty-four (24) hours from the time workers ordered are required to report to the job, Saturdays, Sundays and holidays excluded, the Employer may then seek applicants from other sources. When an Employer so hires employees from sources other than the Local Union, the Employer shall notify the Union, giving the names name and addresses address and classifications classification of the employees hired within five (5) days of the date of employment. SECTION Section 3. The Employer shall have the right to reject any job applicantapplicant including those not qualified as defined in Section 1 above, but the applicant and the Local Union shall be entitled to the reason for such rejection in writing. SECTION Section 4. The Employers acknowledge and support the LIUNA Code of Performance, dated 5/14/2010, as an effort to increase competitiveness by improving the quality and performance of the workforce. To assist the Union withwith implementation of this Code of Performance, the Employers agree to designate discharges “for cause” in writing, when appropriate. This clause is intended only to assist the Union in implementing its Code of Performance with future referrals under the Union’s hiring hall procedures. Otherwise this clause does not create any new or additional rights for the workers or additional responsibility for Employers under this agreement. SECTION Section 5. Whenever an employee is discharged for cause, including failure to pass a substance abuse test, not able to perform the assigned work due to lack of skills or as unsatisfactory, the Employer agrees to send a written termination notice, within fifteen (15) working days to the Union, stating the reasons for termination. If no notice of cause is provided, the individual shall be eligible for rehire without exception.

UNION RECOGNITION AND HIRING PROCEDURES. SECTION Section 1. The Employer will call upon the Local Union in whose territory the work is to be accomplished to refer qualified applicants for work in the classifications herein contained. In requesting applicants for work, the Employer shall notify the Local Union office either in writing or by telephone, stating the location, starting time, type of shift schedule (i.e., 5 days at 8 hours or 4 days at 10 hours), approximate duration approximate a. Asbestos Certification b. Lead Certification c. Lead Awareness d. Mold Awareness e. Fall Protection, Ladder and Scaffolding Card f. Physically able to perform manual labor When the Employer has requested workers that have current asbestos physicals and/or fit tests, the Union will direct any applicant(s) not possessing them to a clinic named by the Employer for the testing prior to reporting for work. Upon notification by the Employer of the jobinability of an applicant to receive medical clearance, the type Union will not dispatch the applicant to work covered by this Agreement until the applicant receives clearance. Testing required on any current employee of work to the Employer will be performed and the number of employees requiredconsidered time worked. A. All qualified applicants referred for work to an Employer shall provide to the Employer when reporting for work two pieces of identification, one of which has a picture of the applicant. B. All qualified applicants shall complete and sign W-4 and I-9 forms as requested by the Employer. C. An applicant who fails or refuses to submit this information or who provides false information when referred to an Employer shall be registered on the bottom of the appropriate out-of-of- work list for which the applicant qualifies. D. An applicant who, upon a subsequent referral to an Employer, fails or refuses to submit this information or provides false information shall be denied use of all hiring facilities within the area of this District Council, unless the applicant enters into a written agreement that the applicant will submit the information to Employers. SECTION Section 2. When the Employer has placed a verbal or written order for referral of qualified workers from the Local Union and should a shortage of qualified applicants exist and they cannot be supplied by the Local Union within twenty-four (24) hours from the time workers ordered are required to report to the job, Saturdays, Sundays and holidays excluded, the Employer may then seek applicants from other sources. When an Employer so hires employees from sources other than the Local Union, the Employer shall notify the Union, giving the names name and addresses address and classifications classification of the employees hired within five (5) days of the date of employment. SECTION Section 3. The Employer shall have the right to reject any job applicantapplicant including those not qualified as defined in Section 1 above, but the applicant and the Local Union shall be entitled to the reason for such rejection in writing. SECTION Section 4. The Employers acknowledge and support the LIUNA Code of Performance, dated 5/14/2010, as an effort to increase competitiveness by improving the quality and performance of the workforce. To assist the Union withwith implementation of this Code of Performance, the Employers agree to designate discharges “for cause” in writing, when appropriate. This clause is intended only to assist the Union in implementing its Code of Performance with future referrals under the Union’s hiring hall procedures. Otherwise this clause does not create any new or additional rights for the workers or additional responsibility for Employers under this agreement. SECTION Section 5. Whenever an employee is discharged for cause, including failure to pass a substance abuse test, not able to perform the assigned work due to lack of skills or as unsatisfactory, the Employer agrees to send a written termination notice, within fifteen (15) working days to the Union, stating the reasons for termination. If no notice of cause is provided, the individual shall be eligible for rehire without exception.

