ADDITIONAL COMPENSATED EMPLOYMENT Sample Clauses

ADDITIONAL COMPENSATED EMPLOYMENT. Faculty may engage in additional compensated employment, either internal or external to the University of Guam, and outside of duties indicated in the Annual CFES Plan of Work. In principle, the University shall support (i.e., make no internal rule disallowing) faculty receiving, as a minimum, their base pay rate, calculated hourly or as a percentage of FTE, for additional compensated activities. Rate of compensation, however, will be subject to funding-source rules for such compensation. Such employment shall be subject to the following guidelines: 1. The additional compensated employment shall be neither so extensive nor so demanding as to interfere with the Faculty member’s full-time performance of his or her primary duties to the University. 2. Before undertaking additional compensated employment, or annually if it is ongoing, Faculty members shall notify the Xxxx/Director. The Faculty member shall submit details of the extent of the employment in their annual CFES Plan of Work and Faculty workload form, and amend these documents as outside compensated employment commitments change. If at any time the Xxxx/Director considers that the additional employment interferes with the performance of the official duties, or determines that there is a conflict of commitment or conflict of interest for the Faculty member, the Faculty member and the Xxxx/Director shall meet to discuss the matter. They will work toward resolution and discuss either reducing or ceasing the additional employment. Absent mutual agreement on a satisfactory resolution, the Xxxx/Director shall make the final decision. 3. No Faculty member shall use, or allow to be used, any University facilities, supplies, or equipment for anything other than University-approved duties and activities. 4. Thesis Committee Chair compensation Faculty serving as Thesis Committee Chair shall be paid at least 65% of the tuition for each thesis credit the student registers for. To receive compensation for graduate students enrolled in the one-credit continuing thesis, the Thesis Committee Chair will provide a progress report to the Xxxx. 5. Graduate Program Chair compensation Faculty serving as a Graduate Program Chair may receive compensation at the discretion of the Xxxx.
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ADDITIONAL COMPENSATED EMPLOYMENT. Faculty may engage in additional employment, either internal or external to the University of Guam, and outside of duties indicated on the CFES plan, subject to the following guidelines: 1. The additional compensated employment shall be neither so extensive nor so demanding as to interfere with the Faculty member’s full-time performance of his or her primary duties to the University. 2. Before undertaking additional compensated employment, or annually if it is ongoing, Faculty members shall notify the Xxxx/Director. The Faculty member shall submit details of the extent of the employment in their Comprehensive Faculty Evaluation System Plan and Faculty workload form, and amend these documents as outside compensated employment commitments change. If at any time the Xxxx/Director considers that the additional employment interferes with the performance of the official duties, or determines that there is a conflict of commitment or conflict of interest for the Faculty member, the Faculty member and the Xxxx/Director shall meet to discuss the matter. They will work toward resolution and discuss either reducing or ceasing the additional employment. Absent mutual agreement on a satisfactory resolution, the Xxxx shall make the final decision. 3. No Faculty member shall use, or allow to be used, any University facilities, supplies, or equipment for anything other than University-approved duties and activities.
Sample 1

Related to ADDITIONAL COMPENSATED EMPLOYMENT

  • Additional Compensation Notwithstanding anything in this Memorandum of Understanding to the contrary when in the judgment of the Board, it becomes necessary or desirable to utilize the services of County employees in capacities other than those for which they are regularly employed, the Board may authorize and, if appropriate, fix an additional rate of compensation for such employees.

  • Employment Compensation Schedule 4.16 contains a true and correct list of all employees to whom any Target is paying compensation, including bonuses and incentives, at an annual rate in excess of $100,000 for services rendered or otherwise, and, in the case of salaried employees, such list identifies the current annual rate of compensation for each employee and in the case of hourly or commission employees identifies certain reasonable ranges of rates and the number of employees falling within each such range.

  • Annual Compensation The Executive's "Annual Compensation" for purposes of this Agreement shall be deemed to mean the highest level of base salary paid to the Executive by the Employers or any subsidiary thereof during any of the three calendar years ending during the calendar year in which the Date of Termination occurs.

  • Final Compensation Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment. Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

  • Continuing Employment (a) Continuing employment means full-time or fractional-time employment that does not have a fixed end date or a contingency upon which the employment contract will come to an end. (b) All employment other than fixed-term employment and casual employment will be continuing employment. (c) Notwithstanding subclause 16.0(b) above, the University may employ a person in Continuing (Contingent Funded Research) employment on a full-time or fractional-time basis in accordance with the terms of this Agreement.

  • Employment and Compensation The following terms and conditions will govern the Executive’s employment with the Company throughout the Term.

  • Supported Employment Natural Supports

  • Employment Period Compensation In consideration of the other provisions of this Agreement, and the Executive’s agreement to execute a Release Agreement, substantially in the form attached hereto as Exhibit B, in the event of his termination under relevant circumstances pursuant to which he would be paid severance benefits, ESC shall provide the Executive with the following payments and benefits, both those set forth in this section and elsewhere in this Agreement:

  • Other Employment Benefits During the Employment Term, the Executive shall be entitled to the following employment benefits: (a) four (4) weeks of paid vacation in each fiscal year of EDGEN while the Executive is employed hereunder (one week of which, if not used by the Executive in any given fiscal year, may be carried over to the next fiscal year; provided, that the Executive shall not have more than five (5) weeks of paid vacation in any given fiscal year as a result of such carry over), and sick leave in accordance with EDGEN’s policies from time to time in effect for executive officers of EDGEN; provided, that, except as provided herein, vacation and/or sick leave time not used in any year may not be carried over or transferred from one year to another or converted to cash, except in a year in which there is a Change of Control (as hereinafter defined) where the Executive is no longer employed; (b) participation, subject to qualification requirements, in medical, life or other insurance or hospitalization plans and long-term disability policies which are presently in effect or hereinafter instituted by EDGEN and applicable to its executive officers generally; (c) participation, subject to classification requirements and continued maintenance thereof by EDGEN in other Executive benefit plans, such as pension and profit sharing plans, which are from time to time applicable to EDGEN’s executive officers generally; (d) an automobile allowance of $1,200 per month, which shall be used by the Executive to cover all lease and insurance payments with respect to one automobile of the Executive’s choice for business purposes, which automobile’s retail value shall not exceed $75,000. The Executive shall provide proof of insurance in limits and with a company approved by EDGEN. EDGEN shall also be listed as a “named insured” under the policy. EDGEN shall reimburse the Executive, upon the presentation of appropriate receipts, for all reasonable and necessary maintenance, repair and gasoline costs incurred by the Executive in connection with the use of such automobile; provided, that such costs are directly related to the performance by the Executive of his obligations to EDGEN and/or to Parent hereunder; (e) EDGEN shall purchase (subject to the insurability of the Executive at standard rates) a life insurance policy in the amount of $1,000,000 on the life of the Executive to provide benefits under Section 5.2 (b) hereof; and (f) a supplemental payment of $9500 per annum (the “Supplemental Payment”), which shall be paid in accordance with EDGEN’s customary payroll practices which are in effect from time to time during the Employment Term.

  • Fixed Term Employment A fixed term employee is an employee engaged for specific period, project or task on an hourly basis and their rate of pay shall be 1/38th of the weekly rate prescribed by the Agreement. A fixed term employee will accrue leave entitlements (annual, personal/carers, long-service) on a pro-rata basis.