Interview/Testing Clause Samples

The Interview/Testing clause establishes the right of an employer or organization to require candidates or employees to participate in interviews, assessments, or other evaluative procedures as part of the selection or ongoing evaluation process. This may include technical tests, skills assessments, background checks, or personality evaluations, depending on the role and organizational needs. By setting clear expectations for such evaluations, the clause ensures that the organization can effectively assess suitability and qualifications, thereby supporting fair and informed hiring or personnel decisions.
Interview/Testing. The following principles must be considered in the event that testing and/or interviews are determined to be appropriate in assessing competing applicants for vacancies: If testing is being used as an assessment technique then: (a) Candidates shall be given reasonable notice of the testing date. (b) Candidates shall be apprised of the general nature of the subject matter upon which they will be tested and will be given reasonable access to relevant materials in the Employer's possession. (c) Candidates shall be told in advance what is expected as a passing grade, including marking schemes. (d) Reasonable steps shall be taken to ensure that all applicants taking the test should do so under similar circumstances. (e) The content of the test must be relevant to the duties of the job being applied for. Applicants will be permitted to review their own scored tests. Upon request the Union shall be provided the test scores, without names, for all applicants. (f) Test scores for the same skills assessment obtained by candidates shall be retained on file for three (3) months and will be used in the assessment of their skills for any subsequent job competitions for the same position. Candidates may not be permitted to be tested again for the same skills assessment within the three (3) month period following the date of the unsuccessful test, if they were unsuccessful in their initial attempt. An employee shall be exempted from this provision if they demonstrate that they have made their best efforts to improve their skills and/or knowledge of the subject being tested. This provision will not apply for positions through the layoff/bump process. In the event that interviews are held: (i) at least two (2) members of management, or designate, shall be present during all interviews; (ii) interview questions and responses shall be recorded to the degree that this is possible; (iii) questions must be relevant to the qualifications necessary to do the job; (iv) questions must be consistently asked of all applicants. (g) An employee who has successfully completed the testing and/or interviews referenced above, but was not the successful candidate, shall be deemed to be qualified for the position for a period of six
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Interview/Testing. An Employee who has successfully completed the testing and/or interviews referenced above, but was not the successful candidate, shall be deemed to be qualified for the position for a period of twelve (12) months from the date in which the successful candidate commenced employment in the position in question, without being subject to the provisions of this Article. For clarity, an Employee shall be deemed qualified so long as the position in question is posted within the twelve (12) month timeframe outlined above.
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Interview/Testing. The following principles must be considered in the event that testing and/or interviews are determined to be appropriate in assessing competing applicants for vacancies: (a) Testing If testing is being used as an assessment technique then: (i) Candidates shall be given reasonable notice of the testing date. (ii) Candidates shall be apprised of the general nature of the subject matter upon which they will be tested and will be given reasonable access to relevant materials in the Employer's possession. (iii) Candidates shall be told in advance what is expected as a passing grade, including marking schemes. (iv) Reasonable steps shall be taken to ensure that all applicants taking the test should do so under similar circumstances. (v) The content of the test must be relevant to the duties of the job being applied for. Applicants will be permitted to review their own scored tests. Upon request the Union shall be provided the test scores, without names, for all applicants. (vi) Successful test scores for the same skills assessment obtained by candidates shall be retained on file for twelve (12) months and will be used in the assessment of their skills for any subsequent job competitions utilizing the same skills assessment. (vii) Candidates may not be permitted to be tested again for the same skills assessment within the three (3) month period following the date of the unsuccessful test, if they were unsuccessful in their initial attempt. This provision will not apply for positions through the layoff/bump process. (viii) In the event that the Employer changes the type of test/skills assessment, the timelines under Article 13.4 (a) (vi), (a) (vii), and
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Related to Interview/Testing

  • Random Testing Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.6 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of random testing in accordance with the Grievance Procedure set out in this Collective Agreement.

  • ODUF Testing 6.6.1 Upon request from TWTC, AT&T shall send ODUF test files to TWTC. The Parties agree to review and discuss the ODUF file content and/or format. For testing of usage results, AT&T shall request that TWTC set up a production (live) file. The live test may consist of TWTC’s employees making test calls for the types of services TWTC requests on ODUF. These test calls are logged by TWTC, and the logs are provided to AT&T. These logs will be used to verify the files. Testing will be completed within thirty (30) days from the date on which the initial test file was sent.

  • Inspection/Testing In order to assess Supplier’s work quality and/or compliance with this Order, upon reasonable notice by Buyer: (a) all goods, materials and services related to the items purchased hereunder, including, raw materials, components, assemblies, work in process, tools and end products shall be subject to inspection and testing by Buyer, its customer, representative or regulatory authorities at all places, including sites where the goods are made or located or the services are performed, whether at Supplier’s premises or elsewhere; and (b) all of Supplier’s facilities, books and records relating to this Order shall be subject to inspection by Buyer or its designee. If specific Buyer and/or Buyer’s customer tests, inspection and/or witness points are included in this Order, the goods shall not be shipped without an inspector’s release or a written waiver of test/inspection/witness with respect to each such point; however, Buyer shall not be permitted to unreasonably delay shipment; and Supplier shall notify Buyer in writing at least twenty (20) days prior to each of Supplier’s scheduled final and, if applicable, intermediate test/inspection/witness points. Supplier agrees to cooperate with such/audit inspection including, completing and returning questionnaires and making available its knowledgeable representatives. Buyer’s failure to inspect or test goods, materials or services or Buyer’s failure to reject or detect defects by inspection or testing shall not relieve Supplier from its warranty obligations or any of its other obligations or responsibilities under this Order. Supplier agrees to provide small business as well as minority and/or women owned business utilization and demographic data upon request.

  • Testing Landlord shall have the right to conduct annual tests of the Premises to determine whether any contamination of the Premises or the Project has occurred as a result of Tenant’s use. Tenant shall be required to pay the cost of such annual test of the Premises; provided, however, that if Tenant conducts its own tests of the Premises using third party contractors and test procedures acceptable to Landlord which tests are certified to Landlord, Landlord shall accept such tests in lieu of the annual tests to be paid for by Tenant. In addition, at any time, and from time to time, prior to the expiration or earlier termination of the Term, Landlord shall have the right to conduct appropriate tests of the Premises and the Project to determine if contamination has occurred as a result of Tenant’s use of the Premises. In connection with such testing, upon the request of Landlord, Tenant shall deliver to Landlord or its consultant such non-proprietary information concerning the use of Hazardous Materials in or about the Premises by Tenant or any Tenant Party. If contamination has occurred for which Tenant is liable under this Section 30, Tenant shall pay all costs to conduct such tests. If no such contamination is found, Landlord shall pay the costs of such tests (which shall not constitute an Operating Expense). Landlord shall provide Tenant with a copy of all third party, non-confidential reports and tests of the Premises made by or on behalf of Landlord during the Term without representation or warranty and subject to a confidentiality agreement. Tenant shall, at its sole cost and expense, promptly and satisfactorily remediate any environmental conditions identified by such testing in accordance with all Environmental Requirements. Landlord’s receipt of or satisfaction with any environmental assessment in no way waives any rights which Landlord may have against Tenant.

  • Drug Testing (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., the Drug-Free Workplace Act. (B) All classes covered by this Agreement are designated special risk classes for drug testing purposes. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, F.S. (C) An employee shall have the right to grieve any disciplinary action taken under section 112.0455, the Drug-Free Workplace Act, subject to the limitations on the grievability of disciplinary actions in Article 10. If an employee is not disciplined but is denied a demotion, reassignment, or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6.