Common use of Appointment Letter Clause in Contracts

Appointment Letter. Upon appointment, the employing unit must provide the Graduate Employee with an Appointment Letter. Departments Employing units must give as much notice as possible in providing Appointment Letters. Appointment Letters will be provided no later than thirty (30) calendar days prior notice to the start of employment (with the exception of Summer Session; see Article 13, Section 1), unless the work opportunity becomes available after this deadline, in which case the Appointment Letter must be provided as soon as the work opportunity becomes available. If the Appointment Letter is not provided to the Graduate Employee thirty (30) calendar days prior to the start of employment, If the above deadlines are not met, the matter shall be resolved through the grievance process in accordance with the provisions of Article 18 – Grievance Procedures of this agreement. The parties agree that the sole and exclusive remedies available, if an adjudicator determines that an Appointment Letter was not provided on or before thirty (30) calendar days prior to the start of employment, the deadline without good cause (as defined below) is fifty ($50.00) dollars paid directly to CGE to be dispersed disbursed at their discretion. The In addition, the Graduate Employee must receive the Appointment Letter within seven (7) calendar days of the determination or by the start of employment, whichever comes first, provided the employment start date has not yet passed. However, if the employment start date is before the end of this seven (7) day period, the Graduate Employee must receive the complete Appointment Letter by the start of employment. The parties agree that “good cause” includes situations that provide a clear benefit to a GE. This includes, but is not limited to, a position vacated by a GE to which it was originally assigned resulted in a late appointment, a revised graduation date necessitated a late appointment, a GE is an external hire or is not guaranteed funding and relies upon late-issue appointments from other departments for income, or the GE requests a change in assignment or FTE. “Good cause” does not include the following: other operational delays caused by late funding, course changes, employing units late to identify their staffing needs, or delayed communication between University departments and employees. This is not an exhaustive list. The Appointment Letter shall indicate an appointment to a Graduate Assistantship as a Graduate Employee. A Graduate Employee’s assignment appointment type (e.g., whether they are a Graduate Teaching Assistant or Graduate Research Assistant) may be changed vary between terms over the course of a single appointment. The appointment type assignment as either a Graduate Teaching Assistant or Graduate Research Assistant, while not required at the time of appointment, should be noted on the Appointment Letter for each term the assignment appointment type is known. The assignment appointment type may be modified by updating the Position Description in subsequent terms. If changes have been made, including corrections to salary amount or FTE or changes to appointment type, a Graduate Employee may request an updated Appointment Letter. Graduate Employee appointments may be split between funding sources and duties as long as the aggregate appointment meets or exceeds the minimum FTE up to 0.49 the maximum FTE as defined in Article 2 this Agreement. ● Duration of appointment ● FTE and corresponding hours worked ● Salary ● Evaluation ● Benefits: tuition and fee remission, health insurance, sick leave accrual ● Inclusion in the CGE Bargaining Unit and a link to an informational packet provided by the Union ● If known: assignment appointment as a Graduate Teaching Assistant or Graduate Research Assistant. If this assignment the appointment type is not known at the time of the Aappointment, the information will be provided to the Graduate Employee no later than ten (10) calendar days prior to the first day of the academic term, provided via email, and will include the name, title, and contact information of direct supervisor. The Employer shall post a copy of Appointment Letter templates to the Office of Human Resources website. The Employer must notify the Union at least fourteen (14) business days prior to the posting and when any revised templates are posted. If the Union identifies a discrepancy, they may provide suggested language to Employee and Labor Relations.

