Adjunct Employee Engagement Program/Level II Adjunct Employees Sample Clauses

Adjunct Employee Engagement Program/Level II Adjunct Employees. 1. The College supports and benefits from adjunct employees who are involved in internal professional development and college service. To recognize adjunct employees who complete a body of work in these areas, the College will provide incentives including the following: a. Increased compensation per contact hour as defined in Article 8.1 b. Priority in course assignment as defined in Article 4.7 c. An interview for a posted full-time faculty position for which the adjunct employee is qualified. 2. Details of the Adjunct Employee Engagement Program (“AEEP”) will be developed by a workgroup that includes college staff and adjunct employees from each academic division. The Adjunct Employee Engagement Work Group (“AEEWG”) will determine timelines, work required, and applicable professional development and college service opportunities. The (“AEEWG”) will make a recommendation prior to the start of the Fall 2017 semester. The entire adjunct employee engagement program must be approved by HCAFA and the College prior to implementation or any subsequent modifications. 3. After receiving Level II status by completing a body of work comprised of professional development and college service, the adjunct employee will receive the distinction and incentives that accompany Level II status for a length of time as determined by the AEEWG and approved by HCAFA and the College. 4. If the adjunct employee wishes to continue to maintain Level II status, he/she must complete an additional body of work prior to the end of the approved period of time.
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Adjunct Employee Engagement Program/Level II Adjunct Employees. 1. The College supports and benefits from adjunct employees who are involved in internal professional development and college service. The Level II Adjunct Faculty Engagement Program is designed to recognize adjunct employees who complete a body of work in these areas. The process and procedures for the Level II Adjunct Faculty Engagement Program are developed in collaboration with the College and HCAFA and documented on the Academy for Teaching Excellence website. If an adjunct faculty member completes all program requirements and earns the Level II designation based on achievement of the minimum average committee score, the College will provide the following incentives for a period of three years: a. Increased compensation per contact hour as defined in Articles 8.1 and 8.2 b. Priority in course assignment as defined in Article 4.6 c. A phone interview for a posted full-time faculty position for which the adjunct employee is qualified. 2. To continue to maintain Level II status beyond the initial three-year period, the adjunct employee must continue to engage in professional development and/or college service as indicated on the renewal documents maintained on the Academy for Teaching Excellence website. Renewal applications must be submitted by November 1st of the sixth semester (typically Fall) after receiving the Level II designation and by November 1st of the sixth semester (typically Fall) following each renewal. Adjunct faculty whose renewal applications are approved will receive a $500 stipend. Should a renewal application not be submitted by the deadline or approved by the Office of the Xxxxxxx, the adjunct faculty member will lose their Level II designation and corresponding benefits and need to re-apply for a future cohort should they wish to become a candidate again. 3. The annual cohort for new Level II candidates will be limited to 12 adjunct employees with the procedures for selection outlined on the Academy for Teaching Excellence website. Disciplinary action as described in Article 6 of the Adjunct Faculty Agreement may result in the reduction of course load / priority of course assignment for Level II adjunct faculty. 4. If the division xxxx identifies concerns about a Level II adjunct faculty member’s instructional performance, they may ask that Level II adjunct faculty member to develop an improvement plan. This may be done in collaboration with the Academy for Teaching Excellence through a Teaching Consultation using goals agreed to b...
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Related to Adjunct Employee Engagement Program/Level II Adjunct Employees

  • Post-Employment Activities 7.1 For a period of one (1) year after the termination or expiration, for any reason, of your employment with the Company hereunder, absent the Board of Directors' prior written approval, you will not directly or indirectly engage in activities similar to those described in Section 4.2, nor render services similar or reasonably related to those which you shall have rendered hereunder to, any person or entity whether now existing or hereafter established which directly competes with (or proposes or plans to directly compete with) the Company ("Direct Competitor") in the same or similar business. Nor shall you entice, induce or encourage any of the Company's other employees to engage in any activity which, were it done by you, would violate any provision of the Confidential Information Agreement or this Section 7. As used in this Agreement, the term "any line of business engaged in or under demonstrable development by the Company" shall be applied as at the date of termination of your employment, or, if later, as at the date of termination of any post-employment consultation. 7.2 For a period of one (1) year after the termination of your employment with the Company, the provisions of Section 4.2 shall be applicable to you and you shall comply therewith. 7.3 No provision of this Agreement shall be construed to preclude you from performing the same services which the Company hereby retains you to perform for any person or entity which is not a Direct Competitor of the Company upon the expiration or termination of your employment (or any post-employment consultation) so long as you do not thereby violate any term of this Agreement or the Confidential Information Agreement.

  • Project Employment A. Permanent project employees have layoff rights. Options will be determined using the procedure outlined in Sections 35.9 and 35.10, above. B. Permanent status employees who left regular classified positions to accept project employment without a break in service have layoff rights within the Employer in which they held permanent status to the job classification they held immediately prior to accepting project employment.

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s). Section 2. No information gathered by an Employee Assistance Program may be used to discipline an employee. Section 3. Employees shall be entitled to use accrued sick leave for participation in an Employee Assistance Program. Section 4. Each university will offer training to local Union Stewards on the Employee Assistance Program available in their university, on university time, where an Employee Assistance Program is available.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • CONTRACT EMPLOYEES Contained in Annexure D.

  • 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.

  • Displaced Employees In the event of a reduction in the work force, regular employees shall be laid-off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid-off. An employee who is qualified and yet unwilling to do the work shall be laid-off.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Public Employees Retirement System “PERS”) Members.

  • Excluded Employees Employees excluded from the bargaining unit who work for an Employer signatory to this Agreement may participate in any of the foregoing benefits under rules and regulations established by the Trustees. The trustees shall determine the contributions required for such benefits.

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