Hiring and Hiring Practices Sample Clauses

Hiring and Hiring Practices a. To the extent that the Employer is in need of qualified persons to perform work covered by this Agreement, it will give first consideration for employment to employees registered to work with the Union. The Employer agrees to hire based on fair and equitable criteria. b. The Employer shall maintain a hire list of experienced personnel. c. Experienced personnel shall staff all events unless training arrangements are made in advance. d. The Union agrees that it is and will continue to be an open Union and that it will keep its membership rolls open and will offer membership to all eligible employees engaged by the Employer. The Union agrees not to impose any fees in excess of the maximum fees required of members of the Union upon eligible employees of the Employer who wish to join the Union or wish to be represented by the Union.
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Hiring and Hiring Practices. The Hire List:
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Hiring and Hiring Practices a. The Referral List: Each local under this Agreement will maintain and provide to the Employer on a quarterly basis a Referral List of qualified individuals inclusive of the positions for which each is qualified; The Referral List specific to the Los Angeles Locals shall be compiled and provided to the Employer by the IATSE West Coast Office. All quarterly Referral Lists shall be sent to Employer at ▇▇▇▇▇▇▇▇▇@▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇.▇▇▇, and any mid- quarter revisions shall only apply to future unstaffed event. Inclusion of an individual on the Referral List constitutes a representation by the Union that it has examined the experience and qualifications of that individual, has determined that the person resides within the jurisdiction of the applicable local(s), and is qualified to perform the jobs indicated. The Union agrees that Employer is not obligated to recognize seniority when hiring from the Referral List. b. To the extent that the Company is in need of persons to perform work covered by this Agreement, it will give preference of employment opportunities to Employees on the Referral List. When considering whether to engage such Employees, the Company will take into account the following: • Requirements of the position; • Knowledge, skill, expertise and experience of the Employee; • Existence or absence of prior service with the Company and any work record with the Company; • Employee’s past and current availability; • Residence of the Employee and the location of the work to be performed; and • Preferences and/or recommendations of the director, producer, ▇▇▇▇▇▇▇▇’s client or other Employees.
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Hiring and Hiring Practices 
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Related to Hiring and Hiring Practices

  • Hiring Practices The Parties acknowledge that successful teaching experience within the school board, including daily and long-term occasional experience, is valuable in the hiring process. Teaching experience within the school board will be a factor considered in accordance with Ministry and school board policies in the selection of a successful candidate for a position as a long-term occasional teacher. Where a candidate is unsuccessful in the hiring process, and requests feedback, it will be provided within 30 days of the interview. Related provisions in Part B of the collective agreement shall remain in effect.

  • Hiring Procedures Nothing contained in this Article 4 shall impair any of the rights of the Employer to hire new or additional employees to meet the employment needs of the Employer, in accordance with the terms and provisions of this collective bargaining Agreement or to meet the obligations of the Employer under Article 2, Section H of this Agreement or to take affirmative steps to comply with any requirements under any applicable Federal or State law prohibiting discrimination in employment.

  • FAIR EMPLOYMENT PRACTICES In the performance of this agreement, and in accordance with California Government Code §12900 et. seq., Auxiliary shall not deny employment opportunities to any person on the basis of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, military and veteran status. Auxiliary shall adopt employment procedures consistent with the policy statement on nondiscrimination and affirmative action in employment adopted by the CSU.

  • Employment Practices Contractor agrees to abide by the following employment laws: (i)Title VI and VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e) which prohibits discrimination against any employee or applicant for employment or any applicant or recipient of services, on the basis of race, religion, color, or national origin; (ii) Executive Order No. 11246, as amended, which prohibits discrimination on the basis of sex; (iii) 45 CFR 90 which prohibits discrimination on the basis of age; (iv) Section 504 of the Rehabilitation Act of 1973, or the Americans with Disabilities Act of 1990 which prohibits discrimination on the basis of disabilities; and (v) Utah's Executive Order, dated December 13, 2006, which prohibits unlawful harassment in the work place. Contractor further agrees to abide by any other laws, regulations, or orders that prohibit the discrimination of any kind by any of Contractor’s employees.

  • EMPLOYMENT STANDARDS ACT LEAVES In accordance with the BC Employment Standards Act (the “Act”), the Employer will grant the following leaves: a. Section 52 Family Responsibility Leave b. Section 52.11 Critical Illness or Injury Leave c. Section 52.5