Appointment Letter. Upon appointment, the employing unit must provide the Graduate Employee with an Appointment Letter. Departments Employing units must give as much notice as possible in providing Appointment Letters. Appointment Letters will be provided no later than thirty (30) calendar days prior notice to the start of employment (with the exception of Summer Session; see Article 13, Section 1), unless the work opportunity becomes available after this deadline, in which case the Appointment Letter must be provided as soon as the work opportunity becomes available. If the Appointment Letter is not provided to the Graduate Employee thirty (30) calendar days prior to the start of employment, If the above deadlines are not met, the matter shall be resolved through the grievance process in accordance with the provisions of Article 18 – Grievance Procedures of this agreement. The parties agree that the sole and exclusive remedies available, if an adjudicator determines that an Appointment Letter was not provided on or before thirty (30) calendar days prior to the start of employment, the deadline without good cause cause, which includes an appointment becoming available after the deadline (as defined below) e.g., unforeseen circumstances, an employee declined an opportunity, changes in enrollment, late receipt of specialized funding, new opportunities becoming available, and replacement positions due to original opportunity no longer being available), is fifty ($50.00) dollars paid directly to CGE to be dispersed disbursed at their discretion. The In addition, the Graduate Employee must receive the Appointment Letter within seven (7) calendar days of the determination or by the start of employment, whichever comes first, provided the employment start date has not yet passeddetermination. However, if the employment start date is before the end of this seven (7) day period, the Graduate Employee must receive the complete Appointment Letter by the start of employment. The parties agree that “good cause” includes situations that provide a clear benefit to a GE. This includes, but is not limited to, a position vacated by a GE to which it was originally assigned resulted in a late appointment, a revised graduation date necessitated a late appointment, a GE is an external hire or is not guaranteed funding and relies upon late-issue appointments from other departments for income, or the GE requests a change in assignment or FTE. “Good cause” does not include the following: other operational delays caused by late funding, course changes, employing units late to identify their staffing needs, or delayed communication between University departments and employees. This is not an exhaustive list. The Appointment Letter shall indicate an appointment to a Graduate Assistantship as a Graduate Employee. A Graduate Employee’s assignment appointment type (e.g., whether they are a Graduate Teaching Assistant or Graduate Research Assistant) may be changed vary between terms over the course of a single appointment. The appointment type assignment as either a Graduate Teaching Assistant or Graduate Research Assistanttype, while not required at the time of appointment, should be noted on the Appointment Letter for each term the assignment appointment type is known. The assignment appointment type may be modified by updating the Position Description in subsequent terms. If changes have been made, including corrections to salary amount or FTE or changes to appointment type, a Graduate Employee may request an updated Appointment Letter. Graduate Employee appointments may be split between funding sources and duties as long as the aggregate appointment meets or exceeds the minimum FTE up to 0.49 the maximum FTE as defined in Article 2 this Agreement. ● Duration of appointment ● FTE and corresponding hours worked ● Salary ● Evaluation ● Benefits: tuition and fee remission, health insurance, sick leave accrual ● Inclusion in the CGE Bargaining Unit and a link to an informational packet provided by the Union ● If known: assignment appointment type as a Graduate Teaching Assistant or Graduate Research Assistant. If this assignment the appointment type is not known at the time of the Aappointmentappointment, the information will be provided to the Graduate Employee no later than ten (10) calendar days prior to the first day of the academic term, provided term via email, and will include the name, title, and contact information of direct supervisor. The Employer shall post a copy of Appointment Letter templates to the Office of Human Resources website. The Employer must notify the Union at least fourteen (14) business days prior to the posting and when any revised templates are posted. If the Union identifies a discrepancy, they may provide suggested language to Employee and Labor Relations.

Appointment Letter. Upon appointment, the employing unit must provide the Graduate Employee with an Appointment Letter. Departments Employing units must give as much notice as possible in providing Appointment Letters. Appointment Letters will be provided no later than thirty (30) calendar days prior notice to the start of employment (with the exception of Summer Session; see Article 13, Section 1), unless the work opportunity becomes available after this deadline, in which case the Appointment Letter must be provided as soon as the work opportunity becomes available. If the Appointment Letter is not provided to the Graduate Employee thirty (30) calendar days prior to the start of employment, If the above deadlines are not met, the matter shall be resolved through the grievance process in accordance with the provisions of Article 18 – Grievance Procedures of this agreement. The parties agree that the sole and exclusive remedies available, if an adjudicator determines that an Appointment Letter was not provided on or before thirty (30) calendar days prior to the start of employment, the deadline without good cause cause, which includes an appointment becoming available after the deadline (as defined belowe.g., unforeseen circumstances, an employee declined an opportunity, changes in enrollment, late receipt of specialized funding, new opportunities becoming available, and replacement positions due to original opportunity no longer being available) is fifty ($50.00) dollars paid directly to CGE to be dispersed disbursed at their discretion. The In addition, the Graduate Employee must receive the Appointment Letter within seven (7) calendar days of the determination or by the start of employment, whichever comes first, provided the employment start date has not yet passed. However, if the employment start date is before the end of this seven (7) day period, the Graduate Employee must receive the complete Appointment Letter by the start of employment. The parties agree that “good cause” includes situations that provide a clear benefit to a GE. This includes, but is not limited to, a position vacated by a GE to which it was originally assigned resulted in a late appointment, a revised graduation date necessitated a late appointment, a GE is an external hire or is not guaranteed funding and relies upon late-issue appointments from other departments for income, or the GE requests a change in assignment or FTE. “Good cause” does not include the following: other operational delays caused by late funding, course changes, employing units late to identify their staffing needs, or delayed communication between University departments and employees. This is not an exhaustive list. The Appointment Letter shall indicate an appointment to a Graduate Assistantship as a Graduate Employee. A Graduate Employee’s assignment appointment type (e.g., whether they are a Graduate Teaching Assistant or Graduate Research Assistant) may be changed vary between terms over the course of a single appointment. The appointment type assignment as either a Graduate Teaching Assistant or Graduate Research Assistant, while not required at the time of appointment, should be noted on the Appointment Letter for each term the assignment appointment type is known. The assignment appointment type may be modified by updating the Position Description in subsequent terms. If changes have been made, including corrections to salary amount or FTE or changes to appointment type, a Graduate Employee may request an updated Appointment Letter. Graduate Employee appointments may be split between funding sources and duties as long as the aggregate appointment meets or exceeds the minimum FTE up to 0.49 the maximum FTE as defined in Article 2 this Agreement. ● Duration of appointment ● FTE and corresponding hours worked ● Salary ● Evaluation ● Benefits: tuition and fee remission, health insurance, sick leave accrual ● Inclusion in the CGE Bargaining Unit and a link to an informational packet provided by the Union ● If known: assignment appointment as a Graduate Teaching Assistant or Graduate Research Assistant. If this assignment the appointment type is not known at the time of the Aappointment, the information will be provided to the Graduate Employee no later than ten (10) calendar days prior to the first day of the academic term, provided via email, and will include the name, title, and contact information of direct supervisor. The Employer shall post a copy of Appointment Letter templates to the Office of Human Resources website. The Employer must notify the Union at least fourteen (14) business days prior to the posting and when any revised templates are posted. If the Union identifies a discrepancy, they may provide suggested language to Employee and Labor Relations.

