Pilot Interviews Sample Clauses

Pilot Interviews a. During periods of hiring, United will offer competitive Qualified Pilot Candidates a guaranteed pilot interview at United based on the following criteria being met:
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Pilot Interviews. During our one-on-one sessions with the five pilots, we identified two main coarse-level observations that have informed the technical architecture and overall plan outlined in this deliverable. The first observation was the high diversity and lack of uniformity between the pilots in terms of their technology stacks and maturity levels. This observation is neutral and not pejorative. In fact, the lesser-established parts of some pilots allow for a higher level of flexibility and the opportunity to align with and test a more unified view coming from the FAIR-EASE project work. The second observation was a diverse mix of expectations on the data lake (DL), which is the main focus of this deliverable. The expressed expectations for the DL were as follows: it should provide access to datasets, enable sharing of datasets for community and other tools/pipelines, provide download management for large datasets, manage metadata, provide accessibility to the Earth Analytic Lab (EAL), manage user authentication seamlessly, and be agnostic to the location and format of the datafiles. Although discovery of datasets is a recurring core element of any interoperability effort, it is interesting to note that it did not emerge as a practical need for any of the pilots2. These pilots operate in a context where all experts around the table already know the data they want to work with, and the required datasets have been selected and identified upfront. Nevertheless, discovery remains an essential part of any interoperability exercise to enable access to additional data and services, and support additional users and use cases beyond the Pilots, and we will ensure that our DL supports the discovery of datasets. On a communication level, the pilot interviews also highlighted the added value of open and direct dialogue. Despite the fact that the various pilots had different goals, ambitions, and intentions, we were able to find alignment between them. These interviews also provided an opportunity for representatives from the technical work packages to enter the conversation as one entity which enabled them to discuss freely with each other and exchange ideas. This open dialogue was quite revealing and helped us to progress towards our goal of interoperability. We will continue to encourage and facilitate these kinds of conversations among the pilots. In a similar fashion we hope that this deliverable will provide an opportunity for the pilots to learn from each other.

Related to Pilot Interviews

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • 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 Other "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."

  • Interview Period It is agreed that upon commencement of employment new employees will be advised by a representative of the Hospital of the existence of the Union and the conditions surrounding their employment as contained in the herein collective agreement and any rules that may be formulated under its terms. It is also agreed that a representative of the union will be given an opportunity to interview each employee once within the completing month of his/her probationary period for the purpose of ascertaining the wishes of the employee concerning membership in the Union. Such interview may take place on the day of orientation. The Hospital will notify the Union monthly of the names of those employees who are completing their probationary period and on request will arrange a time and place for such interview that time of which shall not exceed 15 minutes. Neither employee shall suffer loss of regular pay as a result of such interview.

  • Interview Expenses An in-service applicant for a posted position who is not on leave of absence without pay and who has been called for a panel interview shall be granted leave of absence with base pay and shall have their authorized expenses paid. An employee granted leave under this section shall notify their supervisor as soon as they are notified of their requirement to appear for an interview.

  • Investigatory Interviews When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request that he/she be accompanied at the investigatory interview by a representative of the Union. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may:

  • Exit Interview Upon termination of Employee’s employment for any reason, Employee agrees, if requested, to participate in an exit interview with the Company and reaffirm in writing Employee’s post-employment obligations as set forth in this Agreement.

  • Sessions Negotiation sessions will be held on a regular basis at times and places mutually agreed to. Negotiations with the Board will be held in open session at designated board meetings.

  • Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend.

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview.

  • Employee 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 15 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.

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