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Competent Seniority In The Workplace

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Seniority: This term is used to elect an employee 's position in a company attained through the length of documented service. Seniority is recognized as employment rights which an employee gains over other employees by the advantage of his/ er length of service. Traditional Seniority: Attained exclusively through the length of service Competent Seniority: A type of seniority wherein other factors such as capability are considered in combination with length of service Seniority Record: The employers shall preserve a seniority list reflecting the date on which individual employees service began. A restructured seniority record shall be shared with the union bi-annually, no later than Sept 30th & March 31st. When two or more employees share …show more content…

The last one employed shall be the first one laid off and the last one laid off shall be the first one taken back provided physical fitness and ability to do the job are approximately equal. During ramped down in any department length of continuous service shall govern where the employee possesses the qualifications to do the job efficiently. Competent Seniority: Layoffs in connection with the ramped down and recalling to work of employees laid off shall be governed by the following considerations: 1) For employees first employed prior to February 12th 2012, span of service shall govern provided that the employee can perform the work. 2) For employees first employed on or after February 12th 2012, knowledge, ability and span of service shall be the determining factors. Where knowledge and ability are approximately equivalent span of service shall …show more content…

Regular Full- Time Available & Restricted Part- Time Employee Eligibility: a) Both Regular Full- Time Available & Restricted Part- Time Employee are eligible to apply for a job posting if they meet the criteria of the job descriptions. b) The employer shall fill the vacant position/s first from the bargaining unit first, before hiring new employees provided there are employees present that meet the criteria of the job description. c) Each job vacancy shall be posted on the employee announcement board for (5) five business days & in the interim, this job posting will be made available to external candidates too based on an online assessment. d) However, first preference will be given to the internal candidate that holds the maximum tenure, who meets the requirement of the job. If no eligible candidate is shortlisted in fifteen (15) days, the shortlisted candidate for the oldest application who met the threshold first from the external pool of candidates will be elected to the vacant

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The department should also set-up a progressive recruitment function that regularly assesses the needs of the department and seeks out highly skilled and motivated individuals to enhance the staffing levels and ensure that the department has adequate personnel to respond to any challenge that is thrown its

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A. BWO will likely be able to prove that Chigurh was terminated for a legitimate business reason either because he held a management position or for the financial factors associated with fulfilling the agreement with Wells. An employer may terminate an employee for good cause under the WDEA. § 39-2-904(b). Good cause is defined as “reasonable job-related grounds for dismissal based on a failure to satisfactorily perform job duties, disruption of the employer’s operation, or other legitimate business reason.” § 39-2-903(5).

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KRUTIK PARIKH 1503-555 Brimorton Drive Toronto, ON. M1H2E9. October 20, 2015 It is with a great interest that I am submitting my resume to be considered for the position of an Accounts Executive if available in your reputed company. As an employee who is intense about excellence and service of the highest quality.

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The federal bureaucracy as part of the executive branch exercises substantial independence in implementing governmental policies and programs. Most workers in the federal bureaucracy are civil-service employees who are organized under a merit system. The merit system is defined as the process of promoting and hiring government employees based on their ability to perform a job, rather than on their political connections. This system uses educational and occupational qualifications, testing, and job performance as criteria for electing, hiring and promoting civil servants. Beginning in the federal government in 1888, it was established to improve parts of the governmental work force that had previously been staffed by the political patronage

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Throughout my report I will seek to investigate the pros and cons of operating a contingent workforce. I will look at how it affects the landscape of an organisation and the impacts it has on retaining a competitive advantage. I will also look at whether it is best practice from a Human Resource (HR) point of view and how HR can best manage to retain the knowledge these individuals have and are given while working with an organisation. A contingent workforce can be defined as ‘Is a provisional group of workers who work for an organization on a non-permanent basis, also known as freelancers, independent professionals, temporary contract workers, independent contractors or consultants.’

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(2009) maintain that trust only belongs to management team when they treat people fairly by just distribution of outcomes, a fair promotion system, treating employees with dignity and respect and etc. Similarly, Smyth (2014) identifies three social responsibilities of trust, two of which are how people treat each other, namely equality and the criteria that are applied, namely equity. Seniority-based promotion system is a good counter example of this position. According to Liu (2007), it is an incentive mechanism in Japanese organizations, within which job promotion and raise in wage is dependent first on seniority and then achievement. He suggests that when one stays at a job for 10 or more years, he becomes more skilled and makes a positive contribution and increasingly so.

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Now, moving to "Activity E" we need to design a selection process for the candidates due to the fact that there were much more managers that apply for this jobs than expected. There were thirty managers that apply and the company needs to send in France only need twenty of them (Robson, 2008). In order to avoid demotivating none of them, the leaders need to take a decision based on a selection method well explained and justified prepared by the independent management

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 Ensuring the reward system that is based on performance and not on tenure.  Motivating younger employees to work together with older employees.  Incorporating ‘Teamwork’ within organization. In addition, organizations can create an environment where both generation employees can share their ideas and can work as a team.

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Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.

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Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the right people can be selected. A formal definition states “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and when their applicants are submitted. The result is the pool of applicants from which new employees are selected”.

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The emphasis of this method of job analysis is on the attributes, abilities and knowledge and individuals’ characteristics that are required by the employee to perform the desired duties. According to McCormick et al. (1967) the worker oriented method is more comprehensive of work-related areas as compared to the work oriented methodologies. The worker-oriented approaches are frequently involved in selection purposes, in finding out explicit KSA’s required for the task (Brannick et al., 2007).

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