Indigenous Employment Strategy Sample Clauses

Indigenous Employment Strategy. 63.2 The Provider must produce and implement an Indigenous Employment Strategy, a copy of which must be made available to the Department on request.
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Indigenous Employment Strategy. 48.1 Indigenous Australians have significant contributions to make to Australia across cultural, economic and scientific domains. CSIRO recognises the social and economic disadvantage experienced by Indigenous Australians and is committed to helping close the gap between Indigenous and non-Indigenous Australians.
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Indigenous Employment Strategy. 24.1 The University is committed to reconciliation with Indigenous Australians and endorses the principles and strategies consistent with the University of South Australia Indigenous Employment Strategy as amended from time to time.
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Indigenous Employment Strategy. 15.1 The ILC is committed to implementing an Indigenous Employment Strategy (IES) and associated learning and development program including, where appropriate, to:
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Indigenous Employment Strategy. The Indigenous Employment Strategy will be reviewed annually and updated in consultation with a reference committee that will include Australian Aboriginal and/or Xxxxxx Xxxxxx Islander staff, members of the local community, Traditional Owner groups, union representatives and other relevant stakeholders. The Indigenous Employment Strategy will be a key driver of the achievement of the key performance indicators.
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Related to Indigenous Employment Strategy

  • EMPLOYMENT STABILITY 28.01 A The parties hereto subscribe to certain objectives and principles as follows:

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with college/district policies and available resources.

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable.

  • Project Employment 1. The Employer may appoint employees into project positions for which employment is contingent upon state, federal, local, grant, or other special funding of specific and of time-limited duration. The Employer will notify the employees, in writing, of the expected ending date of the project employment.

  • Modes of Employment The Employer may employ a Full Time, Part Time, Fixed Term or Casual Employee. The Employer may direct an Employee to perform such duties as are within the limits of the Employee’s skill, competence and training.

  • Summer Employment 26.1 In selecting teaching staffs for summer programs, employment shall be offered to teachers who are certified and “Highly Qualified” in the subject area(s).

  • Pre-Employment Testing A pre-employment drug test will be conducted under the following conditions, except where conditions listed in Part 382.301(b)(c) are met:

  • Student Employment (a) Students who are employed to backfill in a bargaining unit position shall be paid the bargaining unit rate and if so employed for more than ten (10) weeks will be a member of the bargaining unit.

  • New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.

  • School Year Employment If an employee is employed on the basis of a school year and such employment contemplates absences from the State payroll during the summer months or vacation periods scheduled by the Appointing Authority which occur during the regular school year, the employee shall nonetheless remain eligible for an Employer Contribution, provided that the employee appears on the regular payroll for at least one (1) working day in the payroll period immediately preceding such absences.

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