Hiring Procedures. 3.1.1 The Employer shall notify the Union through its Business Agent when new employees are needed, and the Union shall make every effort to supply satisfactory employees to the Employer. Classification specifications shall be the sole criteria for hiring. Should the Union fail to supply qualified employees within a seventy-two (72) hour period, excluding holidays and weekends, the Employer may employ any other person, and such person shall affiliate himself or herself with the Union on or before the 31st day of employment and shall remain a member in good standing. The above- mentioned seventy-two (72) hour time limit may be waived by mutual consent of the Employer and the Union. The Union shall screen applicants to insure that such individuals are reasonably able to meet the Employer's job qualifications or minimum class specifications before the applicant is dispatched. 3.1.2 The name, address and phone number for the appropriate Employer representative who is to interview the dispatched applicant shall be listed in the request for dispatch sent to the Union. Applicants referred to the Employer within the seventy-two (72) hour dispatch request procedure shall immediately call the appropriate Employer representative at ML&P or another covered department to schedule an appointment for interview. The Employer agrees to schedule each interview as quickly as possible. However, in the event the Employer is unable to schedule an appointment for interview with the applicant within a four (4) hour time frame after notice from the applicant, the Employer shall extend the time limits for the dispatch process by any amount of time in excess of four (4) hours if such delay was occasioned by the Employer's inability to establish a timely interview. 3.1.3 The chief ▇▇▇▇▇▇▇ shall receive a copy of all Employer requests for dispatched applicants at the same time or no later than when the request is sent to the Union. The Employer shall direct the applicant to submit the gold copy of the dispatch slip to the applicable shop ▇▇▇▇▇▇▇ or the chief ▇▇▇▇▇▇▇ marked "hired" or "rejected”. In the event an applicant is not hired, the applicant will be provided with an explanation of the Employer's reason(s) for his rejection. The applicable shop ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall then notify the Union that the position has been filled or that another dispatched applicant is required. Single applicants shall be dispatched until the position is filled or the seventy-two (72) hour allotted dispatch time frame (excluding weekends and holidays) has lapsed. All gold copies of applicant dispatch slips are to be filed by the chief ▇▇▇▇▇▇▇ as soon as the applicant is accepted or rejected.
Appears in 2 contracts
Sources: Employment Agreement, Employment Agreement
Hiring Procedures. 3.1.1 Both parties agree that prior to submitting a dispatch request to the hiring hall, the MOA shall recruit from employees represented by this agreement. Both parties further agree that prior to posting a vacancy to the public, the MOA will request a dispatch from the Union’s hiring hall according to D (below).
A. The Employer shall notify Union agrees to maintain a hiring hall and to solicit qualified workers, both Union and non-union, in order to fill MOA requisitions for workers. The MOA agrees to use the services of the hiring hall and will call upon the Union through its Business Agent when new employees are neededto furnish all qualified workers the MOA may require in the classifications covered by this Agreement, subject to the terms and conditions set forth in this Section 3.1.
B. Selection of applicants for referral to jobs shall be on a non-discriminatory basis and shall not be based on, or in any way affected by Union membership, bylaws, rules, regulations, constitutional provisions, or any other aspect or obligation of Union membership, policies or requirements. The Union agrees to not discriminate against non-union workers in referring workers to the MOA, and the MOA agrees not to discriminate against Union shall make every effort to supply satisfactory employees to the Employer. Classification specifications shall be the sole criteria for hiring. Should the Union fail to supply qualified employees within a seventy-two (72) hour period, excluding holidays and weekends, the Employer may employ any other person, and such person shall affiliate himself or herself with the Union on or before the 31st day of employment and shall remain a member workers in good standing. The above- mentioned seventy-two (72) hour time limit may be waived selecting job applicants referred by mutual consent of the Employer and the Union. The Union shall screen applicants to insure that such individuals are reasonably able to meet the Employer's job qualifications or minimum class specifications before the applicant is dispatched.
3.1.2 C. The name, address and phone number for MOA retains the appropriate Employer representative who is right to interview the dispatched reject any job applicant shall be listed in the request for dispatch sent to referred by the Union. Applicants referred to the Employer within the seventy-two (72) hour dispatch request procedure shall immediately call the appropriate Employer representative at ML&P or another covered department to schedule an appointment for interview. The Employer agrees to schedule each interview as quickly as possible. However, in .
D. In the event the Employer Union is unable to schedule an appointment for interview supply the MOA with qualified workers within forty-eight (48) hours (Friday, Saturday, Sunday and recognized holidays excluded) from when the call was received, the MOA may recruit workers from other sources. In this case, the MOA may recruit and hire pursuant to the provisions of the Municipal Personnel Rules (AMC 3.30). If the MOA hires outside of the hall, the MOA shall furnish the Union with the applicant within a four (4name(s) hour time frame after notice from the applicantof any such workers hired, the Employer shall extend the time limits for the dispatch process by any amount their classification, and date of time in excess of four (4) hours if such delay was occasioned by the Employer's inability to establish a timely interviewhire.
3.1.3 E. The chief ▇▇▇▇▇▇▇ shall receive a copy of all Employer requests for dispatched applicants at the same time MOA may fill vacant positions by recall from layoff or no later than when the request is sent to the Unionby transfer, promotion, or demotion.
