MERIT SYSTEM AND HIRING Clause Samples

MERIT SYSTEM AND HIRING. 10 A. The PARTIES are committed to providing equal employment opportunity for all 11 new applicants for employment, as well as for present Employees. METRO shall recruit, select, and 12 promote Employees and/or individuals from the community workforce on the basis of their relative 13 knowledge, skills and abilities, and in accordance with METRO’s Equal Employment Opportunity 14 policy statement. Upon request, METRO will inform Employees of the knowledge, skills and 15 abilities that are the subject of interviews or role-plays for UNION positions. 16 B. Career Service and Term-Limited Temporary (TLT) Employees, as defined in 17 Article R26, who apply for a bargaining unit position and meet the minimum qualifications shall 18 proceed to the next step in the hiring process. 19 C. Employees are encouraged to apply for bargaining unit positions. They may apply 20 and compete with external candidates. Employees will receive an additional 5% on any passing test 21 scores. Employees who are advanced to the interview stage will receive an additional 5% added to 22 their interview scores. If an external and internal Employee candidate are equally qualified for a 23 bargaining unit position, hiring preference will go to the internal Employee candidate. If, after 24 minimum qualifications are evaluated in the recruitment process, there are only internal Employee 25 candidates remaining in the process, the 5% will not need to be added. 26 D. If an Employee requests a meeting for feedback within 90 days after a recruitment 27 process is complete, METRO will meet with the Employee to review the process and provide 28 feedback on how to improve as a candidate and/or offer resources to better prepare for future 1 requirements.
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MERIT SYSTEM AND HIRING. 28 A. The PARTIES are committed to providing equal employment opportunity for all 1 new applicants for employment, as well as for present Employees. METRO shall recruit, select, and 2 promote employees and/or individuals from the community workforce on the basis of their relative 3 knowledge, skills and abilities, and in accordance with King County’s equal employment opportunity 4 and affirmative action policies. Upon request, METRO will inform Employees of the knowledge, 5 skills and abilities that are the subject of interviews or role-plays for UNION positions. 6 B. Career Service and Term-Limited Temporary (TLT) Employees, as defined in 7 Article R26, who apply for a bargaining unit position and meet the minimum qualifications shall 8 proceed to the next step in the hiring process. 9 C. Employees are encouraged to apply for bargaining unit positions. They may apply 10 and compete with external candidates. Employees will receive an additional 5% on any passing test 11 scores. Employees who are advanced to the interview stage will receive an additional 5% added to 12 their interview scores. If an external and internal candidate are equally qualified for a bargaining unit 13 position, hiring preference will go to the internal candidate. 14 D. After the recruitment process is completed, METRO will offer to meet with the 15 Employee to review the process and provide feedback on how to improve as a candidate and/or offer 16 resources to better prepare for future requirements.
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Related to MERIT SYSTEM AND HIRING

  • System Logging The system must maintain an automated audit trail which can 20 identify the user or system process which initiates a request for PHI COUNTY discloses to 21 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY, 22 or which alters such PHI. The audit trail must be date and time stamped, must log both successful and 23 failed accesses, must be read only, and must be restricted to authorized users. If such PHI is stored in a 24 database, database logging functionality must be enabled. Audit trail data must be archived for at least 3 25 years after occurrence.

  • 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.

  • Contractor Staff All employees of the Contractor, or of its subcontractors, who perform Project Based IT Consulting Services under the resulting Authorized User Agreement, shall possess the necessary qualifications, training, licenses, and permits as may be required within the jurisdiction where the services specified are to be provided or performed, and shall be legally entitled to work in such jurisdiction. All persons, corporations, or other legal entities that perform Services under the Contract on behalf of Contractor shall, in performing the Services, comply with all applicable Federal, State, and local laws concerning employment in the United States. The following requirements shall apply in addition to the requirements of Appendix B, section 42, Employees, Subcontractors and Agents, unless otherwise agreed to by the Authorized User:

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • Contractor Key Personnel ‌ The Contractor shall assign a Corporate OASIS SB Program Manager (COPM) and Corporate OASIS SB Contract Manager (COCM) as Contractor Key Personnel to represent the Contractor as primary points-of-contact to resolve issues, perform administrative duties, and other functions that may arise relating to OASIS SB and task orders solicited and awarded under OASIS SB. Additional Key Personnel requirements may be designated by the OCO at the task order level. There is no minimum qualification requirements established for Contractor Key Personnel. Additionally, Contractor Key Personnel do not have to be full-time positions; however, the Contractor Key Personnel are expected to be fully proficient in the performance of their duties. The Contractor shall ensure that the OASIS SB CO has current point-of-contact information for both the COPM and COCM. In the event of a change to Contractor Key Personnel, the Contractor shall notify the OASIS SB CO and provide all Point of Contact information for the new Key Personnel within 5 calendar days of the change. All costs associated with Contractor Key Personnel duties shall be handled in accordance with the Contractor’s standard accounting practices; however, no costs for Contractor Key Personnel may be billed to the OASIS Program Office. Failure of Contractor Key Personnel to effectively and efficiently perform their duties will be construed as conduct detrimental to contract performance and may result in activation of Dormant Status and/or Off-Ramping (See Sections H.16. and H.17.).