Hiring and Termination Sample Clauses

Hiring and Termination. (a) When upon commencing employment on a job, employees are required to travel to the job, they shall receive from the Employer the cost of transportation from the transportation terminal nearest to the employee's domicile, including meals, travelling time and a sleeper if night travel is necessary. (b) If an employee voluntarily quits when having been on the job less than fifteen

Hiring and Termination. 8.01 THE EMPLOYER OR HIS REPRESENTATIVES SHALL NOT CONTACT A MEMBER AT HOME FOR EMPLOYMENT. THE EMPLOYER RECOGNIZES THE UNION OUT-OF-WORK LIST AS THE SOURCE OF MEMBERS FOR EMPLOYMENT. ON HIRING THE EMPLOYER MAY NAME REQUEST THE FIRST HIRE; THE UNION MAY THEN DISPATCH THE NEXT HIRE. ON HIRING THE EMPLOYER MAY HIRE ON A ONE (1) NAME HIRE TO ONE (1) UNION DISPATCH BASIS TWELVE (12) OF TWENTY-FOUR

Hiring and Termination. Section 4.1 (a) Solid Ground is committed to a diverse workforce that reflects the communities it serves. Solid Ground is committed to hiring and promotion practices that empower historically marginalized people, especially Black, Indigenous and People of Color in their career advancement. The Employer is committed to developing Employees who are reflective of the clients served and continues to work to increase the diversity of leaders at Solid Ground. All hiring and promotion practices will be carried out with the overriding goal of hiring employees with the highest level of lived experience, work experience and relevant education and/or training from the most diverse group of candidates possible. The Employer will work to ensure diversity on its interview panels.

Hiring and Termination. The employer or his representative shall be permitted to contact a member at home for employment. The employer recognizes the union as the source of members for employment. The employer agrees that no United Association member shall be hired without a work referral slip from the union office or designated union official and the union agrees to give a work referral slip to anyone hired under the terms of this agreement. The work referral slip shall contain the permanent address of the employee. All apprentices shall be employed in accordance with the provisions of the New Brunswick Industrial Training and Certification Act and /or the The employer shall make every effort to employ apprentices when available in the ratio outlined in clause Apprentices when employed will work with and be under the instruction of a journeyman pipefitter or plumber at all times. The employer for the first journeyman plumber employed shall be permitted to employ one plumber apprentice. The permitted ratio of one journeyman to one (1) apprentice shall apply up to a maximum of fifteen (15) journeyman of each trade qualification after which the ratio of journeymen to apprentices shall be five (5) to one (1). Employers requiring persons for apprentices are to be hired from the list on file in the union office. This list to be made available to the employer on request. New apprentices must have a work referral slip from the union office before being hired. Where employment is terminated by the employer, the employee shall be given two (2) hours notice, at the end of which time he shall be paid in full and given his record of employment and vacation pay, if any. He shall be paid for his regular scheduled hours until these condition have been met. Employees discharged for just cause shall be paid in full immediately except employees who are discharged for reporting for work intoxicated, or bringing alcohol or non-prescription drugs on the job, or fighting on the job, such employees will be removed from the job-site and shall receive their pay in full and record of employment by registered mail. Employees working on maintenance for an employer whose work is other than contract when terminated shall be paid in full and given his record of employment and vacation pay the following work day. When employment is terminated by the employee he shall give notice in the first two (2) hours of the shift in order to receive his wages earned in full, vacation pay, if any, and his record of employme...

Hiring and Termination. PROBATION Regular full-time and regular part-time employees shall be hired on a probationary period for the first ninety (90) calendar days of employment. If an employee’s performance does not meet job expectations, the employer may extend the probationary period for up to an additional forty- five (45) days and will notify the employee of areas of improvement. Termination or discipline during this period will not be subject to review by the Union. Promotions are subject to the probationary period. In the event the promoted employee does not successfully pass the probationary period in the new job classification, such employee shall be given their former position without loss of FTE and former pay including pay increases. If there is no vacancy in the employee’s former job classification, employees will be offered relief hours until they can be placed in the first open position in their former job classification.