F. The MOA may fill vacant positions with existing bargaining unit members through departmental or Municipal recruitment announcements. The Employer shall direct the applicant to submit the gold copy of the dispatch slip to the applicable shop ▇▇▇▇▇▇▇ or the chief ▇▇▇▇▇▇▇ marked "hired" or "rejected”. In the event an applicant is not hired, the applicant will be provided with an explanation of the Employer's reason(s) for his rejection. The applicable shop ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall then notify the Union that the position has been filled or that another dispatched applicant is required. Single applicants Current temporary employees shall be dispatched until eligible to apply for departmental and municipal vacant positions.
G. The Union and the position is filled or MOA agree to disseminate to employees and applicants for employment, notice of these hiring arrangements.
H. Any alleged violation of this Article may be the seventy-two (72) hour allotted dispatch time frame (excluding weekends and holidays) has lapsed. All gold copies subject of applicant dispatch slips are to be filed by the chief ▇▇▇▇▇▇▇ as soon as the applicant is accepted or rejecteda grievance under Article 7 of this Agreement.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Hiring Procedures. 3.1.1 The Employer shall notify the Union through its Business Agent when new employees are needed, and the Union shall make every effort to supply satisfactory employees to the Employer. Classification specifications shall be the sole criteria for hiring. Should the Union fail to supply qualified employees within a seventy-two (72) hour period, excluding holidays and weekends, the Employer may employ any other person, and such person shall affiliate himself or herself with the Union on or before the 31st day of employment and shall remain a member in good standing. The above- mentioned seventy-two (72) hour time limit may be waived by mutual consent of the Employer and the Union. A. The Union shall screen applicants to insure that such individuals are reasonably able to meet 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 Employer's job qualifications or minimum class specifications before employers in the applicant is dispatchedmulti-employer unit included in this Agreement and non-member workers who make application for a place on the list.
3.1.2 The name, address and phone number for the appropriate Employer representative who is B. Whenever desiring to interview the dispatched applicant shall be listed in the request for dispatch sent to the Union. Applicants referred to the Employer within the seventy-two (72) hour dispatch request procedure shall immediately call the appropriate Employer representative at ML&P or another covered department to schedule an appointment for interview. The Employer agrees to schedule each interview as quickly as possible. However, in the event the Employer is unable to schedule an appointment for interview with the applicant within a four (4) hour time frame after notice from the applicantemploy workers, the Employer shall extend call upon the Union or its agent for such workers as he/she may from time limits for to time need and the dispatch process by any amount Union or its agent shall immediately furnish the employer the required number of time in excess of four (4) hours if such delay was occasioned qualified and competent workers needed by the Employer's inability , provided, however, the Employer shall have entire freedom of selectivity in hiring and may discharge any employees for cause (EXCLUDING STEWARDS) which he/she may deem sufficient, provided there shall be no discrimination on the part of the Employer against any employee for any Union activity. No employee may be discharged for refusing to establish a timely interviewtransport 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.
3.1.3 C. The chief 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 be permitted to commence work until said written referral has been delivered to the employer or his/her agent. 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 and who are available for employment.
D. The employer or his/her ▇▇▇▇▇▇▇ shall receive a copy be responsible to see that the work referral of all 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. 36 Office or the Local Union in the area by telephone within twenty-four (24) hours of employment of any newly hired or rehired person. Failure to follow the procedure above will result in: 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 additional violation The assessed damages shall be paid to any one of the following as determined by the Union:
(1) Joint Apprenticeship Training Trust
(2) The Industry Advancement Fund
(3) Any jointly administered body recognized to perform the functions of Apprenticeship and Journeyman prevailing wage compliance on public works.
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, and in the event that forty-eight (48) hours after such notice the Union or its agent shall not furnish such workers, the Employers may procure workers from any other source or sources. If workers are so employed, the Employer requests for dispatched applicants will report to the Union or its agents each such worker by name and social security account number at the same time or no later than when of hire. Workers employed under the request is sent provisions of this paragraph who fail to make application for and obtain a Certificate of Competence shall not be eligible for future employment until obtaining such a Certification of Competence.
G. If workers are employed, the Employers shall within twenty-four (24) hours report to the Union. The Employer shall direct the applicant to submit the gold copy of the dispatch slip to the applicable shop ▇▇▇▇▇▇▇ Union or the chief ▇▇▇▇▇▇▇ marked "hired" or "rejected”. In the event an applicant is not hired, the applicant will be provided with an explanation of the Employer's reason(s) for his rejection. The applicable shop ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall then notify the Union that the position has been filled or that another dispatched applicant is required. Single applicants shall be dispatched until the position is filled or the seventy-two (72) hour allotted dispatch time frame (excluding weekends its agent such workers by name and holidays) has lapsed. All gold copies of applicant dispatch slips are to be filed by the chief ▇▇▇▇▇▇▇ as soon as the applicant is accepted or rejectedSocial Security Account Number.
