APPENDIX C MEMORANDUM OF UNDERSTANDING Sample Clauses

APPENDIX C MEMORANDUM OF UNDERSTANDING. ‌ FACULTY WORKLOAD The instructional workload for full-time faculty shall normally fall within the range of 30 to 32 credits per academic year. The instructional assignment for a full-time faculty member shall normally not exceed 25 hours per week. Where instructional assignments consist of primarily laboratory, clinical, shop, internship or cooperative work experience supervision, the assignment for a full-time faculty member shall not exceed 30 hours per week. Faculty teaching more than thirty-two (32) credits or the hours defined above shall be eligible for overload compensation or a reduction in non-instructional assignments at the discretion of the campus administration. Bargaining unit faculty who teach at least 15 credits in a semester shall not receive a pro-rated salary during that semester. The parties understand that this workload provision does not affect Article 2 (Recognition) or the definition of bargaining unit membership. The parties understand that management has an obligation to manage workloads down to the range of 30 to 32 credits and a right to manage workloads up to a range of 30 to 32 credits. Faculty members have no entitlement (or right of first refusal) to overload-earning opportunities. Any faculty member who requests a teaching workload of less than 30 to 32 credits per academic year must submit a justification of how the non-instructional work time would benefit the institution.
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APPENDIX C MEMORANDUM OF UNDERSTANDING. OCCUPATIONAL HEALTH & SAFETY The Employer will encourage Occupational Health and Safety committee members to expand their OH&S knowledge and skill base. Such measures may include in-services, courses offered by external agencies, video training and printed matter. Further, The Employer and the Union will jointly seek additional funding to further OH&S committee members’ education. The Employer will encourage senior managers to actively participate as members on their respective OH&S committees. The Union will continue to encourage its members to actively participate on OH&S committees in each facility. APPENDIX D MEMORANDUM OF UNDERSTANDING ADDRESSING WORKPLACE VIOLENCE AND RESPECT IN THE HEALTH WORKPLACE The parties recognize that it is important to provide an environment that is properly secure for all those who receive health services or who work in health care. A safe environment is important for staff and contributes to providing the highest possible standard of care. Staff should expect to work in, and patients should expect to be treated in, an environment where the risk of violence is minimized. Violence Prevention Program The Employer will establish a joint violence prevention program or review their existing program where one is in place that will include:
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APPENDIX C MEMORANDUM OF UNDERSTANDING. The parties agree to the contracting of services by the Zoo in accordance with the following stipulation: Notwithstanding any provision of the Management Rights Clause, it is understood that there shall not be any displacement or reduction of normal hours of any current, full-time bargaining unit or non-bargaining unit employee as a result of management exercising their right to contract for services.
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APPENDIX C MEMORANDUM OF UNDERSTANDING. RE: MINIMUM JOB REQUIREMENTS It is hereby agreed that the following are the minimum job requirements for the following positions:
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APPENDIX C MEMORANDUM OF UNDERSTANDING. If any Article, Section or Subsection herein, where a reference is made regarding the “First Selectman or his (supervisory) designee”, such designee shall not be the Emergency Management Director or Fire Marshal.
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APPENDIX C MEMORANDUM OF UNDERSTANDING. The Gary Community School Corporation (the “School Corporation”) and the Xxxx Teachers Union, Local #4, AFT (the “Federation”) are entering into this Memorandum of Understanding on the ratification dates set forth below.
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APPENDIX C MEMORANDUM OF UNDERSTANDING. FACULTY WORKLOAD The instructional workload for full-time faculty shall normally fall within the range of 30 to 36 credits per academic year. The instructional assignment for a full-time faculty member shall normally not exceed twenty-five (25) hours per week. Where instructional assignments consist of primarily laboratory, clinical, shop, internship, or cooperative work experience supervision, the assignment for a full-time faculty member shall not exceed thirty (30) hours per week. It is recognized that the instructional workload of some full-time faculty may be less than 30 to 36 credits when there are additional non- instructional assignments. Faculty teaching more than thirty-six (36) credits or the hours defined above shall be eligible for overload compensation or a reduction in non- instructional assignments at the discretion of the campus administration. Bargaining unit faculty who teach at least fifteen (15) credits in a semester shall not receive a prorated salary during that semester. It is understood that specific issues regarding faculty workload are to be resolved at the campus level utilizing the union/management committee established in section 4.10 or another appropriate committee.
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Related to APPENDIX C MEMORANDUM OF UNDERSTANDING

  • PARTIES TO MEMORANDUM OF UNDERSTANDING This Memorandum of Understanding (hereinafter referred to as "MOU") is entered into on June 12, 2012, by the City Administrative Officer, as authorized management representative of the City Council, and the authorized management representatives of any City Departments in which classifications listed in Appendices A, B and C may be employed, (hereinafter referred to as "Management"), and authorized representatives of the Engineers and Architects Association (hereinafter referred to as "Association") as the exclusive recognized employee organization for the Technical Rank and File Unit.