Hiring and Termination. Section 3.1 In employing new workers or replacing workers, the Employer must place an order with the Union stating what the work will consist of, so the Union will be able to furnish the most competent help available. Section 3.2 It is agreed that the Employer will pay charges incident to the hiring of employees which are incurred due to the requirement of the Employer as follows: Medical examinations, bonding. The Employer agrees not to use employment agencies where fees are required. Section 3.3 It is further agreed that the Employer has the final choice as to whom is hired and shall notify the Union within seventy-two (72) hours of hire of a new employee, Saturday, Sunday and holidays excepted. The Employer shall notify the Union in writing within seventy- two (72) hours after a new employee is put to work, giving the name, address, social security number, classification, rate of pay and the date the employee was put to work. Section 3.4 Regular full-time and regular part-time employees shall be hired on a probationary period for the first ninety (90) calendar days. Termination or discipline during this period will not be subject to review by the Union. Section 3.5 No employee shall be disciplined or discharged except for just cause. Upon termination, an employee, upon request, shall receive written notice from the Employer or their agents stating the true cause of termination.

Hiring and Termination. The Employer shall notify the Union Office when he requires additional employees and agrees that no United Association member shall be hired without a work referral slip from the Union Office or designated Union official and the Union agrees to give a Union referral slip to anyone hired under the terms of this Agreement. The work referral slip shall contain the permanent address of the employee. The Employer, when requiring men, shall consult with the Local Union with respect to union members available to work. The Employer may select anyone he desires subject only to Article of this Agreement. The parties agree that members, not requiring board or travel allowance will be considered in hiring for a project. When the Employer has made his selection he shall contact the Union Office who shall immediately contact the man to ask him to report to work as per the Employer’s instructions. However, for projects which are not considered to be new residential construction or service work, where the Employer has employed five (5) Union members the remaining shall be hired on the basis of one selected by the Union and one (1) selected by the Employer until all employees are hired. Notwithstanding the above hiring procedure, nothing shall prohibit the Employer from transferring currently employed employees to meet manpower requirements for these projects.

Hiring and Termination. 1. Initial and terminal travel time shall not be paid on all out of town projects, however, all travel expenses shall be paid. It is understood that this provision does not apply to current or long term employees. 2. When upon commencing employment on a job, employees are required to travel to the job, they shall receive from the Employer the cost of transportation from the transportation terminal nearest to the employee's domicile, including meals and a sleeper if night travel is necessary. 3. If an employee voluntarily quits when having been on the job less than fifteen (15) calendar days, the cost of transportation to the job shall be deducted by the Employer. 4. If an employee is terminated (not for cause), takes sick, is injured or leaves the job for authentic compassionate grounds, cost of return transportation, meals and a sleeper if night travel is necessary, shall be paid by the Employer. 5. If an employee quits or is discharged when having been on the job thirty (30) calendar days, return transportation, meals and a sleeper if night travel is necessary, shall be paid by the Employer. 6. When an Operating Engineer is required to provide mechanic's tools, all cost of transporting such tools to and from the job shall be borne by the Employer, subject to the same conditions as govern transportation. Where the Employer does not transport nor indicate his wish to transport the required mechanic's tools, the Operating Engineer shall be reimbursed to recover the full costs of such tool transportation on the following basis: ▪ Four (4) hours' travel pay = one and one-half (1-1/2) hours of straight time pay. ▪ Eight (8) hours' travel pay = three (3) hours of straight time pay. This applies to hiring and termination only. 7. If the Employer fails to provide work and requires an employee to stand by for more than two (2) consecutive shifts, the employee, at his option, shall be deemed to have been laid off, and the cost of return transportation, meals, and a sleeper if night travel is necessary, shall be paid by the Employer. Call-out time without work does not constitute work provided. 8. Men dispatched to jobs before jobs are ready will be paid waiting time at the regular rate until the job starts, or have their return transportation paid.

Hiring and Termination day of the month following the 8.01 The Union will locate skilled men from outside unions within the membership of the United Association to fill positions of special skills, if these skilled men cannot be obtained inside of Local 740. A waiting period of five (5) working days is mandatory to provide these members for employers. 8.02 Any employee on any project has the privilege to obtain work with any employer on the same project or on any other project providing he gives his present employer four