Appears in 2 contracts
Sources: Master Labor Agreement, Master Labor Agreement
Hiring Procedures. 3.1.1 The Employer 3.2.1 When the College is in need of additional workers in the Job Classification represented by Local 15, it shall notify first call Bargaining Unit Members who are Qualified for the Work and who meet the educational mission of the College. To create an open and fair selection process, an open call to all workers of Locals 15, 887 and 488 shall be conducted at least once per annum, during which Bargaining Unit Members of the Union through its and Cornish Management will update the Internal list of workers who meet the specific qualifications identified by the College and the Bargaining Unit. This process shall be considered the Vetting Process for workers. The College will work with the Bargaining Unit to determine the dispatch/hiring policies of this Internal list and will offer work by skill set qualification and tenure with the College. The Internal list, including the call order and skill set, will be published and open for Bargaining Unit Members to view.
3.2.1.1 Should the above procedure not sufficiently provide adequate labor for the call, the College shall utilize the Local 15 Hiring Hall to dispatch remaining positions. The College shall make best efforts to notify Local 15 Dispatch office by email at least seven (7) days in advance of the call, stating the location, start time, approximate duration of the job, skill level Qualification, the type of work to be performed and the number of Bargaining Unit Members requested. Priority for dispatch will be given to those whom the College has notified Local 15 have passed the College’s background check. For crafts represented by Local 488, The College shall make best efforts to notify Local 488 Business Agent when new employees are neededby email at least seven (7) days in advance of the call stating the location, start time, approximate duration of the job, the type of work to be performed and the Union shall make every effort to supply satisfactory employees to the Employer. Classification specifications shall be the sole criteria for hiring. Should the Union fail to supply qualified employees within a seventy-two (72) hour period, excluding holidays and weekends, the Employer may employ any other person, and such person shall affiliate himself or herself with the Union on or before the 31st day number of employment and shall remain a member in good standing. The above- mentioned seventy-two (72) hour time limit may be waived by mutual consent of the Employer and the Union. The Union shall screen applicants to insure that such individuals are reasonably able to meet the Employer's job qualifications or minimum class specifications before the applicant is dispatchedBargaining Unit Members requested.
3.1.2 3.2.1.2 The nameCollege may contact the desired workers directly to determine availability prior to making a request to Local 15 Dispatch, address and phone number for or to Local 488 Business Agent. Workers requested by name who are not on the appropriate Employer representative who is to interview the dispatched applicant shall College’s annual Internal List will be listed in the request for dispatch sent to the Union. Applicants referred to the Employer within the seventy-two (72) hour dispatch request procedure shall immediately call the appropriate Employer representative at ML&P or another covered department to schedule an appointment for interview. The Employer agrees to schedule each interview as quickly as possible. However, in the event the Employer is unable to schedule an appointment for interview with the applicant within a four (4) hour time frame after notice from the applicant, the Employer shall extend the time limits for the dispatch process by any amount of time in excess of four (4) hours if such delay was occasioned by the Employer's inability to establish a timely interviewpaid no less than Key Rate.
3.1.3 3.2.1.3 The chief ▇▇▇▇▇▇▇ shall receive a copy of all Employer requests for dispatched applicants at the same time or no later than when the request is sent to the Union. The Employer shall direct the applicant to submit the gold copy of the dispatch slip to the applicable shop ▇▇▇▇▇▇▇ or the chief ▇▇▇▇▇▇▇ marked "hired" or "rejected”. In the event an applicant is not hired, the applicant will be provided with an explanation of the Employer's reason(s) for his rejection. The applicable shop ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall then notify the Union parties agree that the position has been filled or that another dispatched applicant College is required. Single applicants shall be dispatched until the position is filled or the seventy-two (72) hour allotted dispatch time frame (excluding weekends solely responsible for selecting and holidays) has lapsed. All gold copies of applicant dispatch slips are to be filed by the chief ▇▇▇▇▇▇▇ hiring Bargaining Unit positions as soon as the applicant is accepted or rejected.defined in Article 4
Appears in 1 contract
Sources: Collective Bargaining Agreement
Hiring Procedures. 3.1.1 Section 6.1 The Employer City shall notice all position openings referenced in Article 1, Section 1.1 in accordance with City policy and shall advise the Union in writing of such notice. Notice of all bargaining unit vacancies shall be posted for not less than fourteen (14) calendar days prior to filling the position. Posting locations will be clearly recognizable in each City facility.
Section 6.2 The Union may refer applicants for open positions.
Section 6.3 Membership or non-membership with the Union shall not constitute any criteria for employment with the City.
Section 6.4 Employment with the City shall be based solely upon competitive examination except as otherwise specifically provided herein.
Section 6.5 The City shall notify the Union through its Business Agent when new employees are needed, and the Union shall make every effort to supply satisfactory employees to the Employer. Classification specifications shall be the sole criteria for hiring. Should the Union fail to supply qualified employees within a seventy-two (72) hour period, excluding holidays and weekends, the Employer may employ any other person, and such person shall affiliate himself or herself with the Union on or before the 31st day of employment and shall remain a member in good standing. The above- mentioned seventy-two (72) hour time limit may be waived by mutual consent of the Employer and the Union. The Union shall screen applicants to insure that such individuals are reasonably able to meet the Employer's job qualifications or minimum class specifications before the applicant is dispatched.
