Selection of Applicants Clause Samples
The Selection of Applicants clause defines the process and criteria by which candidates are chosen for a particular opportunity, such as employment, membership, or program participation. Typically, this clause outlines the qualifications required, the evaluation methods used (such as interviews or assessments), and any relevant timelines or decision-making authorities involved in the selection process. Its core practical function is to ensure a transparent, fair, and consistent approach to choosing among multiple applicants, thereby reducing disputes and clarifying expectations for all parties involved.
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Selection of Applicants. A committee jointly appointed by the Shared Governance Council and the college president will determine eligible applicants based on the purposes stated in Subd.1 above. The list of eligible applicants shall be forwarded to the college president or designee. Notification of approval or rejection will be given by the college president or designee to all applicants.
Selection of Applicants. 1. Employees who qualify shall be granted an interview prior to outside applicants.
2. Selection of applicants is to be based upon qualifications. When skill and ability are relatively equal seniority shall prevail. Bargaining unit members will be given preference over equally qualified outside applicants. It is the responsibility of the Administration to decide which individual is best qualified to fill any open position.
3. Any employee who did not receive the position shall be notified in writing within five (5) days after the opening is filled.
4. If an employee was required to take a test or tests during the application process, that employee shall be provided with the test results, within five (5) days of the completion of the scoring of the test(s).
Selection of Applicants. 1. Employees who qualify shall be granted an interview prior to outside applicants. If an applicant does not receive the position, said applicant shall be notified in writing.
2. Selection of applicants is to be based upon qualifications. When skill and ability are relatively equal, seniority shall prevail. It is the responsibility of the Administration to decide which individual is best qualified for any open position. The Administration may include members of OAPSE Local #102 as part of the interviewing team.
3. Any employee may request the results of any testing, if required.
Selection of Applicants. Selection of applicants for referral to jobs shall be on a nondiscriminatory basis and shall not be based on, or in any way affected by Union membership, by-laws, regulations, constitutional provisions, or any other aspect or obligation of Union membership, policies or requirements.
Selection of Applicants. Applicants for apprenticeship or skilled training programmes shall be selected by the Company after consultation with a Union Committee of not more than three (3) employees without regard to race, color, national origin, age or sex in accordance with objective standards which permit review after full and fair opportunity for application. Apprenticeship and skilled training programme openings shall be posted in accordance with posting practices and procedures in effect at the plant. In filling apprenticeship and skilled training programme openings, Management shall use such examination and evaluation procedures as are related to the physical and training requirements of the particular apprentice or training programme involved. The Company agrees that it will not fill such openings from outside the plant so long as there are applications from qualified employees within the plant. An employee who has been selected or who has commenced his training will not be prohibited from applying for another training programme when such a move would result in a promotion. The first one thousand (1,000)hours (750 hours for skilled trainees) of each apprenticeship and skilled job training programme will be considered a probationary period for the employee in training. During this period, either the Company or the employee may cancel the employee's participation in the apprenticeship or training programme. After the first one thousand (1,000) hours (750 hours for skilled trainees), the apprenticeship or training programme for an employee may be cancelled for just cause such as lack of interest on the part of the employee, inability to competently learn the trade or skill or refusal to perform scheduled work. A complaint that an employee's programme has been cancelled under this paragraph without just cause shall be subject to the grievance procedure commencing at Step When a non-skilled employee who has had experience which is related to the training required initially enters into an apprenticeship or skilled training programme such experience shall be evaluated and credited toward completion of his training up to five hundred (500) hours, or greater, at Management's discretion but only after consultation with the Union President and the Training Committee. When a trainee is removed from one training programme and is accepted into another, he will be given credit on a prorated basis up to a maximum of hours (750 hours for a skilled trainee) for the actual hours of training h...
Selection of Applicants. 1. The following factors will be considered in determining the recommendation of approval of sabbatical leaves:
a. Worthiness of proposed purpose.
b. Seniority.
c. Availability of competent replacement.
d. The number or percentage selected from a particular building.
2. Where applicants appear to have identical qualifications, the following factors also must be taken into consideration:
a. Evidence of prior interest in self-improvement.
b. Evidence of teaching interest and dedication to the profession.
3. The Superintendent may use the above listed criteria as well as other factors in selecting candidates. S/he may, at her/his discretion, appoint a screening committee to assist.
Selection of Applicants. Selection of applicants for referral to jobs shall be on a nondiscriminatory basis and shall not be based on, or in any way affected by, Union membership, bylaws, regulations, constitutional provisions; or any other aspect or obligation of Union membership, policies or requirements. The dispatched worker shall be put to work within seven (7) calendar days of the given start date. If not put to work, excluding Saturday’s, Sundays, and holidays, the dispatched worker will be paid a minimum of two (2) hours per day beginning on the eighth (8th) day.
Selection of Applicants. Management retains the sole right to select employees to fill any vacant position.
Selection of Applicants. Selection of applicants for referral to jobs shall be on a nondiscriminatory basis and shall not be based on, or in any way affected by, Union membership, bylaws, regulations, constitutional provisions, or any other aspect or obligation of Union membership, policies or requirements.
a) In the event that the referral facilities maintained by the Union are unable to fill the requisition for any Employer for workers within a forty-eight (48) hour period after such requisition is made by the Employer (Saturdays, Sundays and Holidays excepted), the Employer may employ applicants without reference to the referral procedure. In such an event, the Employer will notify the Union of the names and dates of such hiring’s within forty-eight (48) hours of such hiring.
b) Whenever the word “worker” is used in this Article, it shall mean laborers represented by the union.
Selection of Applicants. When selecting applicants to fill positions during the posting period described in Section 5, administrators will use criteria based upon the requirements of the job for which the Bargaining Unit employee has applied, which will include years of experience, certification, and experience in subject or grade level of the position.