Common use of Hiring Procedures Clause in Contracts

Hiring Procedures. Any EMPLOYER signatory hereto agrees to be bound by the Idaho Building Trades General referral procedure (Appendix E) of the local union’s signatory hereto, not inconsistent with the terms of this AGREEMENT. Applicants referred to a job shall report to the EMPLOYER'S office established for that job. It is understood that employment begins and ends at the jobsite, except for the initial security check-in. The EMPLOYER shall not pay for time spent preparing necessary forms to obtain a security clearance. However, a reasonable time will be allowed for each employee for initial security check-in at time of initial hire or re-hire. The UNIONS agree to furnish at all times to the EMPLOYER qualified journeymen and apprentices in a sufficient number, as determined by the EMPLOYER, per the ratios defined in the appropriate Appendix A's as may be necessary under the terms specified in this AGREEMENT. If, upon request, the UNION is unable, within forty-eight (48) hours (Saturday, Sunday and Holidays excluded), to supply workmen, including workmen with special skills or qualifications, the EMPLOYER may secure workmen from any other source. The Union does not have the right to change a manpower request. The EMPLOYER shall have the right to reject any applicant for just cause referred by the UNION. (a) A contractor has the right to call the union hall for a worker with "special skills or qualifications" and the union hall is required to furnish a qualified person. (b) Radiation and respirator training are not special skills or qualifications. Contractors should be encouraged to file grievances against unions that send out unqualified individuals who do not meet special requirements. Contractors are advised to be more specific when placing job orders. A. Welder Rates Appendix A are a classification in the local bargaining agreement and are treated like any other classification. The Idaho Building Trades Union President will maintain the “Idaho Building Trades General Referral Procedures.” Any proposed changes to the procedure will be submitted to the Site Labor Coordinator (SLC), who will send them to the Executive Board for review for acceptance. Upon acceptance of the proposed change(s) or amendments to the Idaho Building Trades General Referral Procedures by the Executive Board, the SLC will revise the SSA to include the change(s) to Article XIV Hiring Procedures and the Appendix E . The SLC will publish a new revision to the SSA with the changes and the Idaho Building Trades General Referral Procedures will be available to all signatory contractors and prospective new contractors wanting to work at the INL.

Hiring Procedures. Any EMPLOYER signatory hereto agrees to be bound by the Idaho Building Trades General referral procedure (Appendix E) hiring procedures of the local union’s unions signatory hereto, not inconsistent with the terms of this AGREEMENT. Applicants referred to a job shall report to the EMPLOYER'S office established for that job. It is understood that employment begins and ends at the jobsite, except for the initial security check-in. The EMPLOYER shall not pay for time spent preparing necessary forms to obtain a security clearance. However, a reasonable time will be allowed for each employee for initial security check-in at time of initial hire or re-hire. The UNIONS agree to furnish at all times to the EMPLOYER qualified journeymen and apprentices in a sufficient number, as determined by the EMPLOYER, per the ratios defined in the appropriate Appendix A's as may be necessary under the terms specified in this AGREEMENT. If, upon request, the UNION is unable, within forty-eight (48) hours (Saturday, Sunday and Holidays excluded), to supply workmen, including workmen with special skills or qualifications, the EMPLOYER may secure workmen from any other source. The Union does not have the right to change a manpower request. The EMPLOYER shall have the right to reject any applicant for just cause referred by the UNION. (a) A contractor has the right to call the union hall for a worker with "special skills or qualifications" and the union hall is required to furnish a qualified person. (b) Radiation and respirator training are not special skills or qualifications. ( Executive Board 6/28/1988) Contractors should be encouraged to file grievances against unions that send out unqualified individuals who do not meet special requirements. Contractors are advised to be more specific when placing job orders. A. . (Footnote 28, Executive Board 6/28/1988) These rates (U.A. Welder Rates Appendix A A) are a classification in the local bargaining agreement and are treated like any other classification. (Footnote 47, Executive Board 4/28/2010) The Idaho Building Trades Union President unions will maintain the submit their “Idaho Building Trades General Referral Procedures.hiring hall procedures” Any proposed changes to the procedure will be submitted to the Site Labor Coordinator Coordinator’s office to be made available upon request to (SLC), who will send them to the Executive Board for review for acceptance. Upon acceptance of the proposed change(sSSA) or amendments to the Idaho Building Trades General Referral Procedures by the Executive Board, the SLC will revise the SSA to include the change(s) to Article XIV Hiring Procedures and the Appendix E . The SLC will publish a new revision to the SSA with the changes and the Idaho Building Trades General Referral Procedures will be available to all signatory contractors and prospective new contractors wanting to work at the INLcontractors.

