Job Application Sample Clauses

A Job Application clause outlines the requirements and procedures for individuals seeking employment with an organization. It typically specifies the necessary documents, such as resumes or cover letters, and may detail the process for submitting applications, including deadlines and acceptable formats. This clause ensures that all applicants are aware of the expectations and steps involved, promoting fairness and consistency in the hiring process.
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Job Application. 6.4.5.1 The Contractor shall include on its employment application form (for those who are applying for SEPTA-related work) a question asking the applicant whether such applicant has a record of any conviction for driving under the influence (DUI), and for any felony or misdemeanor. 6.4.5.2 Contractor shall not employ as a driver in SEPTA-related work any person who indicates on the application form that he or she has a current record of any conviction at any time for DUI or for any felony or misdemeanor listed in Paratransit Driver Crimes Matrix A (Attachment 15 of the RFP). 6.4.5.3 Contractor shall also not employ in SEPTA-related work any person who indicated that he or she is currently on probation or parole for a conviction listed in Matrix B (Attachment 16 of the RFP), or has a conviction within the last seven (7) years preceding the date of application for any crime listed in Paratransit Driver Crimes Matrix B (Attachment 16 of the RFP). 6.4.5.4 Contractor shall require all current employees applying to begin work as drivers in SEPTA-related work under this contract to answer the same question concerning their criminal record before determining whether they may begin driving in SEPTA-related work. 6.4.5.4.1 Any job applicant or current employee who fails to disclose a relevant conviction and who is employed by Contractor in SEPTA-related service under this contract, shall be: a. Removed from SEPTA-related work if the Contractor determines that the application was falsified; and b. Removed from SEPTA-related work if applicant/employee has a conviction record that precludes him/her from employment in SEPTA-related service as set forth in attached Matrix A or B of the RFP.
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Job Application. Any employee in the Bargaining Unit may file for a vacancy by submitting a written notice to the Human Resources Office within the filing period. Any Bargaining Unit employee on leave or vacation may authorize his/her job representative to file on the employee's behalf.
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Job Application. Within 10 days of the execution of this Agreement by the Director, Respondent shall modify its job application to comply with SMC 14.17 and provide a copy of the modified application to OLS Investigator <<Investigator Name>>.
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Job Application. 6.4.5.1 The Contractor shall include on its employment application form (for those who are applying for SEPTA-related work) a question asking the applicant whether such applicant has a record of any conviction for driving under the influence (DUI), and for any felony or misdemeanor. 6.4.5.2 Contractor shall not employ as a driver in SEPTA-related work any person who indicates on the application form that he or she has a current record of any conviction at any time for DUI or for any felony or misdemeanor listed in Matrix A1 (Attachment 15 of the RFP). 6.4.5.3 Contractor shall also not employ in SEPTA-related work any person who indicated that he or she is currently on probation or parole for a conviction listed in ▇▇▇▇▇▇ ▇▇, or has a conviction within the last seven (7) years preceding the date of application for any crime listed in Matrix B2 (Attachment 16 of the RFP). 6.4.5.4 Contractor shall require all current employees applying to begin work as drivers in SEPTA-related work under this Contract to answer the same question concerning their criminal record before determining whether they may begin driving in SEPTA-related work. 6.4.5.4.1 Any job applicant or current employee who fails to disclose a relevant conviction and who is employed by Contractor in SEPTA-related service under this Contract, shall be: a. Removed from SEPTA-related work if the Contractor determines that the application was falsified; and b. Removed from SEPTA-related work if applicant/employee has a conviction record that precludes him/her from employment in SEPTA-related service as set forth in attached Matrix A1 or B2 of the RFP.
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Job Application. 1. When an open position (newly created or existing) is available for employees covered by the provisions of this contract, employees may apply for the open position in the bargaining unit. A current job description, performance standards, and qualifications shall be stated at the time the open position is posted. 2. Qualified current regular employees shall be given first consideration for all open positions. Employees in a probationary period will not be given first consideration for an open position when qualified regular employees have applied. At least two (2) qualified in-district applicants are required to be interviewed for each posted, classified position. During the month of August the employee must be available for interview, as designated and documented by the hiring supervisor. 3. If two (2) or more regular employee applicants are equally qualified, first consideration shall be given on the basis of current job classification and seniority. 4. Employees applying for an open position will apply online. Employee will receive confirmation that the application was received through an automated email. 5. The District shall, within ten (10) workdays of filling the posted position, notify the applicants in writing that the position has been filled. A request can be made of the administrator or supervisor as to the reasons for the applicant not being selected for the posted position. Alternatively, an employee who was interviewed may request and shall receive in writing an explanation of the reasons he/she was not selected.
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Job Application. The first step of our hiring process is to obtain basic employment and background information from the applicants. The purpose of this step is to obtain information which will assist in: - the pre-screening of applicants. - the in-depth interviews and background screening with emphasis on employment patterns and personal background. During this step, each applicant is required to complete the following forms: - application for employment - job skills proficiency quiz - employment and appearance agreement - verification of previous employment INITIAL INTERVIEW The first pre-employment interview is conducted to eliminate those applicants who fail to meet our basic employment requirements, which determine if an applicant can become a security officer candidate. These requirements are as follows: - access to a telephone and reliable transportation - at least 18 years of age - a U.S. citizen or documentation allowing residency and authorization to work - ability to read, write and speak English fluently as measured by written testing requiring essay answers, which demonstrate comprehension of written English and the ability to respond in writing - no disqualifying criminal record - in accordance with the provisions of the Americans with Disabilities Act, the ability to perform assigned duties - verifiable employment for a period of seven years - a Social Security Card - a high school diploma or GED VIDEO SCREENING/QUESTIONNAIRE Each applicant is required to undergo an orientation session in which the applicant reviews security-related video presentations. The session includes a test covering the following areas: Basic Orientation, Public Relations, Communication & Reports, Safety, Techniques of Patrol, Fire Prevention, Basic First Aid, Defensive Driving, Client Relations, and Hazardous Material Communications. ▇▇▇▇▇▇▇ SURVEY(SM) During this step each applicant is required to complete this survey. The ▇▇▇▇▇▇▇ Survey(SM) is an assessment measuring an applicant's attitude towards honesty and counter-productive work behavior.
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Job Application. 6.4.5.1 The Contractor shall include on its employment application form (for those who are applying for SEPTA-related work) a question asking the applicant whether such applicant has a record of any conviction for driving under the influence (DUI), and for any felony or misdemeanor. 6.4.5.2 Contractor shall not employ as a driver in SEPTA-related work any person who indicates on the application form that he or she has a current record of any conviction at any time for DUI or for any felony or misdemeanor listed in Matrix A. 6.4.5.3 Contractor shall also not employ in SEPTA-related work any person who indicated that he or she is currently on probation or parole for a conviction listed in Matrix B, or has a conviction within the last seven (7) years preceding the date of application for any crime listed in Matrix B. 6.4.5.4 Contractor shall require all current employees applying to begin work as drivers in SEPTA-related work under this contract to answer the same question concerning their criminal record before determining whether they may begin driving in SEPTA-related work. 6.4.5.4.1 Any job applicant or current employee who fails to disclose a relevant conviction and who is employed by Contractor in SEPTA-related service under this contract, shall be: a. Removed from SEPTA-related work if the Contractor determines that the application was falsified; and b. Removed from SEPTA-related work if applicant/employee has a conviction record that precludes him/her from employment in SEPTA-related service as set forth in attached Matrix A or B.
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Related to Job Application

