Appointment and Advancement. This agreement shall be for the period commencing July 1, 2021 through and including June 30, 2022. Reappointment to succeeding years of training will depend on the house officer’s satisfactory academic and professional performance, the availability of funding, and continuation of the training program. If the appropriate department decides that the house officer’s agreement shall not be renewed prior to the house officer’s completion of the training program, written notice of nonrenewal specifying the reason for nonrenewal shall be given to the house officer. The house officer shall have the right to file an appeal under the house officer appeal procedure.
Appointment and Advancement. A NTT faculty member may be appointed initially at any title, appropriate to his/her qualifications, experience and responsibilities as determined by the relevant department(s). Each NTT faculty member will be assigned a home department. The home department will make the decision regarding advancement using the criteria and standards of the department. However, service in other departments will be credited to the candidate’s total FTE in regard to eligibility for advancement.
Appointment and Advancement. The HSP accepts enrollment in the Program from July 1, 2019 to June 30, 2020 (the “Term”) and agrees to fulfill the educational requirements of the Program during the entire Term. Enrollment in the Program shall qualify the HSP as a trainee at Xxxxxxxxx University. The Parties anticipate that this Agreement or a renewal Agreement shall be entered into each year for the duration of the Program unless terminated or not renewed by the University. (For provisions regarding advancement and termination of Agreement see institutional and program policies. Institutional policies can be found at xxxxx://xxxxxxxxx.xxxxxxxxx.xxx/residencies-fellowships/graduate-medical-education-office/policies . A HSP’s Agreement may be terminated for the reasons set out in the Corrective Action Policy. A HSP’s Agreement may be non-renewed as set forth in the Institutional Policy for Resident Eligibility, Selection, Evaluation, and Advancement Policy. A HSP in jeopardy of non-promotion should refer to the Institutional Policy for Resident Eligibility, Selection, Evaluation, and Advancement Policy and Grievance Policy.
Appointment and Advancement. Appointing Officers may appoint employees to any step, at any time, in the salary grade which does not exceed the maximum of the salary grade. If there are no steps within the salary grade, the Appointing Officer may appoint employees to any place within the grade at any time, providing that the placement does not exceed the salary grade maximum.
Appointment and Advancement. A. Probationary Period, Step Placement, and Advancement
Appointment and Advancement. Conditions for reappointment and promotion to a subsequent PGY level can be found in the policy link below. HSP accepts enrollment in the Program from <<startdate>> to <<enddate>> (the “Term”) and agrees to fulfill the educational requirements of the Program during the entire Term. Enrollment in the Program shall qualify HSP as a trainee at University. The parties anticipate that this Agreement or a renewal Agreement shall be entered into each year for the duration of the Program unless terminated or not renewed by the University. (For provisions regarding advancement and termination of Agreement see institutional and program policies. Institutional policies can be found at xxxxx://xxxxxxxxx.xxxxxxxxx.xxx/residencies-fellowships/residencies-fellowships-omaha/graduate-medical-education- office/policies. The Institutional Advancement policy is located on the provided link, under the Institutional Policies header and is labeled as “Appointment, Promotion, Renewal, and Dismissal Policy”. This Agreement may be terminated for the reasons set out in the Corrective Action Policy. This Agreement may be non- renewed as set forth in the Appointment, Promotion, Renewal, and Dismissal Policy. If HSP is in jeopardy of non-promotion, HSP should refer to the Institutional Appointment, Promotion, Renewal, and Dismissal Policy.
Appointment and Advancement. Step 1 is the normal starting rate of pay. An employee shall serve twelve months in this class before becoming eligible for advancement to Step 2. Thereafter, the employee shall serve one year in a step prior to eligibility for advancement to the next step. At the discretion of the Chief of Police, a new employee may be appointed at a higher step, in which case the employee must serve one year before becoming eligible for a step advancement. Step advancements shall be granted upon a Meets Standards employment evaluation. When a normal step advance is denied, it may be reconsidered at any time, and if advancement occurs, the employee shall serve one year in the new step before becoming eligible for advancement to the next step.
Appointment and Advancement. This agreement shall be for the period commencing July 1, 2024 through and including June 30, 2025. Reappointment to succeeding years of training will depend on the house officer’s satisfactory academic and professional performance, the availability of funding, and continuation of the training program. If the
Appointment and Advancement. 2
A. Probationary Period 2 B. Placement And Advancement Through Range 3
Appointment and Advancement. The HSP accepts enrollment in the Program from July 1, 2015 to June 30, 2016 (the ‘‘Term’’) and agrees to fulfill the educational requirements of the Program during the entire Term. Enrollment in the Program shall qualify the HSP as a trainee at Xxxxxxxxx University. The Parties anticipate that this Agreement or a renewal Agreement shall be entered into each year for the duration of the Program unless terminated or not renewed by the University. (For provisions regarding advancement and termination of Agreement see institutional and program policies. Institutional policies can be found in the House Staff Handbook.) Notice By HSP of Intent to Non-Renew; Liquidated Damages. A HSP who decides he or she will not continue in the Program following the end of any Term must notify the Program Director four months prior to the end of the Term of their intention to leave the Program after completing the Term (the ‘‘Notice’’). A HSP’s failure to give proper Notice will cause the Program to suffer damages that will be difficult to ascertain with certainty. For that reason, the parties agree as follows: if the HSP fails to give proper Notice, the HSP will owe the Program, as liquidated damages, and not as a penalty, a sum of money equal to $10,000 (the ‘‘Liquidated Damages’’). The parties agree that the Liquidated Damages represent a reasonable estimate of the damages the Program will suffer as a result of the HSP’s failure to give proper Notice. The HSP agrees that the Program will withhold the final paycheck which would otherwise be payable to the HSP if the HSP fails to give the proper Notice. In addition, the HSP will pay any remaining owed Liquidated Damages no later than the last day of the Term, if the Program does not withhold the entire amount owed from the HSP’s final paycheck for whatever reason. In the event there are extenuating circumstances which result in the HSP’s failure to give proper notice, the HSP will have the right to take the matter before a subcommittee of the Graduate Medical Education Committee (the HSP must make a request to take the matter to such subcommittee within ten business days of being informed of the imposition of the Liquidated Damages) and request a waiver or reduction of the Liquidated Damages. The subcommittee will include the GME DIO (who votes in the case of a tie), a program director from a program other than HSP’s program, the House Staff President or designee, a program coordinator, two house staff representatives, and su...