Hiring Procedures. 1. Full-time faculty: a. The appropriate administrator, in consultation with the departmental faculty as available, and human resources as needed, shall prepare a position announcement for the District human resources office. If the department faculty is not available, a faculty from the division will be consulted. Any EMPLOYER signatory hereto agrees subsequent changes made to the position announcement must be bound discussed by all parties. The AHE President will be notified of pending position announcement. b. The position announcement for all full time faculty positions shall be officially posted internally five days prior to off-campus announcement. Should a qualified faculty member desire to assume the position being announced, he/she shall be given the opportunity to meet with the District President to discuss the position or transfer. If a qualified faculty member has expressed an interest, the District President has ten days to decide whether to make an appointment. “Qualified faculty member” for the purposes of this section shall include all WVC faculty, tenured, probationary, or temporary, who are contracted on an annual basis at the time of posting. Not included are part time faculty or temporary full time faculty contracted on a quarterly basis. c. If the District President does not appoint a qualified faculty member within ten days of the close of the internal posting, the position will be advertised by the Idaho Building Trades General referral procedure (Appendix E) of the local union’s signatory hereto, not inconsistent District Human Resources office in accordance with the terms of this AGREEMENT. Applicants referred to District procedures. d. Each applicant must submit a job shall report to the EMPLOYER'S office established for that job. It is understood that employment begins and ends at the jobsite, except for the initial security check-in. The EMPLOYER shall not pay for time spent preparing necessary forms to obtain a security clearance. However, a reasonable time will be allowed for each employee for initial security check-in at time of initial hire or re-hire. The UNIONS agree to furnish at all times to the EMPLOYER qualified journeymen and apprentices in a sufficient number, complete application file as determined by the EMPLOYER, per the ratios defined in the appropriate Appendix A's as announcement by the announced closing date. Incomplete application files from any candidate may be necessary under provided to the terms specified hiring committee at the discretion of the District chief human resources officer or designee. e. The hiring committee will consist of five voting members: the appropriate administrator and one other ▇▇▇▇ level or above administrator (HR director, VP, or ▇▇▇▇); three faculty members, tenured when available, including one member from the teaching area of the division being recruited and two other faculty members. A human resource representative may also be present in this AGREEMENTaddition to the voting members. IfFaculty members will be appointed by the AHE President per Article III, Section F.7.f. f. All members of the hiring committee shall have participated in a training set up jointly by human resources and the AHE President. The training will cover an explanation of the job posting, confidentiality rules, polices and contract language. g. Members of the hiring committee are responsible for sharing supplemental information with the committee that is relevant to the hiring decision. Such information will be shared as soon as it is available. h. If a member of the committee has reason to believe that a violation of the hiring procedure has occurred, he/she shall immediately notify the District Chief Human Resources officer or designee and the Association. Upon such notification the hiring process will be suspended until the question of the violation has been resolved to the satisfaction of the committee. i. The appropriate administrator will screen the candidates for minimum qualifications. Members of the department, or division if department faculty are not available, will be consulted if needed. Applications removed from the pool are available to the members of the hiring committee, Chief Academic Officer, and District President, upon request. j. The human resources office will make the final application pool available to the committee electronically, including the following information: i. Job Posting. ii. Instructions for accessing the applications that meet the minimum qualifications. iii. A draft of the interview questions. iv. Screening criteria rubric. v. Deadline for application review. vi. Date of committee meeting to choose top candidates and discuss interview process (date to be agreed upon by all committee members). vii. Proposed date(s) for interviews. viii. Confidentiality statement. k. The appropriate administrator will call and lead the initial face-to-face meeting of the committee to select the candidates to be interviewed and determine the specifics of the interview process, including the following: i. Choose a faculty lead. ii. Select candidates to be interviewed. iii. Finalize interview questions. iv. Create additional questions that are position specific to be used for the reference checks. v. Determine the teach/presentation including topic(s) and criteria. l. The faculty lead will lead the interview by the committee, debriefing discussion and present the recommendation to the President with an administrator from the committee. The lead may also assist with reference checks. m. The committee will be notified when the interview schedule is finalized. Committee will also be notified of any scheduling conflicts, including candidates who need to interview from off-campus. n. At the conclusion of the interviews, the UNION is unablecommittee will debrief to discuss the candidates. The committee will determine which candidates are finalists and request reference checks. At this time the