Interview Scheduling Sample Clauses

The Interview Scheduling clause establishes the procedures and expectations for arranging interviews between parties, such as job candidates and employers. It typically outlines how interview times are proposed, confirmed, and rescheduled, and may specify notice periods or acceptable communication methods. This clause ensures that both parties are clear on the process, reducing misunderstandings and facilitating efficient coordination of interview logistics.
Interview Scheduling a. The parties agree that the interview process (contact to the candidate) will begin within ten (10) days of the bid closing or mutually agreed upon by the Company and Employee(s). b. A Company representative will contact all employees in the process at their telephone number on record or may contact the employee at work. c. Employees will be called in seniority order to advise them of the interview schedule (date, time and location) and offer a choice of scheduled interview times. In the event of a “no answer” or “left message,” the interviewer may bypass the employee and call the next senior employee to offer selection of scheduled interview times. Any employee who was bypassed under these provisions who contacts the interviewer within twenty-four (24) hours may select from the remaining available interview time slots at the time he contacts the Company representative. d. Any employee unable to interview at the available interview time he scheduled will not be rescheduled. e. Employees can decline to interview for the position. f. When an employee is unable, or declines, to interview for the position, only the remaining eligible employee(s) will be interviewed. g. Interviews will be conducted during the employee’s regularly scheduled work day/week at the station where the employee works, or, the Company may opt to fly the employee to another station at the Company’s expense (i.e., hotel, per diem and lost time) if it is mutually agreeable to both parties. h. If an employee has to interview on their day off, management will temporarily change that employee’s schedule so to limit or eliminate any overtime.
View SourceView Similar (3)
Interview Scheduling. As soon as any posted vacancy in the above listed Classifications is identified as having no applicants with prior Classification seniority, Talent Management (TM) shall move to empanel the Joint Selection Committee from qualified participants as listed in the above paragraph F.2. and move to begin the process within two (2) weeks of the bid closing date. Once coordinated, all qualified applicants shall be notified either by Company email, or by telephone at their work location or through a number they have on record with the Company. Any Employee, once scheduled, who fails to interview during their assigned date and time, shall not be rescheduled. If an Employee fails or declines to interview, only the remaining qualified candidates shall be interviewed. This process is not intended to create an overtime situation paid to an applicant being interviewed (e.g., for travel, interview time, waiting time, etc.) outside of his normally scheduled shift. Whenever possible, interviews shall be conducted during the Employee’s regularly scheduled work shift/day/week at the Maintenance Base where the Employee works, or if needed, the Company may opt to fly the Employee to another Maintenance Base at the Company’s expense (i.e., hotel, per diem and lost time) if it is mutually agreeable to both parties. If an Employee must interview on their day off at a location that is not their home base, management may temporarily change that Employee’s schedule.
View SourceView Similar (2)
Interview Scheduling. As soon as any posted vacancy in the above listed Classifications is identified as having no applicants with prior Classification seniority, Human Resources (HR) shall move to empanel the Joint Selection Committee from qualified participants as listed in the above paragraph H.2. and move to begin the process within two
View SourceView Similar (2)
Interview Scheduling. As soon as any posted vacancy in the above listed Classifications is identified as having no applicants with prior Classification seniority, Human Resources (HR) shall move to empanel the Joint Interview Selection Committee from qualified participants as listed in the above paragraph H.2. and move to schedule the interviewsbegin the process within two (2) weeks of the bid closing date after consulting with the Committee members. HR shall identify the applicants who meet the minimum qualifications and then begin to coordinate the scheduling of interview date, times and location with the Joint Interview Committee. Once coordinated, all qualified applicants shall be notified either by Company email, or by telephone at their work location or through a number they have on record with the Company. Any employee, once scheduled, who fails to interview during their assigned date and time, shall not be rescheduled. If an employee fails or declines to interview, only the remaining qualified candidates shall be interviewed. This process is not intended to create an overtime situation paid to an applicant being interviewed (e.g. for travel, interview time, waiting time, etc.) outside of his normally scheduled shift. Whenever possible, interviews shall be conducted during the employee’s regularly scheduled work shift/day/week at the Maintenance Base where the employee works, or if needed, the Company may opt to fly the employee to another Maintenance Base at the Company’s expense (i.e., hotel, per diem and lost time) if it is mutually agreeable to both parties. If an employee has tomust interview on their day off at a location that is not their home base, management may temporarily change that employees’ schedule.
View Source
Interview Scheduling. As soon as any posted vacancy in the above listed Classifications is identified as having no applicants with prior Classification seniority, Human Resources (HR) shall move to empanel the Joint Interview Selection Committee from qualified participants as listed in the above paragraph H.2. and move to schedule the interviewsbegin the process within two (2) weeks of the bid closing date after consulting with the Committee members. HR shall identify the applicants who meet the minimum qualifications and then begin to coordinate the scheduling of interview date, times and location with the Joint Interview Committee. If an employee has tomust interview on their day off at a location that is not their home base, management may temporarily change that employees’ schedule.
View Source
Interview Scheduling. As soon as any posted vacancy in the above listed Classifications is identified as having no applicants with prior Classification seniority, Human Resources (HR) shall move to empanel the Joint Interview Committee from qualified participants as listed in the above paragraph and move to schedule the interviews within two (2) weeks of the bid closing date after consulting with the Committee members. HR shall identify the applicants who meet the minimum qualifications and then begin to coordinate the scheduling of interview date, times and location with the Joint Interview Committee. Once coordinated, all qualified applicants shall be notified either by Company email, or by telephone at their work location or through a number they have on record with the Company. Any employee, once scheduled, who fails to interview during their assigned date and time, shall not be rescheduled. If an employee fails or declines to interview, only the remaining qualified candidates shall be interviewed. This process is not intended to create an overtime situation paid to an applicant being interviewed (e.g. for travel, interview time, waiting time, etc.) outside of his normally scheduled shift. Whenever possible, interviews shall be conducted during the employee’s regularly scheduled work shift/day/week at the Maintenance Base where the employee works, or if needed, the Company may opt to fly the employee to another Maintenance Base at the Company’s expense (i.e., hotel, per diem and lost time) if it is mutually agreeable to both parties. If an employee has to interview on their day off at a location that is not their home base, management may temporarily change that employees schedule.
View Source

