Human Resource Department Sample Clauses

The 'Human Resource Department' clause defines the roles, responsibilities, and authority of the Human Resource (HR) department within an organization. Typically, this clause outlines the HR department's duties such as recruitment, employee relations, benefits administration, and compliance with labor laws. It may also specify the department's involvement in policy enforcement and dispute resolution. The core function of this clause is to clearly delineate the scope of the HR department's authority and responsibilities, ensuring organizational clarity and efficient management of personnel matters.
Human Resource Department. Designates, according to the context, one of the following units: • Employment and Organizational Effectiveness; • Payroll; • Employee and Labour relations; • Direct Compensation; • Indirect Compensation.
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Human Resource Department. The principals will provide the Human Resource Department with a listing of teachers and their status in the evaluation process.
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Human Resource Department. If the decision as rendered in Step 1 is not satisfactory, written notice of intention to appeal must be presented to the Human Resource Department on a Step 2 grievance form supplied in triplicate by the Company signed by the employee and his committee person within two regular working days following the Production Manager or designate’s reply. The written grievance shall state, in detail, the Article(s) still alleged to have been violated and specific action to be taken. The Grievance Committee and will discuss the grievance in a meeting with the Human Resources Manager, and/or designates, within three regular working days of receipt of the written Step 2 form. At this meeting an international officer of the Union may be present if his presence is requested by either the Union or the Company. The written reply of the Human Resource Department will be given within three working days of such meeting. A meeting shall be held to discuss and disclose all pertinent facts regarding the case to be decided. The meeting will be within five regular working days following receipt of the Human Resource Departments reply, unless a longer period has been agreed upon by the conferring parties. At this meeting, the Grievance Committee, an International Officer of the Union, Company Representatives, and the Plant Manager, or designate, will be present. The Company’s reply will be given to the Plant Committee Chairperson within five regular working days of the meeting.
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Related to Human Resource Department

  • Human Resources (i) Advice and assistance in relation to the staffing of Party B, including assistance in the recruitment, employment and secondment of management personnel, administrative personnel and staff of Party B; (ii) Training of management, staff and administrative personnel; (iii) Assistance in the development of sound payroll administrative controls in Party B; (iv) Advice and assistance in the relocation of management and staff of Party B;

  • Department The Massachusetts Department of Public Utilities or any successor state agency.

  • Department Review The parties shall resolve disputes through written submission of their dispute to the Department’s Contract Manager. The Department shall respond to the dispute in writing within ten (10) Business Days from the date that the Department’s Contract Manager receives the dispute. The Department’s decision shall be final unless a party provides the other party with written notice of the party’s disagreement with the decision within ten (10) Business Days from the date of the Department’s decision. If a party disagrees with the Department’s decision, the party may proceed to subsection (b) below.

  • Department Responsibilities The use of sick leave may properly be denied if these procedures are not followed. Abuse of sick leave on the part of the employee is cause for disciplinary action. Departmental approval of sick leave is a certification of the legitimacy of the sick leave claim. The department head or designee may make reasonable inquiries about employee absences. The department may require medical verification for an absence of three (3) or more working days. The department may also require medical verification for absences of less than three (3) working days for probable cause if the employee had been notified in advance in writing that such verification was necessary. Inquiries may be made in the following ways: 1. Calling the employee's residence telephone number or other contact telephone number provided by the employee if telephone notification was not made in accordance with departmental sick leave call-in guidelines. These inquiries shall be subject to any restrictions imposed by the employee. 2. Obtaining the employee's signature on the Absence/Overtime Record, or on another form established for that purpose, as employee certification of the legitimacy of the claim. 3. Obtaining the employee's written statement of explanation regarding the sick leave claim. 4. Requiring the employee to obtain a physician's certificate or verification of the employee's illness, date(s) the employee was incapacitated, and the employee's ability to return to work, as specified above. 5. In absences of an extended nature, requiring the employee to obtain from their physician a statement of progress and anticipated date on which the employee will be able to return to work, as specified above. Department heads are responsible for establishing timekeeping procedures which will insure the submission of a time card covering each employee absence and for operating their respective offices in accordance with these policies and with clarifying regulations issued by the Office of the County Administrator. To help assure uniform policy application, the Human Resources Director or designated management staff of the County Human Resources Department should be contacted with respect to sick leave determinations about which the department is in doubt.

  • Department Chairpersons 17.1 In each elementary, middle and senior high school, the need for department chairpersons/team leaders shall be determined by the principal. Each such department chairperson/team leader shall be appointed for one (1) academic year. If possible, such appointment should be made prior to the end of the preceding academic year. Teachers shall have the right to refuse such appointment. Team leaders will have coordinating and planning functions for their teams and shall serve as liaison between their teams and the principal. They shall not be considered administrative employees. 17.2 When feasible, and after consultation with them, department chairpersons and team leaders will be provided with release time commensurate with the responsibilities assigned to them by their principal.