Hiring and Dispatch Sample Clauses

The Hiring and Dispatch clause outlines the procedures and responsibilities related to the recruitment and assignment of personnel or resources. It typically specifies how staff or equipment are selected, the process for dispatching them to designated locations or projects, and any requirements for notification or approval. This clause ensures that both parties understand the expectations and logistics involved in mobilizing resources, thereby promoting efficiency and reducing misunderstandings during project execution.
Hiring and Dispatch a) Name Request
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Hiring and Dispatch. 1. After there are four (4) labourers cleared through the dispatch system to a specific commercial/institutional project, the Employer may exercise the option to obtain employees elsewhere, it being understood that employees so hired shall meet the Union qualifications and shall posses the skills, ability and expertise to perform the available work. 2. Refer to Appendix “A” for details regarding the hiring and employment of an Apprentice Labourer. SCHEDULE “A” - INDUSTRIAL PROJECTS MINIMUM STRAIGHT TIME HOURLY WAGE RATES, PREMIUMS AND EMPLOYEE CLASSIFICATIONS Construction Craft Labourers * April 1, May 1, † May 1, † April 1, 2017 2018 2019 SCHEDULE “B” - UNDERGROUND PROJECTS MINIMUM STRAIGHT TIME HOURLY WAGE RATES, PREMIUMS AND EMPLOYEE CLASSIFICATIONS Construction Craft Labourers * April 1, May 1, † May 1, † April 1, 2017 2018 2019 SCHEDULE “C” - INDUSTRIAL PROJECTS - DRILLING, BLASTING, SHORING MINIMUM STRAIGHT TIME HOURLY WAGE RATES, PREMIUMS AND EMPLOYEE CLASSIFICATIONS Construction Craft Labourers * April 1, May 1, † May 1, † April 1, 2017 2018 2019 SCHEDULE “D” - COMMERCIAL/INSTITUTIONAL PROJECTS - DRILLING, BLASTING, SHORING MINIMUM STRAIGHT TIME HOURLY WAGE RATES, PREMIUMS AND EMPLOYEE CLASSIFICATIONS
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Hiring and Dispatch. After there are two (2) cement masons cleared through the dispatch system to a specific commercial/institutional project, the Employer may exercise the option to obtain employees elsewhere, it being understood that employees so hi red shall meet the Union qualifications and shall posses the skills, ability and expertise to perform the available work. Cement Masons Local 919 Standard ICI Agreement May 01, 2010 to April 30, ▇▇▇▇
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Hiring and Dispatch. (a) Only qualified journeymen shall be permitted to work under this Agreement as Terrazzo Workers and/or Terrazzo Finishers. A qualified journeyman shall be defined as a worker who has completed a three (3) year apprenticeship or equivalent program in the installation of terrazzo, or a two (2) year apprenticeship or equivalent program in the finishing of terrazzo. In lieu of these requirements, a qualified journeyman shall be defined as a person who has three (3) years' experience in the installation of terrazzo or two (2) years’ experience in the finishing of terrazzo, and who has passed a journeyman trade or equivalent test. The provisions of this subparagraph shall not be applicable to Apprentices or Finisher Improvers. (b) The Union shall establish and maintain open and nondiscriminatory employment lists for the employment of workers covered by this Agreement. (c) All Contractors must have a letter on file in the Union office listing the names of all persons, other than their principals, who have authorization to act in the capacity of employing and terminating workers. Section 2. Qualified Journeymen shall be dispatched and referred as follows: (a) The Contractor shall call upon the Union for such qualified journeymen as it may from time to time need, and the Union shall promptly furnish to the Contractor the required number of qualified journeymen needed. The Contractor shall verify to the Union, employment within twenty-four (24) hours of hiring. (b) The Union will furnish the number of qualified journeymen that have been requested by the Contractor, through the referral of workers who are registered and available for employment on the Out-of Work List, on a first-in, first-out basis, until said List has been exhausted. At the time of making such referral, the Union shall issue a written referral slip to the Contractor, which shall maintain the same in its records in order that the Union may subsequently verify the referral of the journeyman. (c) The Union shall be required to read only the first five (5) names of qualified journeymen from the Out-of-Work List when requested to do so by telephone, and with all requests for such journeymen, the Contractor shall give the job address to the Union at that time. (d) Within the order of referral established in Section 2 (b) of this Article, the Contractor shall have the right to call qualified journeymen by name from the Out-of-Work List, provided said journeyman has worked for the Contractor within the p...
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Related to Hiring and Dispatch