District President and Chief Academic Officer may share relevant information with the committee. o. The human resources administrator and appropriate administrator or designee from the committee (normally the faculty lead) shall conduct a reference check on behalf of the hiring committee and report detailed findings to the committee prior to recommending a candidate. p. As soon as possible after the reference checks have been completed, within forty-eight (48) hours (Saturdaythe committee will make a recommendation for the position. The recommendation will include the signatures of the committee members endorsing the recommendation. The committee will create a separate document with all considered candidates, Sunday including strengths and Holidays excluded)weaknesses, to supply workmenbe kept with the committee’s notes. The administrator and the faculty lead shall meet with the District President present the recommendation. q. The District President may decline the recommendations of the hiring committee, including workmen with special skills or qualificationsif the final candidate declines the position, the EMPLOYER may secure workmen from any other sourceDistrict President shall reconvene the committee to discuss the matter. The Union does not have District President will either direct the right committee to change recommend a manpower requestdifferent candidate, continue its search, or dismiss the committee and start the search at a later date with a new committee. This decision shall be communicated in writing to the committee members and the AHE President. r. After selection has been made and the candidate has accepted, the members of the committee will be notified of the choice, prior to the rest of the college staff or members of the community. The EMPLOYER shall have the right to reject any applicant for just cause referred by the UNIONcommittee is dismissed. (a) A contractor has s. The District President shall report the right to call the union hall for a worker with "special skills or qualifications" and the union hall is required to furnish a qualified person. (b) Radiation and respirator training are not special skills or qualifications. Contractors should be encouraged to file grievances against unions that send out unqualified individuals who do not meet special requirements. Contractors are advised to be more specific when placing job orders. A. Welder Rates Appendix A are a classification in the local bargaining agreement and are treated like any other classification. The Idaho Building Trades Union President will maintain the “Idaho Building Trades General Referral Procedures.” Any proposed changes final selection to the procedure will be submitted to the Site Labor Coordinator (SLC), who will send them to the Executive Board for review for acceptance. Upon acceptance as part of the proposed change(s) or amendments to the Idaho Building Trades General Referral Procedures by the Executive Board, the SLC will revise the SSA to include the change(s) to Article XIV Hiring Procedures and the Appendix E . The SLC will publish a new revision to the SSA with the changes and the Idaho Building Trades General Referral Procedures will be available to all signatory contractors and prospective new contractors wanting to work at the INLregular monthly Board meeting.

Hiring Procedures. Any EMPLOYER signatory hereto agrees to be bound by the Idaho Building Trades General referral procedure (Appendix E) of the local union’s signatory hereto, not inconsistent with the terms of this AGREEMENT. Applicants referred to a job shall report to the EMPLOYER'S office established for that job. It is understood that employment begins and ends at the jobsite, except for the initial security check-in. The EMPLOYER shall not pay for time spent preparing necessary forms to obtain a security clearance. However, a reasonable time will be allowed for each employee for initial security check-in at time of initial hire or re-hire. The UNIONS agree to furnish at all times to the EMPLOYER qualified journeymen and apprentices in a sufficient number, as determined by the EMPLOYER, per the ratios defined in the appropriate Appendix A's as may be necessary under the terms specified in this AGREEMENT. If, upon request, the UNION is unable, within forty-eight (48) hours (Saturday, Sunday and Holidays excluded), to supply workmen, including workmen with special skills or qualifications, the EMPLOYER may secure workmen from any other source. The Union does not have the right to change a manpower request. The EMPLOYER shall have the right to reject any applicant for just cause referred by the UNION. (a) A contractor has the right to call the union hall for a worker with "special skills or qualifications" and the union hall is required to furnish a qualified person. (b) Radiation and respirator training are not special skills or qualifications. Contractors should be encouraged to file grievances against unions that send out unqualified individuals who do not meet special requirements. Contractors are advised to be more specific when placing job orders. A. Welder Rates Appendix A are a classification in the local bargaining agreement and are treated like any other classification. The Idaho Building Trades Union President will maintain the “Idaho Building Trades General Referral Procedures.” Any proposed changes to the procedure will be submitted to the Site Labor Coordinator (SLC), who will send them to the Executive Board for review for acceptance. Upon acceptance of the proposed change(s) or amendments to the Idaho Building Trades General Referral Procedures by the Executive Board, the SLC will revise the SSA to include the change(s) to Article XIV Hiring Procedures and the Appendix E . The SLC will publish a new revision to the SSA with the changes and the Idaho Building Trades General Referral Procedures will be available to all signatory contractors and prospective new contractors wanting to work at the INL.