Related to Interview Scheduling

  • Self Scheduling The Home and the Union may agree to implement a self-scheduling process. Self-scheduling is the mechanism by which employees in a Home create their own work schedules. The purpose of self scheduling is to improve job satisfaction and quality of work life for the participating employees. Self scheduling requires a collaboration of employees and management to ensure proper coverage of the Home and to meet the provisions of the Collective Agreement. It is agreed that self scheduling will be negotiated locally by the Home and the Union and will include a trial period. Each Home must have the majority agreement of the full-time and part-time employees who vote on the issue to agree on a trial period of up to six months. Once the trial period is complete, each Home must have a minimum of 66⅔% agreement of the full-time and part-time employees who vote on the issue to continue with the new schedule on a permanent basis.

  • Scheduling i) The designated employer will provide the employee with their schedule of shifts in accordance with the collective agreement for both homes. [Insert the split/sharing of shift numbers here] Similarly, the employee will submit all requests for time off including vacation to the designated employer in accordance with the collective agreement. ii) Posted schedules will include home identification. An employee will only be scheduled in one home per shift. iii) Overtime payment and other premiums will be in accordance with the collective agreement of the designated employer. iv) Weekends off, consecutive work days and all other scheduling provisions will be in accordance with the collective agreement at the designated employer.

  • Work Scheduling Except at the request of an affected employee, no employee shall have the number of hours they are normally scheduled to work reduced as the result of the use of non-permanent employees such as, but not limited to: seasonal, intermittent, student interns, interns, interim, established term, or temporary employees, due to the performance of such employee’s duties by the nonpermanent employee.

