INTERVIEWING AND HIRING Sample Clauses

The INTERVIEWING AND HIRING clause outlines the procedures and standards for recruiting, interviewing, and selecting candidates for employment. It typically details the steps involved in the hiring process, such as advertising job openings, screening applicants, conducting interviews, and making final hiring decisions, often specifying who is responsible for each stage. This clause ensures a consistent and fair approach to hiring, helping to prevent discrimination and promote transparency in employment practices.
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INTERVIEWING AND HIRING. The parties believe that the best educational environment exists within a framework of cooperation and collaboration among staff members. It is the further belief that those persons with the most familiarity of a particular position, as well as those persons who work most closely with the person in that position, have a valuable insight into which candidate might best add to the educational climate by filling said vacant position. In light of these beliefs the parties agree that: A. All formal interviews for new certified staff members shall be conducted by an Interview Team. It will be the responsibility of the Superintendent or designee to assemble Bargaining Unit Members for the Interview Team. This will provide the opportunity for the Interview Team to consist of administrators and a minimum of two (2) Bargaining Unit Members. B. At the conclusion of each set of interviews, the Interview Team shall make its recommendations for hiring based upon the interview process. C. This article excludes interviewing for Superintendent or Treasurer and is recommended but optional for other administrative positions.
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INTERVIEWING AND HIRING. The parties believe that the best educational environment exists within a framework of cooperation and collaboration among staff members. It is the further belief that those persons with the most familiarity of a particular position, as well as those persons who work most closely with the person in that position, have a valuable insight into which candidate might best add to the educational climate by filling said vacant position. In light of these beliefs the parties agree that: A. All formal interviews for new certified staff members shall be conducted by an Interview Team. The Superintendent shall inform the President or Vice-President of the Association or his/her designee of a scheduled interview(s), and the opportunity to attend and participate. It will be the responsibility of the Association Superintendent or designee to assemble Bargaining Unit Members for the Interview Team. This will provide the opportunity for the Interview Team to consist of administrators and a minimum of two (2) up to four (4)
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Related to INTERVIEWING AND HIRING

  • Interviewing Opportunity A representative of the Union or ▇▇▇▇▇▇▇ shall be given an opportunity to interview each new Employee within regular working hours, without loss of pay, for a maximum of thirty (30) minutes during the first month of employment for the purpose of acquainting the new Employee with the benefits and duties of Union membership and its responsibilities and obligations to the Employer and the Union.

  • Religious Objections Any employee who is a member of a bonafide religion, body, or sect which has historically held conscientious objections to joining or financially supporting public employee organizations shall not be required to join or financially support the organization. Such employee shall, in lieu of periodic dues or agency shop fees, pay sums equal to said amounts to a non-religious, non-labor charitable fund exempt from taxation under Section 501(c)(3) of the Internal Revenue Code, which has been selected by the employee from a list of such funds designated by the City and the Association in a separate agreement. Such payments shall be made by payroll deduction as a condition of continued exemption from the requirements of financial support to the Association and as a condition of continued employment.

  • 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."

  • Training and Orientation (a) No employee shall be required to work on any job or operate any piece of equipment until they have received proper training and instruction. (b) The Employer shall provide sufficient and adequate training and/or orientation to any employee working in a new or unfamiliar work area or position.

  • Recruitment When advertising for employees, the contractor will include in all advertisements for employees the notation: "An Equal Opportunity Employer." All such advertisements will be placed in publications having a large circulation among minorities and women in the area from which the project work force would normally be derived. a. The contractor will, unless precluded by a valid bargaining agreement, conduct systematic and direct recruitment through public and private employee referral sources likely to yield qualified minorities and women. To meet this requirement, the contractor will identify sources of potential minority group employees, and establish with such identified sources procedures whereby minority and women applicants may be referred to the contractor for employment consideration. b. In the event the contractor has a valid bargaining agreement providing for exclusive hiring hall referrals, the contractor is expected to observe the provisions of that agreement to the extent that the system meets the contractor's compliance with EEO contract provisions. Where implementation of such an agreement has the effect of discriminating against minorities or women, or obligates the contractor to do the same, such implementation violates Federal nondiscrimination provisions. c. The contractor will encourage its present employees to refer minorities and women as applicants for employment. Information and procedures with regard to referring such applicants will be discussed with employees.