3.1.2 The name, address and phone number for the appropriate Employer representative who is to interview the dispatched applicant shall be listed in the request for dispatch sent to the Union. Applicants referred to the Employer within the seventy-two (72) hour dispatch request procedure shall immediately call the appropriate Employer representative at ML&P or another covered department to schedule an appointment for interview. The Employer agrees to schedule each interview as quickly as possible. However, in the event the Employer is unable to schedule an appointment for interview with the applicant within a four (4) hour time frame after notice from the applicant, the Employer shall extend the time limits for the dispatch process by any amount of time in excess of four (4) hours if such delay was occasioned by the Employer's inability to establish a timely interview.
3.1.3 The chief Shop ▇▇▇▇▇▇▇ shall receive a copy ▇, via e-mail addresses provided to the City, of all Employer requests for dispatched applicants at hires, promotion, reclassifications and terminations within the same time or no later than when the request is sent to the Unionbargaining unit. The Employer shall direct the applicant Union agrees to submit the gold copy of the dispatch slip to the applicable provide a shop ▇▇▇▇▇▇▇ roster to Human Resources and notify HR of any changes to that roster via e-mail.
Section 6.6 All new employees will be required to complete a physical agility test prior to the establishment of the eligibility list. One of the following tests will be chosen prior to and posted in the job announcement. The test will be either the IAFC/IAFF CPAT as the City of Mesquite is able to accept as specified in Appendix C or the chief ▇▇▇▇▇▇▇ marked "hired" Mesquite Fire Rescue Physical Agility Test as specified in Appendix D.
Section 6.7 All entry level hires shall be chosen from the top five (5) combined scores, in the event of a tie for the fifth (5th) position the list will be expanded beyond five (5) names to include all ties for fifth (5th) position. Each additional position shall expand the list by one (1) name.
Section 6.8 All initial appointments shall be subject to a probationary period of twelve (12) months.
A. The City reserves the right to extend said probationary period for an additional six (6) months or "rejected”fraction thereof, not to exceed a total of eighteen (18) months. The employee will receive written documentation from the Chief specific to the deficiencies which led to this extension.
B. The Union shall be notified, in writing, of such extensions.
Section 6.9 Any full-time employee represented pursuant to this Agreement shall be eligible to test for any open position of similar or lower grade within the Department, subject to the following:
A. The employee must participate in all phases of the competitive examination process that other candidates for the same position participate in and meet the minimum scores as set forth prior to the testing;
B. The employee must meet all of the requirements as a confirmed firefighter.
C. In the event an applicant that a current eligibility list exists for the open position, no further application may be made or consideration given until the list expires or is discarded by the City; and
D. As set forth in Article 8, Section 8.3(F) a & b, seniority points shall form a part of the total possible examination score in the competitive testing process but it shall not hired, exceed five (5) points.
Section 6.10 Eligibility lists for the applicant available vacancy may be established when the selection process is completed. The names of all applicants successfully completing all parts of the selection process will be provided with placed on an explanation of eligibility list. Eligibility lists shall be available and shall remain in effect for one (1) year and may extend for an additional six (6) months if requested by the Employer's reason(s) for his rejectionCity Manager and/or Fire Chief. The applicable shop ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall then notify City has the Union that right to retest if the position has been filled or that another dispatched applicant list is required. Single applicants shall be dispatched until exhausted and/or there are less than five (5) candidates on the position is filled or the seventy-two (72) hour allotted dispatch time frame (excluding weekends and holidays) has lapsed. All gold copies of applicant dispatch slips are to be filed by the chief ▇▇▇▇▇▇▇ as soon as the applicant is accepted or rejectedlist.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Hiring Procedures. 3.1.1 The Employer shall notify the Union through its Business Agent when new employees are needed, and the Union shall make every effort to supply satisfactory employees to the Employer. Classification specifications shall be the sole criteria for hiring. Should the Union fail to supply qualified employees within a seventy-two (72) hour period, excluding holidays and weekends, the Employer may employ any other person, and such person shall affiliate himself or herself with the Union on or before the 31st day of employment and shall remain a member in good standing. The above- mentioned seventy-two (72) hour time limit may be waived by mutual consent of the Employer and the Union. A. The Union shall screen applicants to insure that such individuals are reasonably able to meet 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 Employer's job qualifications or minimum class specifications before employers in the applicant is dispatchedmulti-employer unit included in this Agreement and non-member workers who make application for a place on the list.
3.1.2 The name, address and phone number for the appropriate Employer representative who is B. Whenever desiring to interview the dispatched applicant shall be listed in the request for dispatch sent to the Union. Applicants referred to the Employer within the seventy-two (72) hour dispatch request procedure shall immediately call the appropriate Employer representative at ML&P or another covered department to schedule an appointment for interview. The Employer agrees to schedule each interview as quickly as possible. However, in the event the Employer is unable to schedule an appointment for interview with the applicant within a four (4) hour time frame after notice from the applicantemploy workers, the Employer shall extend call upon the Union or its agent for such workers as he/she may from time limits for to time need and the dispatch process by any amount Union or its agent shall immediately furnish the employer the required number of time in excess of four (4) hours if such delay was occasioned qualified and competent workers needed by the Employer's inability , provided, however, the Employer shall have entire freedom of selectivity in hiring and may discharge any employees for cause (EXCLUDING STEWARDS) which he/she may deem sufficient, provided there shall be no discrimination on the part of the Employer against any employee for any Union activity. No employee may be discharged for refusing to establish a timely interviewtransport 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.