Hiring Procedures. Any EMPLOYER signatory hereto agrees Employer shall process all Candidates and Applicants through Employer’s standard hiring methods; however, Employer shall adhere to the following protocols: after the Premises Opening Date, Employer shall promptly deliver by mail, messenger or facsimile to OEWD or an OEWD Designee if requested by OEWD, a Job Notification for any Available Entry Level or New Hire Positions, as soon as they become available during the term of the Agreement. The Job Notification shall also be delivered to the Designated CBO(s) if the Available Entry Level or New Hire Position becomes available within the first two years after the Premises Opening Date. For each Available Entry Level or New Hire Position, the following requirements apply: i. The Job Notification shall provide a clear, accurate job description, including expectations, whether the position is part time (less than 32 hours a week) or full time, minimum wages to be bound by paid, and any special requirements. ii. During the Idaho Building Trades General referral procedure seventy-two (Appendix E72) hour period following delivery of the local union’s signatory heretoJob Notification, not inconsistent with the terms of this AGREEMENT. Applicants referred to a job shall report to the EMPLOYER'S office established for that job. It is understood that employment begins and ends at the jobsite, except Employer may only interview and/or hire Eligible Individuals for the initial security check-inAvailable Entry Level or New Hire Position but may publicize the upcoming position. The EMPLOYER shall not pay for time spent preparing necessary forms to obtain a security clearance. However, a reasonable time will be allowed for each employee for initial security check-in at time of initial hire or re-hire. The UNIONS agree to furnish at all times to the EMPLOYER qualified journeymen and apprentices in a sufficient number, as determined by the EMPLOYER, per the ratios defined in the appropriate Appendix A's as may be necessary under the terms specified in this AGREEMENT. If, upon request, the UNION is unable, within forty-eight (48) hours (Saturday, Sunday and Holidays excluded), to supply workmen, including workmen with special skills or qualifications, the EMPLOYER may secure workmen from Before interviewing and/or hiring any other source. The Union does not have applicants for the right to change a manpower request. The EMPLOYER Available Entry Level or New Hire Position, Employer shall have the right to reject first review any applicant for just cause referred by the UNION. (a) A contractor has applications received from San Francisco Residents and Economically Disadvantaged Individuals during the right to call 72-hour period following delivery or of the union hall for a worker with "special skills or qualifications" Job Notification, and the union hall is required to furnish a qualified person. (b) Radiation any applications from San Francisco Residents and respirator training are not special skills Economically Disadvantaged Individuals that exist in the Qualified Pool on or qualifications. Contractors should be encouraged to file grievances against unions that send out unqualified individuals who do not meet special requirements. Contractors are advised to be more specific when placing job ordersbefore the end of such 72-hour period. A. Welder Rates Appendix A are iii. Employer shall not be required to deliver a classification Job Notification or hire an Eligible Individual for an Available Entry Level or New Hire Position if Employer reasonably determines that there is an urgent need to fill that position immediately in the local bargaining agreement and are treated like any other classificationorder to perform essential functions of its operation. The Idaho Building Trades Union President will maintain the “Idaho Building Trades General Referral ProceduresIf Employer determines that there is an urgent need to fill a position immediately in order to perform essential functions of its operations in reliance on this subsection, it shall provide OEWD notice of this fact as soon as possible.” Any proposed changes to the procedure will be submitted to the Site Labor Coordinator (SLC), who will send them to the Executive Board for review for acceptance. Upon acceptance of the proposed change(s) or amendments to the Idaho Building Trades General Referral Procedures by the Executive Board, the SLC will revise the SSA to include the change(s) to Article XIV Hiring Procedures and the Appendix E . The SLC will publish a new revision to the SSA with the changes and the Idaho Building Trades General Referral Procedures will be available to all signatory contractors and prospective new contractors wanting to work at the INL.

