Open Job Positions Sample Clauses
The "Open Job Positions" clause defines how available employment opportunities within an organization are communicated and managed. Typically, this clause outlines the process for posting job openings, including where and how positions are advertised, eligibility requirements, and the application procedure. By establishing a clear framework for announcing and filling vacancies, the clause ensures transparency in hiring practices and helps attract qualified candidates, thereby supporting fair and efficient recruitment.
Open Job Positions. When the Company seeks candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, the Company shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is a candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of, in the aggregate for each Pay Level, at least 40% of the candidates for roles at Pay Levels 3 through 6, and 50% for Pay Levels 7 and 8 (inclusive of active and passive candidates) from groups traditionally underrepresented in journalism (e.g., women, people of color, those identifying as LGBTQ+, people with disabilities, and military veterans). At each meeting with the Bargaining Unit DLG Subcommittee, the Company shall provide the results for the roles closed in the prior quarter, so that the Committee can assess whether the above-referenced goals are being met. The Committee may also consider the demographic composition of each vertical as part of that discussion. If in a calendar year the Company is unable to meet that aggregate Pay Level goal of 40% for Pay Levels 3 through 6, and the 50% goal for Pay Levels 7 and 8, the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals and increasing the Bargaining Unit DLG Subcommittee budget. For purposes of calculating the 40% or 50%, as the case may be, applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator. The Company shall maintain its current practice of encouraging applicants to self-report, in furtherance of the diversity objectives set forth herein.
Open Job Positions. All open bargaining unit jobs for which the Company is seeking outside candidates, and which are not being created with a specific individual in mind, will be posted for a minimum of two weeks. The Company will make a sustained effort to circulate posting and recruit candidates from groups that have been traditionally under-represented within the media industry, including with respect to: race/ethnicity, national background, educational background, sexual orientation, gender identity, age and creed. When the Company seeks outside candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, the Company shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is an aggregate candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of at least 50% of the candidates are from groups traditionally underrepresented at Gimlet Media (BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans). At the Diversity Subcommittee, the Company shall provide the results for the roles closed in the prior quarter, so that the Committee can assess whether the above-referenced goals are being met. The Committee may also consider the demographic composition of the unit as part of that discussion. If in a calendar year the Company is unable to meet that aggregate goal of 50% the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals. For purposes of calculating the 50% applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator. The Employer shall provide a quarterly report to the Diversity Sub-Committee of the Labor Management Committee with the following information: list of open positions at Gimlet Media, a list of places where open positions are posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups) by Gimlet Media HR. The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media (e.g., attending the annual convention of the National Association of Black Journalists “NABJ”).
Open Job Positions a. When the Company seeks candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, the Company shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is a candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of, at least 50% candidates (inclusive of active and passive candidates) from groups traditionally underrepresented at Vox Media (e.g., BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans). The goal across all such vacant bargaining unit positions at ▇▇▇▇▇▇▇▇.▇▇▇ for which the Company is seeking outside candidates is a candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of at least 50% candidates (inclusive of active and passive candidates) from groups traditionally underrepresented at ▇▇▇▇▇▇▇▇.▇▇▇ (e.g., women, BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans).
Open Job Positions. All bargaining unit positions for which the Company is seeking external candidates shall be posted. The Company will make a sustained effort to circulate job postings and recruit candidates from groups that have been traditionally under-represented within the journalism and entertainment industries. To further this goal, the Company shall make good faith efforts to interview diverse candidates for every posted bargaining unit position. On a quarterly basis, the Company shall provide a report to the Diversity Committee with the following information: list of open bargaining unit positions for which the Company is seeking external candidates and a list of places where said open positions are posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups)., The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media ( e.g., attending the annual convention of the National Association of Black Journalists "NABJ").