3.1.3 C. The chief 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 be permitted to commence work until said written referral has been delivered to the employer or his/her agent. 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 and who are available for employment.
D. The employer or his/her ▇▇▇▇▇▇▇ shall receive a copy be responsible to see that the work referral of all Employer requests 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. 36 Office or the Local Union in the area by telephone within twenty-four (24) hours of employment of any newly hired or rehired person. Failure to follow the procedure above will result in: 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 dispatched applicants at each additional violation The assessed damages shall be paid to any one of the same time or no later than when the request is sent to following as determined by the Union. The Employer shall direct the applicant to submit the gold copy of the dispatch slip to the applicable shop ▇▇▇▇▇▇▇ or the chief ▇▇▇▇▇▇▇ marked "hired" or "rejected”. In the event an applicant is not hired, the applicant will be provided with an explanation of the Employer's reason(s) for his rejection. The applicable shop ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall then notify the Union that the position has been filled or that another dispatched applicant is required. Single applicants shall be dispatched until the position is filled or the seventy-two (72) hour allotted dispatch time frame (excluding weekends and holidays) has lapsed. All gold copies of applicant dispatch slips are to be filed by the chief ▇▇▇▇▇▇▇ as soon as the applicant is accepted or rejected.:
Appears in 1 contract
Sources: Master Labor Agreement
Hiring Procedures. 3.1.1 Section 6.1 The Employer City shall notice all position openings referenced in Article 1, Section 1.1 in accordance with City policy and shall advise the Union in writing of such notice. Notice of all bargaining unit vacancies shall be posted for not less than fourteen (14) calendar days prior to filling the position. Posting locations will be clearly recognizable in each City facility.
Section 6.2 The Union may refer applicants for open positions.
Section 6.3 Membership or non-membership with the Union shall not constitute any criteria for employment with the City.
Section 6.4 Employment with the City shall be based solely upon competitive examination except as otherwise specifically provided herein.
Section 6.5 The City shall notify the Union through its Business Agent when new employees are needed, and the Union shall make every effort to supply satisfactory employees to the Employer. Classification specifications shall be the sole criteria for hiring. Should the Union fail to supply qualified employees within a seventy-two (72) hour period, excluding holidays and weekends, the Employer may employ any other person, and such person shall affiliate himself or herself with the Union on or before the 31st day of employment and shall remain a member in good standing. The above- mentioned seventy-two (72) hour time limit may be waived by mutual consent of the Employer and the Union. The Union shall screen applicants to insure that such individuals are reasonably able to meet the Employer's job qualifications or minimum class specifications before the applicant is dispatched.
3.1.2 The name, address and phone number for the appropriate Employer representative who is to interview the dispatched applicant shall be listed in the request for dispatch sent to the Union. Applicants referred to the Employer within the seventy-two (72) hour dispatch request procedure shall immediately call the appropriate Employer representative at ML&P or another covered department to schedule an appointment for interview. The Employer agrees to schedule each interview as quickly as possible. However, in the event the Employer is unable to schedule an appointment for interview with the applicant within a four (4) hour time frame after notice from the applicant, the Employer shall extend the time limits for the dispatch process by any amount of time in excess of four (4) hours if such delay was occasioned by the Employer's inability to establish a timely interview.
3.1.3 The chief Shop ▇▇▇▇▇▇▇ shall receive a copy ▇, via e-mail addresses provided to the City, of all Employer requests for dispatched applicants at hires, promotion, reclassifications and terminations within the same time or no later than when the request is sent to the Unionbargaining unit. The Employer shall direct the applicant Union agrees to submit the gold copy of the dispatch slip to the applicable provide a shop ▇▇▇▇▇▇▇ roster to Human Resources and notify HR of any changes to that roster via e-mail.
Section 6.6 All new employees will be required to complete a physical agility test prior to the establishment of the eligibility list. One of the following tests will be chosen prior to and posted in the job announcement. The test will be either the IAFC/IAFF CPAT as the City of Mesquite is able to accept as specified in Appendix C or the chief ▇▇▇▇▇▇▇ marked "hired" Mesquite Fire Rescue Physical Agility Test as specified in Appendix D.
Section 6.7 Each entry level hire shall be chosen from the top five (5) combined scores, in the event of a tie for the fifth (5th) position the list will be expanded beyond five (5) names to include all ties for fifth (5th) position. Each additional position shall expand the list by one (1) name.
Section 6.8 All initial hires shall be subject to a probationary period of twelve (12) months for fifty-six (56) hour per week employees and six (6) months for a forty (40) hour employee.
A. The City reserves the right to extend said probationary period for an additional six (6) months or "rejected”fraction thereof, not to exceed a total of eighteen (18) months. The employee will receive written documentation from the Chief specific to the deficiencies which led to this extension.