  • MEMORANDUM OF UNDERSTANDING Re: Nurses Committee The parties acknowledge that the Registered Nurses’ Union Newfoundland and Labrador (RNUNL) have indicated that they have issues of concern unique to Nurses who live and work in Labrador and that the RNUNL will attempt to address these concerns through a committee which will be established subsequent to these negotiations.

  • TERM OF MEMORANDUM OF UNDERSTANDING This MOU shall be effective July 1, 2020 and together with all the terms, conditions and effects thereof, shall expire as of midnight on June 30, 2021.

  • Memorandum of Understanding/Settlements The Parties recognize that during the term of this Agreement situations may arise which require that terms and conditions not specifically and clearly set forth in the Agreement must be clarified or amended. Under such circumstances, the PBA is specifically authorized by employees to enter into the settlement of grievance disputes or memorandum of understanding which clarifies or amends this Agreement, without having to be ratified by employees.

  • Statement of Understanding By executing this Agreement, Employee acknowledges that (a) Employee has had at least twenty-one (21) or forty-five (45) days, as applicable in accordance with the Age Discrimination in Employment Act, as amended, (the “ADEA”) to consider the terms of this Agreement [and any attachment necessary or desirable in accordance with the ADEA] and has considered its terms for such a period of time or has knowingly and voluntarily waived Employee’s right to do so by executing this Agreement and returning it to Company; (b) Employee has been advised by Company to consult with an attorney regarding the terms of this Agreement; (c) Employee has consulted with, or has had sufficient opportunity to consult with, an attorney of Employee’s own choosing regarding the terms of this Agreement; (d) any and all questions regarding the terms of this Agreement have been asked and answered to Employee’s complete satisfaction; (e) Employee has read this Agreement and fully understands its terms and their import; (f) except as provided by this Agreement, Employee has no contractual right or claim to the benefits and payments described herein; (g) the consideration provided for herein is good and valuable; and (h) Employee is entering into this Agreement voluntarily, of Employee’s own free will, and without any coercion, undue influence, threat, or intimidation of any kind or type whatsoever. HAVING READ AND UNDERSTOOD THIS AGREEMENT, CONSULTED COUNSEL OR VOLUNTARILY ELECTED NOT TO CONSULT COUNSEL, AND HAVING HAD SUFFICIENT TIME TO CONSIDER WHETHER TO ENTER INTO THIS AGREEMENT, THE UNDERSIGNED HEREBY EXECUTE THIS AGREEMENT ON THE DATES SET FORTH BELOW. EMPLOYEE JDA SOFTWARE GROUP, INC. By: Date: Date:

  • CALENDAR FOR SUCCESSOR MEMORANDUM OF UNDERSTANDING In the event Union or Management desires a successor MOU, said party shall serve upon the other between April 1, 2018 and April 30, 2018, its written proposals for such successor MOU. Meet and confer sessions shall begin no later than thirty (30) calendar days following submittal of the proposals.

  • Memoranda of Understanding From time to time during the term of this Agreement, the parties may agree to Memoranda of Understanding (MOUs) that interpret, implement, modify, or provide non-precedent-setting exceptions to this Agreement. To be binding, an MOU must have been negotiated by the respective negotiators and signed by the chief negotiator of the Association, the President of the Association, and the Xxxxxxx or their designee. Each MOU shall be identified by a unique number that begins with the year in which it was signed, followed by decimal number that reflects the sequence of the MOU during the calendar year (e.g., 2010.1; 2010.2; 2010.3; etc.).

  • MEMORANDUM OF AGREEMENT Contemporaneously with the execution of this Agreement, the Parties shall execute, acknowledge, deliver and record a “short form” memorandum of this Agreement in the form of Exhibit J attached hereto (as modified, including by the addition of any required property descriptions, required by local law and practice to put such Memorandum of record and put third parties on notice of this Agreement), which shall be placed of record in each state and county in which the currently-existing Dedicated Properties are located. Further such memoranda shall be executed and delivered by Shipper as Gatherer from time to time requests to evidence the dedication of additional areas or Oil and Gas Interests under this Agreement.

  • LETTER OF UNDERSTANDING Re: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).

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