Transfer Interviews Clause Samples

The 'Transfer Interviews' clause establishes the process and conditions under which interviews are conducted with employees who may be transferring from one organization to another, typically in the context of a business transfer or outsourcing arrangement. This clause usually outlines who is eligible for interviews, the timing and format of the interviews, and any confidentiality or procedural requirements that must be followed. Its core function is to facilitate a smooth transition by ensuring that the receiving organization can assess and select suitable employees, while also providing transparency and structure to the transfer process.
Transfer Interviews. Before a unit member is assigned or transferred, the receiving principal shall interview the applicant.
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Transfer Interviews. Whenever an employee is requested to appear for a transfer interview, the employee shall be released from duty without loss of compensation while being interviewed during normal work hours. Every effort should be made to schedule transfer interviews at times that minimize interference with Court operations. Such release time shall include reasonable travel time to the interview site and return to work.
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Transfer Interviews a. Criteria: i. General Criteria: General criteria that apply to all schools/programs across the District will not be included unless there is something specific to the school and/or program. General criteria include, but are not limited to: 1. basic technology skills; 2. communication/involvement with parents; 3. collaborative teamwork; 4. work with and training in other District adopted curriculum, instruction and assessment. ii. Specific Criteria: The building team (i.e., department team, grade level team, or core team) will develop Specific Criteria unique to the building to be used in the interview process. Specific Criteria will be the standard that all internal applicants will be measured against. Areas that may be used include, but are not limited to: 1. Participation in curriculum review, hiring teams, committee work, staff/team/department meetings, curriculum development and assessment; 2. Using technology for staff and students in instruction, attendance, presentation, communication, evaluation, and assessment; 3. Responsibilities driven by the School Improvement Plan such as mentoring a colleague, leadership, focus on an instructional practice, increasing the strength of the staff in a building, participating in grant/professional development activities; 4. Taking on leadership responsibility, filling a specific skill area or specific academic and/or vocational discipline; 5. Willingness to follow any specific building discipline policies and expectations, grading policies or homework policies, communicating with parents as the building has set out in either frequency or form, and participation in EG, TST, and IEP meetings. iii. Other Specific Criteria must be approved in advance by the Human Resources Department. iv. With respect to training, the building needs to determine and state in the Specific Criteria if the need is for a candidate who has received the training or for one who is willing to be trained.
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Transfer Interviews. If the Employer conducts lateral transfer interviews related to this Article, an employee selected for interview shall be allowed necessary and reasonable time for such interview without loss of pay or benefits. To be eligible for such paid release time, the employee shall not have declined a reasonable offer of employment at any Work Location following a transfer interview for the classification.
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Transfer Interviews 
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Related to Transfer Interviews

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • Employee 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 15 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.

  • Stop Transfer Instructions In order to enforce the foregoing covenants, the Company may impose stop-transfer instructions with respect to the securities of each Holder (and the securities of every other person subject to the restrictions in Section 1.14(a)).

  • Interview Period It is agreed that upon commencement of employment new employees will be advised by a representative of the Hospital of the existence of the Union and the conditions surrounding their employment as contained in the herein collective agreement and any rules that may be formulated under its terms. It is also agreed that a representative of the union will be given an opportunity to interview each employee once within the completing month of his/her probationary period for the purpose of ascertaining the wishes of the employee concerning membership in the Union. Such interview may take place on the day of orientation. The Hospital will notify the Union monthly of the names of those employees who are completing their probationary period and on request will arrange a time and place for such interview that time of which shall not exceed 15 minutes. Neither employee shall suffer loss of regular pay as a result of such interview.

  • Stop Transfer Instruction The Company will instruct any transfer agent not to register the Transfer of any Shares until the conditions specified in the foregoing legends are satisfied.