B. The Union shall be notified, in writing, of such extensions.
Section 6.9 Any full-time employee represented pursuant to this Agreement shall be eligible to test for any open position of similar or lower grade within the Department, subject to the following:
A. The employee must participate in all phases of the competitive examination process that other candidates for the same position participate in and meet the minimum scores as set forth prior to the testing;
B. The employee must meet all of the requirements of a confirmed firefighter.
C. In the event an applicant that a current eligibility list exists for the open position, no further application may be made or consideration given until the list expires or is discarded by the City; and
D. As set forth in Article 8, Section 8.3(F) a & b, seniority points shall form a part of the total possible examination score in the competitive testing process but it shall not hired, exceed five (5) points.
Section 6.10 Eligibility lists for the applicant available vacancy shall be established when the selection process is completed. The names of all applicants successfully completing all parts of the selection process will be provided with placed on an explanation of eligibility list in alphabetical order. Eligibility lists shall be available and posted for the Employer's reason(sfloor staff and shall remain in effect for one (1) year and may extend for his rejectionan additional six (6) months if requested by the City Manager and/or Fire Chief. The applicable shop ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall then notify City has the Union that right to retest if the position has been filled or that another dispatched applicant list is required. Single applicants shall be dispatched until exhausted and/or there are less than five (5) candidates on the position is filled or the seventy-two (72) hour allotted dispatch time frame (excluding weekends and holidays) has lapsed. All gold copies of applicant dispatch slips are to be filed by the chief ▇▇▇▇▇▇▇ as soon as the applicant is accepted or rejectedlist.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Hiring Procedures. 3.1.1 Both parties agree that prior to submitting a dispatch request to the hiring hall, the MOA shall recruit from employees represented by this agreement. Both parties further agree that prior to posting a vacancy to the public, the MOA will request a dispatch from the Union’s hiring hall according to D (below).
A. The Employer shall notify Union agrees to maintain a hiring hall and to solicit qualified workers, both Union and non-union, in order to fill MOA requisitions for workers. The MOA agrees to use the services of the hiring hall and will call upon the Union through its Business Agent when new employees are neededto furnish all qualified workers the MOA may require in the classifications covered by this Agreement, subject to the terms and conditions set forth in this Section 3.1.
B. Selection of applicants for referral to jobs shall be on a non-discriminatory basis and shall not be based on, or in any way affected by Union membership, bylaws, rules, regulations, constitutional provisions, or any other aspect or obligation of Union membership, policies or requirements. The Union agrees to not discriminate against non-union workers in referring workers to the MOA, and the MOA agrees not to discriminate against Union shall make every effort to supply satisfactory employees to the Employer. Classification specifications shall be the sole criteria for hiring. Should the Union fail to supply qualified employees within a seventy-two (72) hour period, excluding holidays and weekends, the Employer may employ any other person, and such person shall affiliate himself or herself with the Union on or before the 31st day of employment and shall remain a member workers in good standing. The above- mentioned seventy-two (72) hour time limit may be waived selecting job applicants referred by mutual consent of the Employer and the Union. The Union shall screen applicants to insure that such individuals are reasonably able to meet the Employer's job qualifications or minimum class specifications before the applicant is dispatched.
3.1.2 C. The name, address and phone number for MOA retains the appropriate Employer representative who is right to interview the dispatched reject any job applicant shall be listed in the request for dispatch sent to referred by the Union. Applicants referred to the Employer within the seventy-two (72) hour dispatch request procedure shall immediately call the appropriate Employer representative at ML&P or another covered department to schedule an appointment for interview. The Employer agrees to schedule each interview as quickly as possible. However, in .
D. In the event the Employer Union is unable to schedule an appointment for interview supply the MOA with qualified workers within forty-eight (48) hours (Friday, Saturday, Sunday and recognized holidays excluded) from when the call was received, the MOA may recruit workers from other sources. In this case, the MOA may recruit and hire pursuant to the provisions of the Municipal Personnel Rules (AMC 3.30). If the MOA hires outside of the hall, the MOA shall furnish the Union with the applicant within name(s) of any such workers hired, their classification, and date of hire.
E. The MOA may fill vacant positions by recall from layoff or by transfer, promotion, or demotion.
F. The MOA may fill vacant positions with existing bargaining unit members through departmental or Municipal recruitment announcements. Current temporary employees shall be eligible to apply for departmental and municipal vacant positions.
G. The Union and the MOA agree to disseminate to employees and applicants for employment, notice of these hiring arrangements.
H. Any alleged violation of this Article may be the subject of a four (4) hour time frame after notice grievance under Article 7 of this Agreement.
I. If the MOA hires from the applicanthall, the Employer MOA shall extend furnish the time limits Union with the name, classification, and date of hire for the dispatch process by any amount of time in excess of four (4) hours if such delay was occasioned by the Employer's inability to establish a timely interview.