  • Mobile Application If Red Hat offers products and services through applications available on your wireless or other mobile Device (such as a mobile phone) (the "Mobile Application Services"), these Mobile Application Services are governed by the applicable additional terms governing such Mobile Application Service. Red Hat does not charge for these Mobile Application Services unless otherwise provided in the applicable additional terms. However, your wireless carrier's standard messaging rates and other messaging, data and other rates and charges will apply to certain Mobile Application Services. You should check with your carrier to find out what plans your carrier offers and how much the plans cost. In addition, the use or availability of certain Mobile Application Services may be prohibited or restricted by your wireless carrier, and not all Mobile Application Services may work with all wireless carriers or Devices. Therefore, you should check with your wireless carrier to find out if the Mobile Application Services are available for your wireless Device, and what restrictions, if any, may be applicable to your use of such Mobile Application Services.

  • Completed Application Your rental application for Residents and Occupants will not be considered “complete” and will not be processed until we receive the following documentation and fees: a. Completed rental application for each applicant and co-applicant (if applicable) b. Valid government-issued photo identification c. Application fees for all applicants d. Application deposit for the unit

  • Provisional Application Upon signature of this Compact, and until this Compact has entered into force in accordance with Section 7.3, the Parties will provisionally apply the terms of this Compact; provided that, no MCC Funding, other than Compact Implementation Funding, will be made available or disbursed before this Compact enters into force.

  • Application Process The employees wishing to enter into a job share arrangement will apply in writing to the Employer and forward a copy to the Union outlining the proposed commencement date of the job share, how the hours and days of work will be shared and how communication and continuity of work will be maintained. The Employer shall communicate a decision on a job share request in writing to the applicants. Applications to Job Sharing shall not be unreasonably denied.

  • General Application The rules set forth below in this Article VI shall apply for the purposes of determining each Member’s allocable share of the items of income, gain, loss and expense of the Company comprising Net Income or Net Loss for each Fiscal Year, determining special allocations of other items of income, gain, loss and expense, and adjusting the balance of each Member’s Capital Account to reflect the aforementioned general and special allocations. For each Fiscal Year, the special allocations in Section 6.03 hereof shall be made immediately prior to the general allocations of Section 6.02 hereof.