Hiring Procedures. Any EMPLOYER signatory hereto agrees to be bound A. The Union shall establish and maintain an open and non-discriminatory employment list for employment of workers of this particular trade, including journeymen or indentured apprentices previously employed by the Idaho Building Trades General referral procedure employers in the multi-employer unit included in this Agreement and non-member workers who make application for a place on the list. B. Whenever desiring to employ workers, the Employer shall call upon the Union or its agent for such workers as he/she may from time to time need and the Union or its agent shall immediately furnish the employer the required number of qualified and competent workers needed by the Employer, provided, however, the Employer shall have entire freedom of selectivity in hiring and may discharge any employees for cause (Appendix EEXCLUDING STEWARDS) which he/she may deem sufficient, provided there shall be no discrimination on the part of the local union’s signatory heretoEmployer against any employee for any Union activity. No employee may be discharged for refusing to transport materials, tools or equipment in their personal vehicle. Nothing contained herein shall prohibit the employer from stipulating the special skills required for said job. The Union recognizes the right of the employer to make work assignments, to manage his or her operations, schedule his or her work and direct his or her work force, including the hiring, promoting, suspending, discharging for cause, and laying off of employees, subject only to the limitations in the Agreement and all applicable laws. C. The Union or its agent will furnish the Employers each such required competent workers entered on said list by use of written referral, on a standard form with specific references to wages only as "per the Agreement". Said written referral shall be given to the employee when he/she is dispatched to an employer, excluding out of area employees, as described in Article 3, Section 4, Paragraph E, and said employee shall not inconsistent with be permitted to commence work until said written referral has been delivered to the terms of this AGREEMENTemployer or his/her agent. Applicants The employer shall be furnished such workers from the Union's open listing in the following manner: The specifically named workers who have been recently laid off or terminated by the Employer or by any other Employer within the Multi-Employer unit herein and whom the applicant Employer desires to re-employ provided they are available for employment. Workers who have been employed by Employers within the Multi-Employer unit during the previous ten (10) years. Workers whose names are entered on the list above referred to a job and who are available for employment. D. The employer or his/her ▇▇▇▇▇▇▇ shall report be responsible to see that the EMPLOYER'S office established for that jobwork referral of any newly hired or rehired employee, or member renewing his/her work referral (each six (6) months) is in order, or will notify the District Council No. It is understood that 36 Office or the Local Union in the area by telephone within twenty-four (24) hours of employment begins and ends at of any newly hired or rehired person. Failure to follow the jobsite, except for the initial security check-procedure above will result in. The EMPLOYER shall not pay for time spent preparing necessary forms to obtain a security clearance. However, a reasonable time will be allowed : First Violation – Written warning Liquidated Damages: Second Violation – Fifty ($50.00) Dollars Third Violation – One hundred ($100.00) Dollars Two hundred ($200.00) Dollars for each employee for initial security check-in at time additional violation The assessed damages shall be paid to any one of initial hire or re-hire. The UNIONS agree to furnish at all times to the EMPLOYER qualified journeymen and apprentices in a sufficient number, following as determined by the EMPLOYERUnion: E. Employees shall be required to obtain new job referral semi-annually during the months of January and July from either District Council No. 36 or from any Local Union within the jurisdiction of District Council No. 36. F. Reasonable advance notice will be given by the Employers to the Union or its agent upon ordering such workers, per the ratios defined and in the appropriate Appendix A's as may be necessary under the terms specified in this AGREEMENT. If, upon request, the UNION is unable, within event that forty-eight (48) hours (Saturday, Sunday and Holidays excluded), to supply workmen, including workmen with special skills after such notice the Union or qualificationsits agent shall not furnish such workers, the EMPLOYER Employers may secure workmen procure workers from any other sourcesource or sources. The If workers are so employed, the Employer will report to the Union does or its agents each such worker by name and social security account number at the time of hire. Workers employed under the provisions of this paragraph who fail to make application for and obtain a Certificate of Competence shall not have the right to change be eligible for future employment until obtaining such a manpower request. The EMPLOYER shall have the right to reject any applicant for just cause referred by the UNIONCertification of Competence. G. If workers are employed, the Employers shall within twenty-four (a24) A contractor has the right to call the union hall for a worker with "special skills or qualifications" and the union hall is required to furnish a qualified person. (b) Radiation and respirator training are not special skills or qualifications. Contractors should be encouraged to file grievances against unions that send out unqualified individuals who do not meet special requirements. Contractors are advised to be more specific when placing job orders. A. Welder Rates Appendix A are a classification in the local bargaining agreement and are treated like any other classification. The Idaho Building Trades Union President will maintain the “Idaho Building Trades General Referral Procedures.” Any proposed changes hours report to the procedure will be submitted to the Site Labor Coordinator (SLC), who will send them to the Executive Board for review for acceptance. Upon acceptance of the proposed change(s) Union or amendments to the Idaho Building Trades General Referral Procedures its agent such workers by the Executive Board, the SLC will revise the SSA to include the change(s) to Article XIV Hiring Procedures name and the Appendix E . The SLC will publish a new revision to the SSA with the changes and the Idaho Building Trades General Referral Procedures will be available to all signatory contractors and prospective new contractors wanting to work at the INLSocial Security Account Number.