Open Job Positions. All open job positions will be posted for a minimum of one week. The Company will make a sustained effort to circulate postings to and recruit candidates from groups that have been traditionally underrepresented at Salon and within the digital media industry, including with respect to race, ethnicity, national background, educational background, socioeconomic background, sexual orientation, gender identity, age, disability, and creed. When the Company seeks candidates for a vacant bargaining unit position, it will make best efforts to ensure that candidates from groups underrepresented at Salon (e.g., BIPOC, those identifying as LGBTQ+, people with disabilities) will be included in the pool of interviewees. The Company will work jointly with the Diversity Committee to increase the candidate pool of underrepresented groups at Salon and shall post open positions to job boards that target applicants from groups underrepresented at Salon (e.g., the National Association of Black Journalists (NABJ), the National Association of Hispanic Journalists (NAHJ), the Asian American Journalists Association (AAJA), TransWork).
Open Job Positions. The Company will make a sustained effort to post job openings and to recruit candidates from groups that have been traditionally underrepresented at Hearst Magazines and within the journalism industry, including with respect to race, ethnicity, national background, sexual orientation, gender identity, age, and creed. The Company shall make good faith efforts to post open positions to job boards that target applicants from groups underrepresented at Hearst Magazines. The Equity Committee may make recommendations or referrals to appropriate job boards. For all open bargaining unit positions at the Company for which the Company is seeking outside applicants, the Company shall continue to adhere to EEOC guidelines on the option for candidates to self-report demographic information. The Company shall provide a quarterly report to the Equity Committee with the following information: a list of posted bargaining unit positions at Hearst Magazines; a list of positions filled and places the Company sourced incoming talent, as well as internal engagement activities.
Open Job Positions. The Company shall continue to circulate postings and recruit candidates for posted bargaining unit roles from groups that have been historically marginalized within the media industry. Such sustained effort shall include consistent and ongoing efforts to build relationships with outside institutions and potential candidates, even when the Company is not actively hiring for an open role. When the Company seeks candidates for a vacant bargaining-unit position for which it is seeking applicants, and in accordance and subject to applicable law, the Company shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is an aggregate candidate pool, at a stage in the recruiting process after the initial applicant screening stage, that is comprised of at least 50% of candidates who self-identify as from groups traditionally underrepresented in media (e.g. BIPOC, people with disabilities, people identifying as LGBTQ+). Upon the Union’s reasonable request, the Company shall provide a report of open bargaining unit jobs, places the Company has recruited for such jobs, and the demographic breakdown of aggregate applicant pools for such jobs over a meaningful period of time (i.e. there have been a sufficient number of open roles to appropriately require the sharing of this information). The Company shall establish a practice of collecting voluntary demographic information from applicants, and shall encourage applicants to self-report. The Company shall continue its practice of strategically posting open bargaining unit positions to job boards that target applicants from groups underrepresented at Crooked Media (e.g., the National Association of Black Journalists (NABJ), the National Association of Hispanic Journalists (NAHJ), the Asian American Journalists Association (AAJA), BIPOC podcast creators, TransWork). The Company shall continue to strategically recruit at job fairs and journalism conferences that are designed to help Employers recruit diverse candidates for open positions.
Open Job Positions i. When the Employer seeks candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, (a) the position will be posted for a minimum of two weeks, and (b) the Employer will ensure that it interviews at least two (2) candidates from groups underrepresented at The Intercept (e.g., BIPOC, LGBTQ+, people with disabilities, low socio- economic status,) prior to making a hiring decision. When a position is created for a specific candidate (i.e., when, prior to the creation, the position was not part of the Board-approved headcount), the Employer will notify the Union in writing after the employee has accepted the position as to the basis for the decision not to post and interview for the position.
ii. The Employer will make a good-faith effort to circulate postings in a manner that assists in the recruitment of candidates from groups that have been traditionally under-represented at The Intercept and within the journalism industry. The Employer will attend conferences such as NAHJ (National Association of Hispanic Journalists), NAJA (Native American Journalists Association), and NABJ (National Association of Black Journalists), with the purpose of recruitment of candidates from groups that have been traditionally under-represented at The Intercept and within the journalism industry.
iii. A Diversity Committee representative from the bargaining unit shall participate on each hiring committee.
iv. The Employer will maintain a list of open bargaining unit positions at The Intercept, a list of places where such open positions are posted or otherwise disseminated (e.g., websites, listservs, social media groups), as well as any planned recruitment for bargaining unit positions. These lists shall be available to members of the Diversity Committee.