Interview results Sample Clauses

The 'Interview results' clause defines how the outcomes of interviews conducted as part of a process—such as hiring, research, or evaluation—are to be handled and communicated. It typically specifies who will receive the results, the format in which they will be delivered, and any confidentiality or data protection requirements that apply. This clause ensures that all parties understand the procedures for sharing and using interview findings, thereby promoting transparency and protecting sensitive information.
Interview results. The full term of the apprenticeship program shall be four (4) years from the time of being accepted as an apprentice and the rate increases ordinarily granted during this period shall be as outlined. At the end of the training period, providing that the apprentice can satisfactorily perform the journey- person’s duties in the classification in which she has been trained and successfully receives their ticket, the apprentice will receive the full journeyperson’s rate. Employees who have achieved a certain number of credits or previous experience shall be paid the wage rate for the period in which such credit advances him. Skilled trades currently holding a certificate will not be eligible unless the maintenance coverage in the plant is sufficient to meet the production demands. Performance will be reviewed during the apprenticeship program and poor performers will be returned to their previous position, if applicable. When an employee has successfully completed an apprenticeship, he shall have his seniority recognized in the maintenance department equal to the time in the maintenance department. In the event of a lay-off, when holding a journeyman’s ticket, bumping will be completed as per Article 14. In the event of a lay-off during the apprenticeship, the apprentice will revert back to her plant seniority for bumping, outside of the maintenance department. SIGNED AT TRENTON, ONTARIO THIS 20th DAY OF DECEMBER 2006. FOR THE UNION FOR THE COMPANY BETWEEN: NESTLÉ CANADA INC. TRENTON FOODSERVICE PLANT Notwithstanding Article 17.02 and 17.03, an alternative shift schedule may be introduced at the discretion of the Company where production requirements require a seven (7) day production schedule for not less than four (4) weeks. The decision will be driven by volume, and capacity to produce the volume in order to maintain a competitive advantage. If introduced, the alternative shift schedule will apply only to employees within the affected area of operation including the necessary support groups. Before the implementation of the alternative shift schedule, the Company will advise the Union three (3) weeks in advance wherever practicable. A work week shall be between 0001 hours Monday to 2400 hours Sunday. Full-time seniority employees would be scheduled for one hundred and sixty (160) hours of available work over a four (4) week period and consistent with Article 17.01 it cannot be construed as a guarantee. Under the alternative shift schedule work week, Saturda...
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Interview results. The full term of the apprenticeship program shall be four (4) years from the time of being accepted as an apprentice and .the rate increases ordinarily granted during this period shall be as outlined. TIME IN ROLE $2 ,00 less full rate $1.50 less full rate $1.00 less fuII rate $0.50 less ftill rate At the end of the training period, providing that the apprentice can satisfactorily perform the. journey� per.son's duties in the classification in which She has been .trained and. successfu.lly receives the1r ticket, the apprentice will receive the full journeyperson's rate. Employees who have achieved a c�rtain number of credits or previous experience shali be paid the wage rate for the period in which such credit advances him. Skilled trades currently holding a certificate will not be eligible unless the maintenance coverage in the plc;nt is .sufficient ▇▇.▇▇▇▇ the production demands. Performance will be reviewed c!uring the c1pprenticeship program and poor performers wl!I be returned to their previous position. if applicable. When an employee has successfully completed an apprenticeship, he .shalt have his seniority recognized in the maintenance department equal to the time in the maintenance department. rn the event of a lay-off, when holding a journeyman's ticket, bumping wlil be completed as per Article 14. In the event of a lay-off during the apprenticeship, the apprentice will revert back to her plant seniority for bumping, outside of the maintenance. department. Signed at Trenton, Ontario this 11111 ctay ofNovember, 2016: ▇▇▇▇▇▇▇: ▇▇▇▇▇▇ ▇▇▇▇▇▇ INC. TRENTON FOODSERVICE PLANT NESTLE TRENTON Al��� N �fNAL FEDERATiON i:i%��������;otNli:. L f
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Interview results. This section reports on the issues raised and summarizes the results of the experts’ interviews. The interviews were structured around four main questions.
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Interview results. Unless all applicants are not qualified, vacancies which are to be filled will be filled no later than thirty (30) calendar days after the closing date of the posting. Written notice of the decision will be forwarded to each applicant and the Union when the decision is made. This paragraph shall not be subject to the grievance procedure.
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Interview results. Where the above are relatively equal, seniority will govern. The full term of the apprenticeship pro- gram shall be four (4) years from the time of being accepted as an apprentice and the rate increases ordinarily granted during this period shall be as outlined. year year less full rate less full rate less full rate At the end of the training providing that the apprentice can satisfactorily perform the jour- ney person'sduties in the in he has been trained and successfully receives their ticket, the apprentice will receive the full journey person's rate. Employees who have achieved a certain number of credits or previous experience shall be paid the wage rate the in which such credit him. Forthe Union a) In the event of the complete and permanent closure of all the Company's pro- duction lines at its factory in an employee who does not accept transfer in or to another Nestle factory in the province of Ontario and is released from employment as a result thereof, shall be entitled to sever- ance pay based on the following: Less than weeks pay for each years completed year of service years but less weeks pay for each than years completed year of service years but less weeks pay for each than years completed year of service years weeks pay for each completed year of service Incomplete years of service shall be proratedto the nearest month. Each week of severance pay for full- time employees shall be calculated by multi- plying the employee's regular straight time hourly rate at the time of termination by Severance payments shall not be made: a) To employees who are discharged for just cause. To employees who voluntarily resign. In the event of closing due to Acts of God, war, disaster, or any other reason of similar nature and beyond the control of the Company. In order to qualify for severance pay, employees shall continue to work in a satis- factory manner as long as required. The weeks of severance allowance plus earned vacation will not exceed the number of weeks remaining to the employ- ee's normal retirement date. Severance payable under this section shall be deemed to include any severance pay as may be required under any Ontario legislation. ▇▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇ Where a seniority employee's regular job becomes such employee will acquire the right to displace less senior employees. The following procedure would
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Related to Interview results

