Hiring Process Clause Samples
The Hiring Process clause outlines the procedures and requirements for recruiting and onboarding new employees or contractors. It typically details steps such as job posting, candidate screening, interviews, background checks, and the issuance of offer letters. By establishing a clear and standardized approach to hiring, this clause ensures consistency, fairness, and compliance with relevant laws, thereby reducing the risk of disputes or discriminatory practices.
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Hiring Process. Using a common set of criteria, principals, in consultation with the SIC, shall begin to identify applicants to be interviewed while waiting for the transfer period to close. The schools are strongly encouraged to review all teachers hired on year to year contracts that have been recommended for interviews, are qualified for the position, and have expressed an interest in the school. Upon receiving the transfer requests, the principal, in consultation with the SIC, shall review all transfer requests and select candidates to be interviewed. In the event that three (3) or more qualified career teachers have submitted a transfer request for the position, the interviews shall first be limited to the career teachers. If fewer than three (3) qualified career teachers have applied, the principal may request additional outside recruitment and consider applicants from outside the district along with any career teachers and teachers on year to year contracts recommended for interviews.
Hiring Process. When a vacancy occurs for any present or new classification covered by this Agreement, a notice of the vacancy shall be posted in all areas for a period of seven (7) days. Employees may apply in writing to fill the vacancy and employees selected by the Employer will be given a trial period in accordance with Article 11 to try out the vacancy. The Employer, before hiring additional staff within a classification will provide available hours to present employees who have made themselves available, according to seniority.
(a) Where the Union desires to institute a dispatch hall in any zone covered by a wage appendix in this Collective Agreement, it will so advise the Employer. The following will then apply:
(b) The Union will each month provide the Employer with an “available members list,” including classifications of members who are on lay-off and who are registered with the Union. When a member registers the member will fill out a “profile sheet” which includes the member’s employment related information, such as the member’s qualifications and prior work experience.
(c) Along with the available members list, the Union will send out copies of the profile sheets for the members whose names appear on the list.
(d) When the Employer intends to hire to fill a vacancy or a newly created position, the Employer will first consider those members whose names appear on the current available members list.
(e) Notwithstanding (d) above, the Employer is entitled to choose a person to fill a position which the Employer considers to be the best qualified and most suitable.
(f) When the Employer hires a member whose name appears on the list, the Employer will immediately notify the Union office so that the member’s name can be struck from the list.
Hiring Process.
(a) All staff for positions within the bargaining unit will be hired by the Employer.
(b) Prior to such hiring, the Employer will provide a copy of the application to a designate appointed by the Union.
(c) The application shall be in a form mutually agreed between the Union and Employer.
(d) Upon hiring, the Employer shall immediately advise the union designate in writing of the new employee's name, current mailing address, and job classification.
(e) All employees shall, as a condition of continued employment become members of the Union and maintain such membership (subject only to the provisions of Section 17 of the Labour Relations Code of British Columbia).
Hiring Process. Where the Union desires to institute a dispatch hall relative to the Delta Vancouver Airport Hotel, it will so advise the Management of the Hotel. The following will then apply:
(a) The Union will, each month, provide the Employer with an "available members list", including classifications of members who are on lay-off from the Delta Vancouver Airport Hotel and who are registered with the Union dispatch hall. When a member registers with the dispatch hall, he will fill out a "profile sheet" which includes his employment related information, such as his qualifications and prior work experience.
(b) Along with the available members list, the Union will send out copies of the profile sheets for the members whose names appear on the list.
(c) When the Employer intends to hire to fill a vacancy or a newly created position, the Employer will first consider those members whose names appear on the current available members list. The Employer is entitled to choose a candidate which the Employer considers to be the best qualified and most suitable.
(d) When the Employer hires a member whose name appears on the list, the Employer will immediately notify the dispatch hall so that the member's name can be struck from the list.