  • Law and Disputes This agreement is governed by Federal law. (i) Any language purporting to subject the U.S. Government to the laws of a U.S. state, U.S. territory, district, or municipality, or foreign nation, except where Federal law expressly provides for the application of such laws, is hereby deleted. (ii) Any language requiring dispute resolution in a specific forum or venue that is different from that prescribed by applicable Federal law is hereby deleted. (iii) Any language prescribing a different time period for bringing an action than that prescribed by applicable Federal law in relation to a dispute is hereby deleted.

  • Consultation and Dispute Resolution 1. The Parties shall promptly consult, at the request of either of them, on any question arising out of the interpretation or application of this Agreement. Any disputes concerning the interpretation or application of this agreement shall be settled by friendly consultations between the Parties. 2. Paragraph 1 shall not prevent the Parties from having recourse to dispute settlement procedures under the Partnership and Cooperation Agreement establishing partnership between the European Communities and their Member States, and Ukraine.

  • DISCHARGE AND DISCIPLINE (a) Each employee must be provided in writing with all notations of derogatory or disciplinary action, which are to be placed on the employee records. Unless such notation is made in writing to the employee, the Board will not use such incident as part of the employee’s past record to justify a later disciplinary action. Such notice must be given to the employee within ten (10) working days of the discovery of the occurrence-giving rise to the action. In such cases, the President of the Union shall be notified by mail that the employee has been disciplined or received a derogatory notation. Any written reply made by an employee to a derogatory notation, disciplinary action or performance appraisal shall be included in the employee’s personnel file provided such reply is received by the Board within ten (10) working days of the occurrence. The time limits in 12.01 shall be observed hereto, except where an extension of such time limits is mutually agreed upon. (b) Notwithstanding 12.01 (a) above, in the event that an investigation is deemed necessary by the Board, and/or the Police, the CAS or any other outside agency, the Board shall notify the employee in writing that an investigation is being conducted. Such notice shall include the general nature of the investigation and a copy of the letter shall be sent to the President of the Union. 12.02 If an employee who has attained seniority is discharged, demoted or suspended and the employee feels that the employee has been unjustly discharged, demoted or suspended, then the case may be taken up as a grievance. If such a grievance is undertaken, it shall begin at Step No. 2, provided that such grievance is submitted in writing to the Manager, Employee Relations within five (5) working days of the discharge, demotion or suspension. 12.03 When an employee is to be disciplined in writing or discharged, the employee shall: (a) be so advised by the supervisor or a senior member of management; (b) be advised of the time and place of the discipline or termination meeting; (c) be accompanied by the President of the Union or designate; (d) be given the reasons for the discipline or discharge at such meeting. 12.04 An employee may request in writing to the Manager, Employee Relations to have a written warning removed from the employee's personnel record after two years, providing no subsequent written warning or disciplinary action has been placed on the employee's personnel record in the intervening two (2) year period. The decision of the Manager, Employee Relations shall be final and binding and communicated in writing to the employee.

  • Termination, Release and Discharge [The] [Each] Subsidiary Guarantor’s Subsidiary Guarantee shall terminate and be of no further force or effect, and [the] [each] Subsidiary Guarantor shall be released and discharged from all obligations in respect of such Subsidiary Guarantee, as and when provided in Section 1303 of the Indenture.

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.