Appointment Letter. Upon appointment, the employing unit must provide the Graduate Employee with an Appointment Letter. Departments Employing units must give as much notice as possible in providing Appointment Letters. Appointment Letters will be provided , no later than thirty (30) calendar days prior notice to the start of employment (with the exception of Summer Session; see Article 13, Section 1), unless the work opportunity becomes available after this deadline, in which case the Appointment Letter must be provided as soon as the work opportunity becomes available. If the Appointment Letter is not provided to the Graduate Employee thirty (30) calendar days prior to the start of employment, If the above deadlines are not met, the matter shall be resolved through the grievance process in accordance with the provisions of Article 18 – Grievance Procedures of this agreement. The parties agree that the sole and exclusive remedies available, if an adjudicator determines that an Appointment Letter was not provided on or before thirty (30) calendar days prior to the start of employment, the deadline without good cause (as defined below) cause, is fifty ($50.00) dollars paid directly to CGE to be dispersed disbursed at their discretion. The In addition, the Graduate Employee must receive the Appointment Letter within seven (7) calendar days of the determination or by the start of employment, whichever comes first, provided the employment start date has not yet passed. However, if the employment start date is before the end of this seven (7) day period, the Graduate Employee must receive the complete Appointment Letter by the start of employment. The parties agree that “good cause” includes situations that provide a clear benefit to a GE. This includes, but is not limited to, a position vacated by a GE to which it was originally assigned resulted in a late appointment, a revised graduation date necessitated a late appointment, a GE is an external hire or is not guaranteed funding and relies upon late-issue appointments from other departments for income, or the GE requests a change in assignment or FTE. “Good cause” does not include the following: other operational delays caused by late funding, course changes, employing units late to identify their staffing needs, or delayed communication between University departments and employees. This is not an exhaustive list. The Appointment Letter shall indicate an appointment to a Graduate Assistantship as a Graduate EmployeeAssistantship. A Graduate Employee’s assignment appointment type (e.g., e.g. whether they are a Graduate Teaching Assistant or Graduate Research Assistant) may be changed vary between terms over the course of a single appointment. The appointment type assignment as either a Graduate Teaching Assistant or Graduate Research Assistant, while not required at the time of appointment, should be noted on the Appointment Letter for each term the assignment appointment type is known. The assignment appointment type may be modified by updating the Position Description in subsequent terms. If changes have been made, including corrections to salary amount or FTE or changes to appointment type, a Graduate Employee may request an updated Appointment Letter. Graduate Employee appointments may be split between funding sources and duties as long as the aggregate appointment meets or exceeds the minimum FTE up to 0.49 the maximum FTE as defined in Article 2 this Agreement2. ● • Duration of appointment ● • FTE and corresponding hours worked ● • Salary ● Evaluation ● Benefits: tuition and fee remission, health insurance, sick leave accrual ● Inclusion in the CGE Bargaining Unit and a link to an informational packet provided by the Union ● If known: assignment appointment as a Graduate Teaching Assistant or Graduate Research Assistant. If this assignment the appointment type is not known at the time of the Aappointment, the information will be provided to the Graduate Employee no later than ten (10) calendar days prior to the first day of the academic term, provided via email, and will include the name, title, and contact information of direct supervisor. The Employer shall post a copy of Appointment Letter templates to the Office of Human Resources website. The Employer must notify the Union at least fourteen (14) business days prior to the posting and when any revised templates are posted. If the Union identifies a discrepancy, they may provide suggested language to Employee and Labor Relations.• Evaluation