  • Interview Questions Explanation Why do you want to be a Board member? What specific skills would you bring to the Board? Please give specific examples of your ability in interpersonal relationships and teamwork. What do you see as the role of a Board member? What have you done to prepare yourself for the challenges of being a Board member? Interview questions are at the Board's sole discretion. This list is not exhaustive, but it may help the Board tailor its questions toward finding a candidate who will approach Board membership with a clear understanding of its demands and expectations along with a constructive attitude toward the challenge. The Board may also want to consider allowing an equal amount of time for each interview. Please describe your previous community or non-profit experiences. What areas in the district would you like to see the Board strengthen? See IASB's Recruiting School Board Candidates, available at: ▇▇▇.▇▇▇▇.▇▇▇/▇▇▇▇▇▇▇▇/▇▇▇▇▇▇▇▇▇▇.▇▇▇ A prospective candidate to fill a vacancy may raise other specific issues that the Board will want to cover during an interview. What is your availability to meet the time, training commitments, and other responsibilities required for Board membership? Describe what legacy you would like to leave behind. In each interview, the Board President will: Introduce Board members to the candidate at the beginning of the interview. Describe the Board's interview process, selection process, and ask the candidate if he or she has questions about the Board's process for filling a vacancy by appointment. Describe the District's philosophy or mission statement. Describe the vacancy for the candidate by reviewing the: (1) qualifications, and (2) general duties and responsibilities of the Board and the Board members, including fiduciary responsibilities, conflict of interest, ethics and gift ban, and general Board member development. Begin asking the interview questions that the Board developed. Ask the candidate whether he or she has any questions for the Board. Thank the candidate and inform the candidate when the Board expects to make a decision and how the candidate will be contacted regarding the Board's decision. The Board President will lead the Board as it interviews prospective candidates. See Board policy 2:110, Qualifications, Term, and Duties of Board Officers. The president presides at all meetings. 105 ILCS 5/10-13. The Board may also want to consider allowing an equal amount of time for each interview. Fill vacancy by a vote during an open meeting of the Board before the 60th day (105 ILCS 5/10-10, amended by P.A. 101-67, eff. 1-1-20). Announcement Explanation The Board appointed [appointee's name] to fill the vacancy on the Board. The appointment will be from [date] to [date]. The Board previously established qualifications for the appointee in a careful and thoughtful manner. [Appointee's name] meets these qualifications and has demonstrated the willingness to accept the duties and responsibilities of a Board member. [Appointee's name] brings a clear understanding of the demands and expectations of being a Board member along with a constructive attitude toward the challenge. The contents of the appointment announcement and length of time it is displayed are at the Board's sole discretion. The Board may want to consider announcing the appointment during its meeting and also by posting it in the same places that it posted the vacancy announcement. See Board policy 8:10, Connection with the Community. See Board policy 2:80, Board Member Oath and Conduct. Each individual, before taking his or her seat on the Board, must take an oath in substantially the form given in 105 ILCS 5/10-16.5. See Board policy 2:120, Board Member Development, and 2:120-E, Guidelines for Serving as a Mentor to a NewSchool Board Member. Orientation assists new Board members to learn, understand, and practice effective governance principles. See the IASB Foundational Principles of Effective Governance, available at: ▇▇▇.▇▇▇▇.▇▇▇/▇▇▇▇▇▇▇▇▇▇_▇▇▇▇▇.▇▇▇. DATED : December 16, 2019

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program." "No employee shall be required or permitted to make any written or verbal agreement with the Hospital or its which conflicts with the terms of this agreement. No individual employee or group of employees shall undertake to represent the union at meetings with the Hospital without proper authorization from the union."

  • Review Report Within 5 Business Days after the end of the applicable Asset Representations Review period under Section 3.03(b), the Asset Representations Reviewer will deliver to the Issuer, the Administrator, the Servicer, the Depositor and the Indenture Trustee a report indicating for each Review Receivable whether there was a Test Pass, Test Fail or Test Complete for each related Test (a “Review Report”). For each Test Fail or Test Complete, the Review Report will indicate the related reason, including (for example) whether the Review Receivable was a Test Fail as a result of missing or incomplete Review Materials. The Review Report will contain a summary of the Asset Representations Review results to be included in the Issuer’s Form 10-D report for the Collection Period in which the Review Report is received. The Asset Representations Reviewer will ensure that the Review Report does not contain any PII. On reasonable request of the Servicer, the Asset Representations Reviewer will provide additional details on the Test results.