Non-Supervisory Positions Sample Clauses

Non-Supervisory Positions. Clerical-Technical Exceptions: Positions identified in Section 10.2 and 10.4 of this Article.
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Non-Supervisory Positions. Other Positions The following classifications will be selected on the following basis: • Trades positions. • Other jobs below Grade 55 covered by the Clerical-Technical Job Evaluation Plan.
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Non-Supervisory Positions. 1. The Company will use all available information and determine those applicants who are qualified to fill the vacancy. One of the requisites is the minimum years of experience as set out in the job specification. Before any consideration is given to seniority the supervisor responsible for making the selection must determine, from the list of applicants, those employees who have the qualifications to do the job satisfactorily. A recommendation by the supervisor should then be made from the qualified employees, overall seniority being the governing factor. An employee's experience with another company will be taken into consideration in determining his/her qualifications for a position.
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Non-Supervisory Positions. Trades Selection to Trade Classifications on Wage Schedule 25 (Trade Groups 01 and 02), Wage Schedule 28, Wage Schedule 27 (Trade Group 01, 02, 07), Wage Schedule 24 (Trade Group 01, 10).
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Non-Supervisory Positions. Other Positions The following classifications will be selected on the following basis: • Trades positions of journeyperson rank and lower covered by Part ‘B’ with the exception of Wage Schedule 25 (Trade Groups 01 and 02), Wage Schedule 28, Wage Schedule 27 (Trade Group 01, 02, 07), and Wage Schedule 24 (Trade Group 01, 10). • Controller/Dispatcher Trainees • Other jobs below Grade 55 covered by the Clerical-Technical Job Evaluation Plan.
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Non-Supervisory Positions. The IESO will use all available information to determine those applicants who are qualified to fill the vacancy. Non supervisory positions fall into two (2) categories: Senior Qualified and Best Qualified .
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Non-Supervisory Positions. The senior qualified candidate will be selected to the vacancy with the following exceptions: The Company may request a waiver of Posting and/or Selection from PWU - CUPE Local 1000 when there are medical reasons related to the employee or his/her immediate family, as verified by the Company’s Occupational Health Services. If the waiver request is agreed to by the Union, the employee will be appointed to the position.
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Non-Supervisory Positions. Clerical Technical and Operators
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Non-Supervisory Positions. When selecting an employee to fill a bargaining unit position, the Employer agrees to use all available informa- tion to determine which employee is qualified to fill the vacancy. The Employer will consider the applicant’s know- ledge, ability to perform the normal requirements of the job satisfactorily, and seniority with the Employer. Where the above qualifications are relatively equal between the appli- cants, seniority shall be the governing factor.
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Related to Non-Supervisory Positions

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour-Management Committee Meeting during the term of this Agreement, the following shall apply.

  • JOINT LABOUR MANAGEMENT COMMITTEE 18.01 A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • Labour Management Relations Committee 20.01 The parties recognize that a forum for ongoing discussions during the term of the Agreement can promote more harmonious labour relations between them.

  • Labour Management Meetings The committee meeting shall normally be held every second month however, either party may call a meeting of the Joint Labour Management Committee. The meeting shall be held at a time and place fixed by mutual agreement but no later than fourteen (14) calendar days after the initial request, unless mutually agreed.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • LABOR/MANAGEMENT COMMITTEES Section 1. Labor/Management Committees The parties recognize that the holding of periodic meetings for the exchange of views and information contributes to the effectiveness of the labor/management relationship. Therefore, the parties shall establish Labor/Management Committees (LMC), in accordance with the provisions in this Article, for the purpose of addressing matters of concern in the areas of personnel policies, practices, conditions of employment, and other matters affecting employees. Each LMC will be co-chaired by one member from labor and one member from management.

  • Professional Development Leave A. Policy. Professional development leave shall be made available to employees who meet the requirements set forth below. Such leaves are granted to increase an employee's value to the University through enhanced opportunities for professional renewal, educational travel, study, formal education, research, writing, or other experience of professional value, not as a reward for service.

  • Professional Development Committee There shall be a Professional Development Committee composed of at least two (2) representatives of the Association and an equal number of representatives from the Hospital. Each party may have alternates to replace a member from time to time.

  • LABOR-MANAGEMENT RELATIONS COMMITTEE Section 1. The Employer and the Federation agree to the establishment of Labor- Management Relations Committees for Divisions represented by the Federation. The purpose of these Committees is to discuss any item of concern, including safety, to either party and to improve communications between the Employer and the members of the bargaining unit.

  • LABOR MANAGEMENT COMMITTEE 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.

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