Open Job Positions Sample Clauses

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.
Sample 1Sample 2
AutoNDA by SimpleDocs
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 XXXxxxxx.xxx 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 XXXxxxxx.xxx (e.g., women, BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans).
Sample 1Sample 2
Open Job Positions. All open job positions will be posted for a minimum of two weeks. The Company will continue to make sustained efforts to recruit candidates from groups that have been traditionally underrepresented at Thrillist 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, the Company will maintain a goal that at least fifty (50) percent of candidates who progress to the hiring manager interview stage shall be from groups underrepresented at Thrillist (e.g., BIPOC, those identifying as LGBTQ+, people with disabilities). The Company will work in good faith to meet, if not exceed, the goals it has set out for hiring. The Company will request voluntary demographic identification from candidates through the application process with an explanation of the purpose of collection and tracking. On a quarterly basis, the Company shall provide an update on whether Group Nine is pacing to its goal, which shall include the results for roles closed since the prior quarter. If the goal has not been met, the Company shall provide a plan to the Union for meeting the goal in the future and shall meet with the Union to discuss such plan. The plan may include such actions as allocating additional funds to recruitment, expanding recruitment to job fairs (e.g., at HBCUs), and participating in journalism conferences that are designed to help employers recruit diverse candidates for open positions. The Company shall post open positions to job boards that target applicants from groups underrepresented at Thrillist (e.g., the National Association of Black Journalists (NABJ), the National Association of Hispanic Journalists (NAHJ), the Asian American Journalists Association (AAJA), XxxxxXxxx). The Company shall endeavor to expand recruitment efforts to job fairs (e.g., at HBCUs) and journalism conferences that are designed to help employers recruit diverse candidates for open positions. Freelance Bylines With input from the Diversity Committee, the Company shall create and maintain a policy to promote diverse sourcing and freelancing bylines from underrepresented groups (e.g., BIPOC, people identifying as LGBTQ+, people with disabilities, religion). Such a policy shall be provided to newly hired employees and circulated to all bargaining unit employees at leas...
Sample 1
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), XxxxxXxxx).
Sample 1
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.
Sample 1
Open Job Positions a. The Employer will make a sustained effort to circulate job postings and recruit candidates from groups that have been traditionally under-represented within the podcasting industry, including with respect to: race/ethnicity, national background, educational background, sexual orientation, gender identity, age and creed.
Sample 1
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").
Sample 1
AutoNDA by SimpleDocs
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.
Sample 1

Related to Open Job Positions

  • New Positions A. Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the new position to the national craft unit most appropriate for such position. The following criteria shall be used in making this determination:

  • Open Positions In order to ensure that all interested employees are advised of employment opportunities, notice of job vacancies for regular full or part time positions will be sent to the Union, and job announcements will be posted on designated bulletin boards in the office. In addition, information about all job vacancies will be available to employees by calling the office and in pay envelopes. All regular full or part time vacancies will be posted and filled in accordance with this Agreement. Postings will include position requirements, minimum qualifications, substitute and preferred qualifications (if any) and base rate of pay.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether he/she meets the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency.

Time is Money Join Law Insider Premium to draft better contracts faster.