Hiring Procedures. Any EMPLOYER signatory hereto 5.1 The Employer agrees to engage employees through the services of the Union office having jurisdiction and will not engage any person until a dispatch slip from the Union Office is presented or clearance is obtained from the union Office. The work dispatch slip shall contain the following information: a) Current classification b) First Aid certification & date c) WHMIS Certification & date d) CPR certification & date e) Proof of completion of following safety courses: Orientation L1 training Propane Confined space awareness Fall Arrest Lift (JLG Generic module) The Employer shall have the right to name hire any unemployed member in good standing of the Local Union having jurisdiction, and will be bound provided with a dispatch slip by the Idaho Building Trades General referral procedure (Appendix E) of the local union’s signatory hereto, not inconsistent with the terms of this AGREEMENT. Applicants referred to a job shall report to the EMPLOYER'S office established for that job. It is understood that employment begins and ends at the jobsite, except for the initial security check-inUnion. The EMPLOYER Employer shall not pay for time spent preparing necessary forms have the right to obtain a security clearance. However, a reasonable time will be allowed for each employee for initial security check-in at time determine the competency and qualifications of initial hire or re-hire. The UNIONS agree to furnish at all times to the EMPLOYER qualified journeymen and apprentices in a sufficient number, as determined by the EMPLOYER, per the ratios defined in the appropriate Appendix A's as may be necessary under the terms specified in this AGREEMENT. such employees. 5.2 If, upon request, the UNION Union is unable, within forty-eight (48) hours (Saturday, Sunday and Holidays excluded), unable to supply workmen, including workmen with special skills or qualificationsthe required number of employees, the EMPLOYER Employer may secure workmen them from other sources, provided however, that such person procured from other available sources shall be required by the Employer to join the Union within 15 days, if qualified and hired in accordance with Section 5.01. Employees must meet the educational qualifications of the respective local Joint Training and Apprenticeship Committee. 5.3 The Employer shall not discriminate against any other sourceemployee by reason of their age, membership in the Union or their participation in its lawful activities, but may discharge any employee for just and sufficient cause. – 8 – May 1, 2019 to April 30, 2022 5.4 At the discretion of the Local Joint Training and Apprenticeship Committee and the Business Manager, where apprentices are unemployed, the employer shall not be allowed to hire new apprentices. 5.5 When a company lays off employees, said company shall lay off its employees on the following basis: • probationary members • travel card members • local union members 5.6 A standard evaluation form developed by the National Sprinkler Industry JTAC shall be adopted by the Local JTAC and/or Union. The evaluations forms must be completed by the contractor and forwarded to the Union does prior to completion of the probationary period. Evaluation forms and template provided by the National JTAC. 5.7 The parties to this collective agreement agree that when an apprentice attends trades school it is not have the right to change a manpower requestbreak in employment with his employer. The EMPLOYER apprentice shall have make arrangements with their employer 2 weeks before completion of trades’ school as to where they are to report for work. If there is no work the right to reject any applicant for just cause referred by the UNION. (a) A contractor has the right to call the union hall for a worker with "special skills or qualifications" and the union hall is required to furnish a qualified person. (b) Radiation and respirator training are not special skills or qualifications. Contractors should be encouraged to file grievances against unions that send out unqualified individuals who do not meet special requirements. Contractors are advised to be more specific when placing job orders. A. Welder Rates Appendix A are a classification in the local bargaining agreement and are treated like any other classification. The Idaho Building Trades Union President apprentice will maintain the “Idaho Building Trades General Referral Procedures.” Any proposed changes report to the procedure will be submitted to the Site Labor Coordinator (SLC), who will send them to the Executive Board for review for acceptance. Upon acceptance of the proposed change(s) or amendments to the Idaho Building Trades General Referral Procedures by the Executive Board, the SLC will revise the SSA to include the change(s) to Article XIV Hiring Procedures and the Appendix E . The SLC will publish a new revision to the SSA with the changes and the Idaho Building Trades General Referral Procedures will be available to all signatory contractors and prospective new contractors wanting to work at the INLhall.