  • Overtime Scheduling Provisions of this language is supplemented by the National Agreement as long as the National Agreement is in effect. See Exhibit, 1.H.3 “Mandatory Overtime Documents.” 907 Scheduled overtime shall be offered by classification seniority within the licensed pharmacy. Unscheduled overtime shall be offered by classification seniority to those employees present when the need for overtime arises. Unclaimed overtime whether scheduled or unscheduled, before being assigned to the least senior employee(s) within a classification who shall be required to work the overtime, will first be offered by bargaining unit seniority to any member of the bargaining unit within the licensed pharmacy who can perform the work. 908 Job Posting 909 Notices of all job openings within the bargaining unit shall be posted by the Employer by the usual and customary job posting process. The job posting notice may include special qualifications for the classification, and will be posted concurrently internally and externally for a minimum of seven (7) calendar days with the exact beginning and ending posting date. 910 Bidding on Posted Openings 911 After completion of an initial probationary period of at least ninety (90) calendar days in a position, employees shall be allowed to electronically submit a request through the Employer’s usual and customary job bidding process for posted jobs for posted jobs in higher-rated or lateral classifications available within their Area Pharmacy Operation. Where two (2) or more employees have submitted requests for the same job, seniority, as defined in Paragraphs 902 and 912, shall prevail where qualifications to perform the work of the new job are relatively equal. Where the seniority of two (2) or more employees bidding for the job opening is the same, the date of the individual employee’s original employment application shall be used to determine the senior employee. If an issue of seniority remains, representatives of the parties will meet to resolve the matter. An employee may be denied an opening regardless of seniority, if said employee has a current Final Warning in file. 912 Seniority for bidding on any posted opening within the bargaining unit shall prevail first by classification seniority within the Area Pharmacy Operation where openings exist, then to employees by bargaining unit seniority within the Area Pharmacy Operations. Thereafter, employees by classification seniority at any licensed pharmacy within the Southern California Region and finally employees by bargaining unit seniority at any licensed pharmacy within the Southern California Region will be considered for any posted opening provided a request form is on file with the Area Personnel Office prior to the end of the posting period. Employees who successfully bid on a posted position shall not be unreasonably delayed in assuming the new position. 913 Employees who move to a posted opening shall have a trial period of not less than ninety (90) calendar days. During such ninety (90) day trial period, the employee shall be given thorough instruction and proper orientation in the new work and shall be given an evaluation by the Employer between the fortieth (40th) and fiftieth (50th) day from the date in the new position. After such trial period, if the employee is unable to perform the duties of the new position satisfactorily said employee will be restored to the position immediately held prior to the new position without discrimination. During the trial period, an employee may be restored to their former position where it is determined that clear and present danger exists by allowing said employee to remain in the new position. An employee who is voluntarily reassigned pursuant to Article IX shall have seven (7) calendar days to change their mind and upon written request, shall be returned to their former position. This right shall be available only once during the term of the agreement. If additional circumstances occur, the Union and the Company will meet and confer. 914 For bidding and reduction in force purposes only, the Antelope Valley pharmacy locations will be considered as an Area Pharmacy Operation. 915 Temporary Position 916 If a position opens on a temporary basis, it will be treated as any job opening for bidding purposes. When a temporary position ceases to exist, the employee holding the position will return to his or her former job and employees displaced as a consequence can similarly return to their former position. If a temporary position becomes permanent, it must be posted as a permanent job. Employees awarded a temporary position will not accumulate classification seniority and will not have area seniority while assigned to said position, but will retain and continue to accumulate classification seniority and will maintain area seniority on his or her permanent position. 917 Reduction in Force 918 Where inconsistent this language is supplemented by the National Employment Income Security Agreement as long as the National Agreement is in effect. 919 Reduction in force will be accomplished by classification and status within each licensed pharmacy.

  • 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 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." "No employee shall be required or permitted to make any written or verbal agreement with the Hospital or its which conflicts with the terms of this agreement. No individual employee or group of employees shall undertake to represent the union at meetings with the Hospital without proper authorization from the union."