3.1.3 The chief ▇▇▇▇▇▇▇ shall receive a copy of all Employer requests for dispatched applicants at the same time or selected individual no later than when one week following the request is sent to the Union. The Employer shall direct the applicant to submit the gold copy of the dispatch slip to the applicable shop ▇▇▇▇▇▇▇ or the chief ▇▇▇▇▇▇▇ marked "hired" or "rejected”. In the event an applicant is not hired, the applicant will be provided with an explanation of the Employeremployee's reason(s) for his rejection. The applicable shop ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall then notify the Union that the position has been filled or that another dispatched applicant is required. Single applicants shall be dispatched until the position is filled or the seventy-two (72) hour allotted dispatch time frame (excluding weekends and holidays) has lapsed. All gold copies of applicant dispatch slips are to be filed by the chief ▇▇▇▇▇▇▇ as soon as the applicant is accepted or rejectedhire date.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Hiring Procedures. 3.1.1 Section 6.1 The Employer City shall notice all position openings referenced in Article 1, Section 1.1 in accordance with City policy and shall advise the Union in writing of such notice. Notice of all bargaining unit vacancies shall be posted for not less than fourteen (14) calendar seven (7) working days prior to filling the position. Posting locations will be clearly recognizable in each City facility.
Section 6.2 The Union may refer applicants for open positions.
Section 6.3 Membership or non-membership with the Union shall not constitute any criteria for employment with the City.
Section 6.4 Employment with the City shall be based solely upon competitive examination except as otherwise specifically provided herein.
Section 6.5 The City shall notify the Union through its Business Agent when new employees are needed, and the Union shall make every effort to supply satisfactory employees to the Employer. Classification specifications shall be the sole criteria for hiring. Should the Union fail to supply qualified employees within a seventy-two (72) hour period, excluding holidays and weekends, the Employer may employ any other person, and such person shall affiliate himself or herself with the Union on or before the 31st day of employment and shall remain a member in good standing. The above- mentioned seventy-two (72) hour time limit may be waived by mutual consent of the Employer and the Union. The Union shall screen applicants to insure that such individuals are reasonably able to meet the Employer's job qualifications or minimum class specifications before the applicant is dispatched.
3.1.2 The name, address and phone number for the appropriate Employer representative who is to interview the dispatched applicant shall be listed in the request for dispatch sent to the Union. Applicants referred to the Employer within the seventy-two (72) hour dispatch request procedure shall immediately call the appropriate Employer representative at ML&P or another covered department to schedule an appointment for interview. The Employer agrees to schedule each interview as quickly as possible. However, in the event the Employer is unable to schedule an appointment for interview with the applicant within a four (4) hour time frame after notice from the applicant, the Employer shall extend the time limits for the dispatch process by any amount of time in excess of four (4) hours if such delay was occasioned by the Employer's inability to establish a timely interview.
3.1.3 The chief Shop ▇▇▇▇▇▇▇ shall receive a copy ▇, via e-mail addresses provided to the City, in writing, of all Employer requests for dispatched applicants at hires, promotion, reclassifications and terminations within the same time or no later than when the request is sent to the Unionbargaining unit. The Employer shall direct the applicant Union agrees to submit the gold copy of the dispatch slip to the applicable provide a shop ▇▇▇▇▇▇▇ roster to Human Resources and notify HR of any changes to that roster via e-mail.
Section 6.6 All new employees will be required to complete a physical agility test prior to the establishment of the eligibility list. One of the following tests will be chosen prior to and posted in the job announcement. The test will be either the IAFC/IAFF CPAT as the City of Mesquite is able to accept as specified in Appendix C or the chief ▇▇▇▇▇▇▇ marked "hired" Mesquite Fire Rescue Physical Agility Test as specified in Appendix D.
Section 6.7 All entry level hires shall be chosen from the top five (5) combined scores, in the event of a tie for the fifth (5th) position the list will be expanded beyond five (5) names to include all ties for fifth (5th) position. Each additional position shall expand the list by one (1) name.
Section 6.8 All initial appointments shall be subject to a probationary period of twelve (12) months.
A. The City reserves the right to extend said probationary period for an additional six (6) months or "rejected”fraction thereof, not to exceed a total of eighteen (18) months. The employee will receive written documentation from the Chief specific to the deficiencies which led to this extension.
B. The Union shall be notified, in writing, of such extensions.
Section 6.9 Any full-time employee represented pursuant to this Agreement shall be eligible to test for any open position of similar or lower grade within the Department, subject to the following:
A. The employee must participate in all phases of the competitive examination process that other candidates for the same position participate in and meet the minimum scores as set forth prior to the testing;
B. The employee must meet all of the requirements of a confirmed firefighter. posted in the job description;
C. In the event an applicant that a current eligibility list exists for the open position, no further application may be made or consideration given until the list expires or is discarded by the City; and
D. As set forth in Article 8, Section 8.3(F) a & b, seniority points shall form a part of the total possible examination score in the competitive testing process but it shall not hired, exceed five (5) points.
Section 6.10 Eligibility lists for the applicant available vacancy may be established when the selection process is completed. The names of all applicants successfully completing all parts of the selection process will be provided with placed on an explanation of eligibility list. Eligibility lists shall be available and shall remain in effect for one (1) year and may extend for an additional six (6) months if requested by the Employer's reason(s) for his rejectionCity Manager and/or Fire Chief. The applicable shop ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall then notify City has the Union that right to retest if the position has been filled or that another dispatched applicant list is required. Single applicants shall be dispatched until exhausted and/or there are less than five (5) candidates on the position is filled or the seventy-two (72) hour allotted dispatch time frame (excluding weekends and holidays) has lapsed. All gold copies of applicant dispatch slips are to be filed by the chief ▇▇▇▇▇▇▇ as soon as the applicant is accepted or rejectedlist.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Hiring Procedures. 3.1.1 Section 6.1 The Employer City shall notice all position openings referenced in Article 1, Section 1.1 in accordance with City policy and shall advise the Union in writing of such notice. Notice of all bargaining unit vacancies shall be posted for not less than fourteen (14) calendar days prior to filling the position. Posting locations will be clearly recognizable in each City facility.