Hiring Procedures. Any EMPLOYER signatory hereto The Employer agrees to engage employees through the services of the Union having jurisdiction and will not engage any person until a dispatch slip the Union is presented or clearance obtained from the union Office. The work dispatch slip shall contain the information: a) Current classification Confined space awareness Fall arrest The Employer shall have the right name hire any unemployed member in standing of the Local Union having jurisdiction, and will be bound provided with a dispatch slip by the Idaho Building Trades General referral procedure (Appendix E) of the local union’s signatory hereto, not inconsistent with the terms of this AGREEMENT. Applicants referred to a job shall report to the EMPLOYER'S office established for that job. It is understood that employment begins and ends at the jobsite, except for the initial security check-inUnion. The EMPLOYER Employer shall not pay for time spent preparing necessary forms have the right to obtain a security clearance. However, a reasonable time will be allowed for each employee for initial security check-in at time determine the competency and qualifications of initial hire or re-hire. The UNIONS agree to furnish at all times to the EMPLOYER qualified journeymen and apprentices in a sufficient number, as determined by the EMPLOYER, per the ratios defined in the appropriate Appendix A's as may be necessary under the terms specified in this AGREEMENTsuch employees. If, upon request, the UNION Union is unable, within forty-eight (48) hours (Saturday, Sunday and Holidays excluded), unable to supply workmen, including workmen with special skills or qualificationsthe required number of employees, the EMPLOYER Employer may secure them from other sources, provided however, that such workmen procured from any other sourceavailable sources shall be required by the Ernployer to join the Union within days, if qualified and hired in with Section Employees must meet the educational qualifications of the respective local Joint Training and Apprenticeship Committee. The Employer shall not discriminate against any employee by reason of his age, membership in the Union does not have the right to change a manpower request. The EMPLOYER shall have the right to reject or his participation in its lawful activities, but may discharge any applicant employee for just cause referred by and sufficient cause. At the UNION. (a) A contractor has discretion of the right Local Joint Training and Apprenticeship Committee, where apprentices are unemployed, the employer shall not be allowed to call hire new apprentices. When a company lays off employees, said company shall lay off its employees on the following basis: potential members travel card members local union hall for members For the purpose of lay off, probationary apprentices shall be deemed to The patties to this collective that when an apprentice attends trades school it is not a worker break in with "special skills or qualifications" and his The apprentice shall make with his weeks before completion of trades' school as where he is to far work. If there is no work the union hall is required to furnish a qualified person. (b) Radiation and respirator training are not special skills or qualifications. Contractors should be encouraged to file grievances against unions that send out unqualified individuals who do not meet special requirements. Contractors are advised to be more specific when placing job orders. A. Welder Rates Appendix A are a classification in the local bargaining agreement and are treated like any other classification. The Idaho Building Trades Union President apprentice will maintain the “Idaho Building Trades General Referral Procedures.” Any proposed changes report to the procedure will be submitted to the Site Labor Coordinator (SLC), who will send them to the Executive Board for review for acceptance. Upon acceptance of the proposed change(s) or amendments to the Idaho Building Trades General Referral Procedures by the Executive Board, the SLC will revise the SSA to include the change(s) to Article XIV Hiring Procedures and the Appendix E . The SLC will publish a new revision to the SSA with the changes and the Idaho Building Trades General Referral Procedures will be available to all signatory contractors and prospective new contractors wanting to work at the INLhall.