Hiring and Termination. (a) When upon commencing employment on a job, employees are required to travel to the job, they shall receive from the Employer the cost of transportation from the transportation terminal nearest to the employee's domicile, including meals, travelling time and a sleeper if night travel is necessary.
Hiring and Termination. 3 Holidays ....................................................................... 8
Hiring and Termination. Section 4.1(a) Solid Ground is committed to a diverse workforce that reflects the communities it serves. Solid Ground is committed to hiring and promotion practices that empower historically marginalized people, especially Black, Indigenous and People of Color in their career advancement. The Employer is committed to developing Employees who are reflective of the clients served and continues to work to increase the diversity of leaders at Solid Ground. All hiring and promotion practices will be carried out with the overriding goal of hiring employees with the highest level of lived experience, work experience and relevant education and/or training from the most diverse group of candidates possible. The Employer will work to ensure diversity on its interview panels.
Hiring and Termination. 8.01 THE EMPLOYER OR HIS REPRESENTATIVES SHALL NOT CONTACT A MEMBER AT HOME FOR EMPLOYMENT. THE EMPLOYER RECOGNIZES THE UNION OUT-OF-WORK LIST AS THE SOURCE OF MEMBERS FOR EMPLOYMENT. ON HIRING THE EMPLOYER MAY NAME REQUEST THE FIRST HIRE; THE UNION MAY THEN DISPATCH THE NEXT HIRE. ON HIRING THE EMPLOYER MAY HIRE ON A ONE (1) NAME HIRE TO ONE (1) UNION DISPATCH BASIS TWELVE (12) OF TWENTY-FOUR
Hiring and Termination. Section 4.6 PROBATION Regular full-time and regular part-time employees shall be hired on a probationary period for the first ninety (90) calendar days of employment. If an employee’s performance does not meet job expectations, the employer may extend the probationary period for up to an additional forty- five (45) days and will notify the employee of areas of improvement. Termination or discipline during this period will not be subject to review by the Union. Promotions are subject to the probationary period. In the event the promoted employee does not successfully pass the probationary period in the new job classification, such employee shall be given their former position without loss of FTE and former pay including pay increases. If there is no vacancy in the employee’s former job classification, employees will be offered relief hours until they can be placed in the first open position in their former job classification.
Hiring and Termination. (1) When upon commencing employment on a job men are required to travel to the job, they shall receive from the Employer the cost of transportation from the transportation terminal nearest to the employee's domicile, including meals, travelling time and a sleeper if night travel is necessary.
Hiring and Termination. The Employer shall notify the Union Office when he requires additional employees and agrees that no United Association member shall be hired without a work referral slip from the Union Office or designated Union official and the Union agrees to give a Union referral slip to anyone hired under the terms of this Agreement. The work referral slip shall contain the permanent address of the employee. The Employer, when requiring men, shall consult with the Local Union with respect to union members available to work. The Employer may select anyone he desires subject only to Article of this Agreement. The parties agree that members, not requiring board or travel allowance will be considered in hiring for a project. When the Employer has made his selection he shall contact the Union Office who shall immediately contact the man to ask him to report to work as per the Employer’s instructions. However, for projects which are not considered to be new residential construction or service work, where the Employer has employed five (5) Union members the remaining shall be hired on the basis of one
Hiring and Termination. Section 4.1 In employing new workers or replacing workers, the Employer must notify the Union in writing stating the job title, hourly rate of pay and a brief description of job duties, so the Union will be able to distribute this information to the most competent help available.
Hiring and Termination. It shall be the responsibility of the Employer or his hiring agent to verify that Journeymen are in possession of an Ontario Certificate of Qualification, and that a registered Apprentice make the necessary arrangements to have his indenture papers transferred to the new Employer. Non registered workers beginning their Apprenticeship will be registered as early as possible, ‘ Prior to hiring, a new employee shall be presented with a copy of the ‘Company Policy”, with which he will be expected to conform if hired ( A s per Article Prior to the new employee starting work, the Employer must receive a Work Referral Slip as issued by the Union, showing that the employee is a member of the Union in good standing and the month to which his dues are paid. The employee will sign a Dues Deduction Authorization form which will permit the Employer to deduct dues from wages and remit the same on the monthly report form. The Employer or the employee will give at least four hours notice o f termination and this is to be used to complete shift, take truck stock, evaluate time sheets, settle outstanding account of money owing to either party and preparation of employment records required by which records shall be given to the employee within days. It shall be the mutual responsibility of the Employer and the employee to see that all Employers property (including vehicle, inventory, credit cards, tools etc.) are returned and the employee will repay all advances or outstanding tool invoices etc., before being entitled to receive final pay.
Hiring and Termination day of the month following the
