Hiring Decisions. Contractor shall make the final determination of whether an Economically Disadvantaged Individual referred by the System is "qualified" for the position.
Hiring Decisions. The Association will have Input into the selection of key Park Board Personnel at the Jointly Operated Facilities, including the community centre recreation programmer, youth worker and new hires to fill the Recreation Supervisor position. Input will also include the opportunity to participate in interviews with shortlisted candidates and to make recommendations for consideration by the Park Board. The Association may provide a description of the unique attributes, needs and nature of the Jointly Operated Facilities and the neighbourhood being served to accompany the job description and posting for a Recreation Supervisor position. For lateral transfers of a Recreation Supervisor, the Park Board will engage in discussions with the Association and consider the views of the Association on the proposed transfer. The Park Board will take into account the unique attributes, needs and nature of the Jointly Operated Facilities and the neighbourhood being served, when considering the qualifications, knowledge and skills of the Recreation Supervisor selected for the Jointly Operated Facilities. The full and final authority on staffing decisions (including hiring selection and work assignments) will rest with the Park Board.
Hiring Decisions. Hiring decisions are not subject to the grievance procedure. Hiring procedures, as specified in this article, however, are grievable.
Hiring Decisions. The Sheriff shall be responsible for the hiring, training, assignment, discipline and dismissal of all law enforcement personnel performing services under this Agreement as such individuals are Sheriff’s employees.
Hiring Decisions. Consultant shall make the final determination of whether an Economically Disadvantaged Individual referred by the System is "qualified" for the position.
Hiring Decisions. The Manager shall make the final determination of whether an Economically Disadvantaged Individual referred by the System is "qualified" for the position.
Hiring Decisions. The Association will have input into the selection of key Park Board personnel at the Jointly Operated Facilities, including the Recreation Supervisor, community centre Recreation Programmer, and Youth Worker. Input will consist of the opportunity to participate in interviews with shortlisted candidates and to make recommendations for consideration by the Park Board. The Association may provide a description of the Jointly Operated Facilities and community needs to accompany the job description and posting for a Recreation Supervisor position. The full and final authority on staffing decisions (including hiring selection and work assignments) will rest with the Park Board.
Hiring Decisions. The Association will have input into the selection of key Park Board personnelPersonnel at the Jointly Operated Facilities, including the Recreation Supervisor, community centre Recreation Programmer, and Youth Workerrecreation programmer, and youth worker. Input will consist of the opportunity to participate in interviews with shortlisted candidates and to make recommendations for consideration by the Park Board. The Association may provide a description of the unique attributes, needs and nature of the Jointly Operated Facilities and community needsthe neighbourhood being served to accompany the job description and posting for a Recreation Supervisor position. The Park Board will take into account the unique attributes, needs and nature of the Jointly Operated Facilities and the neighbourhood being served, when considering the qualifications, knowledge and skills of the Recreation Supervisor selected for the Jointly Operated Facilities. The full and final authority on staffing decisions (including hiring selection and work assignments) will rest with the Park Board.
Hiring Decisions. The Contractor shall make the final determination of whether an Economically Disadvantaged Individual referred by the System is "qualified" for the position. Exceptions Upon application by Employer, the First Source Hiring Administration (“FSHA”) may grant an exception to any or all of the requirements of Chapter 83 in any situation where it concludes that compliance with this Chapter would cause economic hardship. Liquidated Damages Violation of the requirements of Chapter 83 is subject to an assessment of liquidated damages in the amount of $2,070 for every new hire for an Entry Level Position improperly withheld from the First Source hiring process. The assessment of liquidated damages and the evaluation of any defenses or mitigating factors shall be made by the FSHA.
Hiring Decisions. Grantee shall make the final determination of whether an Economically Disadvantaged Individual referred by the System is “qualified” for the position.