UNION RECOGNITION AND HIRING PROCEDURES. SECTION 1. The Employer will call upon the Local Union in whose territory the work is to be accomplished to refer qualified applicants for work in the classifications herein contained. In requesting applicants for work, the Employer shall notify the Local Union office either in writing or by telephone, stating the location, starting time, type of shift schedule (i.e., 5 days at 8 hours or 4 days at 10 hours), approximate duration of the job, the type of work to be performed and the number of employees required. A. All qualified applicants referred for work to an Employer shall provide to the Employer when reporting for work two pieces of identification, one of which has a picture of the applicant. B. All qualified applicants shall complete and sign W-4 and I-9 forms as requested by the Employer. C. An applicant who fails or refuses to submit this information or who provides false information when referred to an Employer shall be registered on the bottom of the appropriate out-of-work list for which the applicant qualifies. D. An X. Xx applicant who, upon a subsequent referral to an Employer, fails or refuses to submit this information or provides false information shall be denied use of all hiring facilities within the area of this District Council, unless the applicant enters into a written agreement that the applicant will submit the information to Employers. SECTION 2. When the Employer has placed a verbal or written order for referral of workers from the Local Union and should a shortage of applicants exist and they cannot be supplied by the Local Union within twenty-four (24) hours from the time workers ordered are required to report to the job, Saturdays, Sundays and holidays excluded, the Employer may then seek applicants from other sources. When an Employer so hires employees from sources other than the Local Union, the Employer shall notify the Union, giving the names and addresses and classifications of the employees hired within five (5) days of the date of employment. SECTION 3. The Employer shall have the right to reject any job applicant, but the applicant and the Local Union shall be entitled to the reason for such rejection in writing. SECTION 4. The Employers acknowledge and support the LIUNA Code of Performance, dated 5/14/2010, as an effort to increase competitiveness by improving the quality and performance of the workforce. To assist the Union withwith implementation of this Code of Performance, the Employers agree to designate discharges “for cause” in writing, when appropriate. This clause is intended only to assist the Union in implementing its Code of Performance with future referrals under the Union’s hiring hall procedures. Otherwise, this clause does not create any new or additional rights for the workers or additional responsibility for Employers under this Agreement. SECTION 5. Whenever an employee is discharged for cause, including failure to pass a substance abuse test, not able to perform the assigned work due to lack of skills or as unsatisfactory, the Employer agrees to send a written termination notice, within fifteen (15) working days to the Union, stating the reasons for termination. If no notice of cause is provided, the individual shall be eligible for rehire without exception.

UNION RECOGNITION AND HIRING PROCEDURES. SECTION 1. The Employer will call upon the Local Union in whose territory the work is to be accomplished to refer qualified applicants for work in the classifications herein contained. In requesting applicants for work, the Employer shall notify the Local Union office either in writing or by telephone, stating the location, starting time, type of shift schedule (i.e., 5 days at 8 hours or 4 days at 10 hours), approximate duration of the job, the type of work to be performed and the number of employees required. A. All qualified applicants referred for work to an Employer shall provide to the Employer when reporting for work two pieces of identification, one of which has a picture of the applicant. B. All qualified applicants shall complete and sign W-4 and I-9 forms as requested by the Employer. C. An applicant who fails or refuses to submit this information or who provides false information when referred to an Employer shall be registered on the bottom of the appropriate out-of-work list for which the applicant qualifies. D. An applicant who, upon a subsequent referral to an Employer, fails or refuses to submit this information or provides false information information, shall be denied use of all hiring facilities within the area of this District Council, Council unless the applicant enters into a written agreement that the applicant will submit the information to Employers. SECTION 2. When the Employer has placed a verbal or written order for referral of workers from the Local Union and should a shortage of applicants exist and they cannot be supplied by the Local Union within twenty-four (24) hours from the time workers ordered are required to report to the job, Saturdays, Sundays and holidays excluded, the Employer may then seek applicants from other sources. When an Employer so hires employees from sources other than the Local Union, the Employer shall notify the Union, giving the names and addresses and classifications of the employees hired within five (5) days of the date of employment. SECTION 3. The Employer shall have the right to reject any job applicant, but the applicant and the Local Union shall be entitled to the reason for such rejection in writing. SECTION 4. The Employers acknowledge and support the LIUNA Code of Performance, dated 5/14/2010, as an effort to increase competitiveness by improving the quality and performance of the workforce. To assist the Union with SECTION 5. Whenever an employee is discharged for cause, including failure to pass a substance abuse test, not able to perform the assigned work due to lack of skills or as unsatisfactory, the Employer agrees to send a written termination notice, within fifteen (15) working days to the Union, stating the reasons for termination. If no notice of cause is provided, the individual shall be eligible for rehire without exception.