Section 6.2 The Union may refer applicants for open positions.
Section 6.3 Membership or non-membership with the Union shall not constitute any criteria for employment with the City.
Section 6.4 Employment with the City shall be based solely upon competitive examination except as otherwise specifically provided herein.
Section 6.5 The City shall notify the Union through its Business Agent when new employees are needed, and the Union shall make every effort to supply satisfactory employees to the Employer. Classification specifications shall be the sole criteria for hiring. Should the Union fail to supply qualified employees within a seventy-two (72) hour period, excluding holidays and weekends, the Employer may employ any other person, and such person shall affiliate himself or herself with the Union on or before the 31st day of employment and shall remain a member in good standing. The above- mentioned seventy-two (72) hour time limit may be waived by mutual consent of the Employer and the Union. The Union shall screen applicants to insure that such individuals are reasonably able to meet the Employer's job qualifications or minimum class specifications before the applicant is dispatched.
3.1.2 The name, address and phone number for the appropriate Employer representative who is to interview the dispatched applicant shall be listed in the request for dispatch sent to the Union. Applicants referred to the Employer within the seventy-two (72) hour dispatch request procedure shall immediately call the appropriate Employer representative at ML&P or another covered department to schedule an appointment for interview. The Employer agrees to schedule each interview as quickly as possible. However, in the event the Employer is unable to schedule an appointment for interview with the applicant within a four (4) hour time frame after notice from the applicant, the Employer shall extend the time limits for the dispatch process by any amount of time in excess of four (4) hours if such delay was occasioned by the Employer's inability to establish a timely interview.
3.1.3 The chief Shop ▇▇▇▇▇▇▇ shall receive a copy ▇, via e-mail addresses provided to the City, of all Employer requests for dispatched applicants at hires, promotion, reclassifications and terminations within the same time or no later than when the request is sent to the Unionbargaining unit. The Employer shall direct the applicant Union agrees to submit the gold copy of the dispatch slip to the applicable provide a shop ▇▇▇▇▇▇▇ roster to Human Resources and notify HR of any changes to that roster via e-mail.
Section 6.6 All new employees will be required to complete a physical agility test prior to the establishment of the eligibility list. One of the following tests will be chosen prior to and posted in the job announcement. The test will be either the IAFC/IAFF CPAT as the City of Mesquite is able to accept as specified in Appendix C or the chief ▇▇▇▇▇▇▇ marked "hired" Mesquite Fire Rescue Physical Agility Test as specified in Appendix D.
Section 6.7 All entry level hires shall be chosen from the top five (5) combined scores, in the event of a tie for the fifth (5th) position the list will be expanded beyond five (5) names to include all ties for fifth (5th) position. Each additional position shall expand the list by one (1) name.
Section 6.8 All initial appointments shall be subject to a probationary period of twelve (12) months.
A. The City reserves the right to extend said probationary period for an additional six (6) months or "rejected”fraction thereof, not to exceed a total of eighteen (18) months. The employee will receive written documentation from the Chief specific to the deficiencies which led to this extension.
B. The Union shall be notified, in writing, of such extensions.
Section 6.9 Any full-time employee represented pursuant to this Agreement shall be eligible to test for any open position of similar or lower grade within the Department, subject to the following:
A. The employee must participate in all phases of the competitive examination process that other candidates for the same position participate in and meet the minimum scores as set forth prior to the testing;
B. The employee must meet all of the requirements of a confirmed firefighter.
C. In the event an applicant that a current eligibility list exists for the open position, no further application may be made or consideration given until the list expires or is discarded by the City; and
D. As set forth in Article 8, Section 8.3(F) a & b, seniority points shall form a part of the total possible examination score in the competitive testing process but it shall not hired, exceed five (5) points.
Section 6.10 Eligibility lists for the applicant available vacancy may be established when the selection process is completed. The names of all applicants successfully completing all parts of the selection process will be provided with placed on an explanation of eligibility list. Eligibility lists shall be available and shall remain in effect for one (1) year and may extend for an additional six (6) months if requested by the Employer's reason(s) for his rejectionCity Manager and/or Fire Chief. The applicable shop ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall then notify City has the Union that right to retest if the position has been filled or that another dispatched applicant list is required. Single applicants shall be dispatched until exhausted and/or there are less than five (5) candidates on the position is filled or the seventy-two (72) hour allotted dispatch time frame (excluding weekends and holidays) has lapsed. All gold copies of applicant dispatch slips are to be filed by the chief ▇▇▇▇▇▇▇ as soon as the applicant is accepted or rejectedlist.
Appears in 1 contract
Sources: Collective Bargaining Agreement