Hiring Process. All vacancies and new positions in the bargaining unit which are known in advance of the date they are required will be posted in all departments, for a period of ten (1 0) days in order that employees currently on payroll may have the opportunity to apply to fill the opening. A copy of all postings shall be given to the Shop Chairperson or the Shop Stewards.
Hiring Process. 10.01 a) Human Resources Services shall be responsible for the screening of candidates. Successful candidates shall be included on the Board’s casual supply list.
Hiring Process. SMC shall articulate the qualifications for a Salaried Adjunct Faculty position in its sole discretion. Upon receiving approval to fund a Salaried Adjunct position, the Department shall post the position online, including qualifications, internally for unit members for fourteen (14) days. If one or more qualified unit members apply, the College will award the position to a unit member. Seniority shall be the deciding factor between comparably qualified Bargaining Unit faculty members. If the decision regarding qualification is questioned, the matter may be appealed to the ▇▇▇▇▇▇▇. Decisions pertaining to qualifications are not subject to the Grievance and Arbitration provisions of this Agreement. After fourteen (14) days, the position may be posted for external applications.
Hiring Process. (a) Where the Union desires to institute a dispatch hall in any zone covered by a wage appendix in this Collective Agreement, it will so advise Hospitality Industrial Relations. The following will then apply:
(b) The Union will each month provide each Employer in the zone with an "available members list," including classifications of members who are on lay-off from hotels in that zone and who are registered with the Union. When a member registers the member will fill out a "profile sheet" which includes the member's employment related information, such as the member's qualifications and prior work experience.
(c) Along with the available members list, the Union will send out copies of the profile sheets for the members whose names appear on the list.
(d) When the Employer intends to hire to fill a vacancy or a newly created position, the Employer will first consider those members whose names appear on the current available members list.
(e) Openings in classifications which are known in advance of the date they are required will be posted with the work schedules for a period of five (5) days in order that employees currently on payroll may have the opportunity to apply to fill the opening.
(f) Notwithstanding (d) and (e) above, the Employer is entitled to choose a person to fill a position which the Employer considers to be the best qualified and most suitable.
(g) When the Employer hires a member whose name appears on the list, the Employer will immediately notify the Union office so that the member's name can be struck from the list.
Hiring Process. 20.1 Each year the Human Resources administrator will assess District staffing needs and consult with District administrators and the SEA President on the anticipated areas of critical staffing need. Critical staffing needs shall be defined as those positions in which there is anticipated to be a significant shortage of quality staff or those which address Board/Superintendent priorities. In the areas of mutually agreed critical need, an exception to the District’s normal hiring practices guidelines shall be granted to allow the Human Resources administrator or his or her designee to offer conditional contracts, while in recruitment venues, for the purpose of securing high quality staff to fill District critical staffing needs. Such exceptions to the District’s hiring practices shall not exceed 10% of the total open positions annually as projected and provided to the SEA President by April 15, June 30 and August 15.
20.2 The District recognizes the importance of hiring high quality certificated personnel for our schools and the importance of staff involvement in the selection process. Staff will have influence in the selection of personnel who will be working in their school. Each worksite administrator and/or school principal will work cooperatively with his or her staff to determine staff representation in the selection process. When selecting specialists, e.g., music, counselors, SLP, School Psychologists, TOSAs etc., every effort will be made to include a building-based representative from that discipline in the selection process. The representative from the specialty discipline is invited to participate in the selection process for the purpose of sharing his or her technical expertise. To assist work sites and schools, the District will solicit a pool of volunteer specialists, by discipline, who will serve as needed in the selection process. Worksites and schools are also advised to insure that they have staff representatives identified who are willing to serve in the selection process during summer months or other vacation periods.
Hiring Process. As a Client, you will select a Freelancer to be employed by the Staffing Provider and assigned to work for you via Upwork Payroll. No work can begin until the engagement is active on the Upwork Site, and Client is informed that the Freelancer has started employment and may begin work. After Freelancer’s employment begins, Client will continue to pay for each Freelancer’s services through the Site unless Client pays the Opt-Out Fee.