Human Resources Review Sample Clauses

Human Resources Review. Within ten (10) working days of receiving the completed application, the Human Resources Department shall complete a review of the application.
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Human Resources Review. If the decision of the Department Head or designee does not resolve the dispute to the satisfaction of the employee, the employee or his or her representative may request a review by Human Resources. The request for the meeting shall be made in writing within twenty (20) calendar days of receipt of the decision of the Department Head or designee. Within twenty (20) calendar days after the request for review, Human Resources or designee shall investigate the matter, confer with persons affected (and their representatives) to the extent deemed necessary, and render a decision in writing.
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Human Resources Review. If the Nurse is dissatisfied with the Program Manager’s and/or Division Director’s decision, s/he will have fifteen (15)) working days to forward his/her request to Human Resources. Human Resources will have thirty (30) working days to respond in writing with approval or denial to the Nurse. If Human Resources fails to respond within thirty (30) working days, the Nurse shall be moved into the classification requested. If Human Resources ultimately denies the request, the nurse shall be returned to his/her original classification.
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Human Resources Review. All interviews shall be conducted by the Director of Human Resources or designate and two other members, preferably from the division as appointed by the Deputy Chief of Administration in conjunction with the Director of Human Resources. The interview, as approved by the Director of Human Resources, shall include a specific, scored, detailed review of the job qualifications. Qualifications for each position shall be consistent with those identified in the Job Description. Points in this category shall be weighted at 50%. 60% shall be considered a passing grade on the Human Resources Review.
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Human Resources Review. ‌ The Human Resources Director or designee will review the request and make a determination if a new job description is necessary and/or if the job is accurately classified under the classification system in effect. A desk audit or discussion with the employee and the supervisor and/or department head may be conducted if necessary to reach a decision.
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Human Resources Review. Upon receipt of the decision from the Consultant, the designated Director of Human Resources or designee will analyze the findings and review for process compliance. Human Resources shall send to the employee and their supervisor, a findings memo and instructions to appeal, no later than fifteen (15) working days from receipt of the decision from the Consultant.
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Human Resources Review. HR Staff Initial and Date: HR Review Date EPC Date  Form and Application Materials Complete  Incomplete/Missing Information Background Check completed Date A Yes answer to any MANDATORY BACKGROUND QUESTION requires review and approval of the CHRO/Designee.  The volunteer is approved for the described services.  The volunteer is not approved for the described services. CHRO/Designee Signature and Date _ VOLUNTEER AGREEMENT AND RELEASE OF LIABILTY ADDITIONAL INFORMATION Submitted by Printed Name: Submitted by Signature and Date Signature and Date of Parent or Guardian of a Minor required for ADDITIONAL INFORMATION
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Human Resources Review. The findings and recommendations of the July 2020 Human Resources Review conducted by Elevate HR and Coaching will be considered and implemented. Water Safety Ireland will compile a Plan for the implementation, including a timeframe. The Plan will be presented to the Department for its consideration. The recommendations should be fully implemented by June 2021. Findings were found in the following areas, with recommendations made and risks identified. • WSI Human Resource policies. • Grievance Policy • Disciplinary Policy • Contracts of Employment • Job Descriptions. • Grade Structure • Statutory Leave to be recorded in accordance with the Organisation Working Time Act 1997/2015 • Business planning and continuous improvement • Communication • Performance Management Development System Training & Development (T&D) • Talent Planning
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Related to Human Resources Review

  • Human Resources Database The Parties believe that their on-going and collective bargaining relationships are enhanced through useful, timely, and accessible data on relevant human resources matters, including those listed below. The Parties agree to provide and support the accumulation and dissemination of available data to the PSEA, which will be responsible for the management of the HRDB project including the gathering, analysis, and maintenance of such data. The Parties may undertake joint projects for the comparative analysis of such data. The Parties agree that a Steering Committee will oversee this program. The Committee will include representatives designated by each Party. The Parties recommend that the Ministry of Advanced Education, Training and Technology continue to provide funding to assist in the gathering, analysis, and maintenance of such data through the agreed-upon organization.

  • Human Resources (i) Advice and assistance in relation to the staffing of Party B, including assistance in the recruitment, employment and secondment of management personnel, administrative personnel and staff of Party B;

  • Director of Human Resources The person designated by the County Administrator to serve as the Assistant County Administrator-Director of Human Resources.

  • Benefits Committee As per LOA#10, a benefits committee comprised of the employee representatives and the employer representatives, including the Crown, shall convene upon request to address all matters that may arise in the operation of the OSSTF ELHT.

  • Medical Review Officer The Medical Review Officer (MRO) shall be a licensed physician who has a knowledge of substance abuse disorders and has appropriate medical training to interpret and evaluate an individual’s positive test result together with the employee’s medical history and any other relevant biomedical information.

  • Compensation Committee (A) The Compensation Committee shall be composed of not more than five (5) members who shall be selected by the Board of Directors from its own members who are not officers of the Company and who shall hold office during the pleasure of the Board.

  • Plan Review Tenant agrees to pay Landlord, as additional rent, the reasonable costs of professional services and costs for general conditions of Landlord's third party consultants if utilized by Landlord (but not Landlord's "in-house" personnel) for review of all plans, specifications and working drawings for any Alterations, within ten (10) business days after Tenant's receipt of invoices either from Landlord or such consultants. In addition, Tenant agrees to pay Landlord, within ten (10) business days after completion of any Alterations, a fee to cover Landlord's costs of supervising and administering the installation of such Alterations, in the amount of eight percent (8%) of the cost of such Alterations, but in no event less than Two Hundred Fifty Dollars ($250.00).

  • TRANSITION COMMITTEE 8.1.0 A transition committee comprised of the employee representatives and the employer representatives, including the Crown, will be established by January 31, 2016 to address all matters that may arise in the creation of the Trust.

  • Compensation Complaints All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Human Resources Director. Only complaints which allege that employees are not being compensated in accordance with the provisions of this MOU shall be considered as grievances. Any other matters of compensation are to be resolved in the meeting and conferring process, if not detailed in the MOU which results from such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next opened for such discussion. No adjustment shall be retroactive for more than two (2) years from the date upon which the complaint was filed.

  • Education Committee (a) The Employer will establish an Education Committee for all employees in the facility, which shall include at least one representative from ONA members.

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