IMMIGRANTS Sample Clauses
The IMMIGRANTS clause sets out the terms and conditions related to the employment, engagement, or treatment of immigrants within the scope of the agreement. It typically outlines compliance requirements with immigration laws, such as ensuring that all workers have the legal right to work in the relevant jurisdiction, and may require the parties to verify documentation or refrain from discriminatory practices. This clause helps ensure that all parties adhere to applicable legal standards regarding immigrants, thereby reducing the risk of legal violations and promoting fair treatment in the workplace.
IMMIGRANTS. The parties agree that work must be done both centrally and locally to provide conditions that will lead to more immigrants choosing to work within the oil service industry. On this basis, the local parties should discuss relevant company issues related to recruiting immigrants, such as practical implementation and attitudes.
IMMIGRANTS. The parties agree that both centrally and locally one must work to make arrangements so those immigrants to a greater extent choose to find work within the petroleum activity. On this basis, the parties should therefore discuss locally company-related problems associated with the recruitment of immigrants, such as for instance practical arrangements and issues of attitude.
IMMIGRANTS. A forgotten minority. Industrial and Orga- nizational Psychology, 6, 107-113.
IMMIGRANTS. The parties agree that, both centrally and locally, efforts must be made to make conditions suitable so that immigrants choose to a greater extent to work in the electrical industry. On this basis, therefore, the parties at a local level should discuss the company’s relevant problems relating to the recruitment of immigrants, such as practical adaptations and questions relating to attitudes.
IMMIGRANTS. The parties have agreed that work must be done centrally and locally to arrange conditions so that immigrants will choose work in the building industry to a greater extent. Against this background the parties should therefore discuss the enterprise- related problems linked with recruiting immigrants, such as practical arrangements and general attitudes. BNL and Fellesforbundet request that the local parties review the basis for the payment of sick pay in advance where this is not the practice. The parties request that the enterprises not discriminate against employees with regard to the payment of sick pay in advance.
§ 13-1 Non-union enterprises – wage revisions
IMMIGRANTS. Subject to sections 13 to 20,
IMMIGRANTS. Immigrants have a lower participation rate in the workforce than their Canadian- born counterparts (58.6% versus 69.9%). In particular, immigrant women have a much lower participation rate compared to Canadian-born British Columbians. • The unemployment rate for immigrants is higher than the rate for their Canadian- born counterparts (5.1% versus 3.9%), despite the fact that landed immigrants to
IMMIGRANTS. Students born in Puerto Rico, the District of Columbia, Guam, American Samoa, the U.S. Virgin Islands, the Northern Mariana Islands or the Trust Territory of the Pacific Islands may not be counted as immigrants. Students from the ▇▇▇▇▇▇▇▇ Islands, the Federated States of Micronesia and the Republic of Palau are to be considered immigrants.
IMMIGRANTS. Persons who were foreign born and have been permitted by immigration authorities to live in Canada permanently. Persons with Disabilities: Persons who have difficulty with daily living activities or have a physical condition or other health problem that reduces the kind or amount of activities they can do. Less than High School: Persons not recognized as having completed a high school diploma or recognized equivalent and who do not have diplomas or certificates recognized in the BC labour market. High School: Persons who have completed a high school diploma or equivalent (e.g. General Equivalency Diploma).
IMMIGRANTS. Immigrants: Labour Force Characteristics Canada – British Columbia Labour Market Agreement