Bid Positions Sample Clauses

Bid Positions. Mandatory overtime is defined as any work beyond the employee’s regular shift, including a late relief of ten (10) minutes or more, other than short extensions of the shift to complete a task where such extension are one (1) hour or less in length, and the employee could face potential discipline if they leave their work site. When an overtime opportunity arises and management is unable to find a volunteer to fill that assignment, the Employer may assign employees for the overtime opportunity from a mandatory overtime list on a rotating basis, based on inverse classification seniority. For the purpose of mandatory overtime, RN’s and HST’s shall be considered one (1) classification. For the purpose of mandatory overtime, Sergeants, Corporals, and Correctional Officers shall be considered one (1) classification. Staff will not be required to work mandatory overtime on their Fridays, their scheduled days off, or if they have already worked an overtime assignment on that day except during periods of declared emergency. Staff may agree to work mandatory overtime on their Friday. Custody staff who work a voluntary overtime shift of four (4) hours or more shall move to the bottom of the mandatory overtime list. SFFC (Custody): 1. If no employee volunteers for an overtime opportunity, the Institution will use the Mandatory Overtime List. This list will be supplied by the AOCE South Fork Vice President and will be updated in writing every ninety (90) calendar days. This list will be in inverse order of bargaining unit seniority. When a staff member is called and works the overtime they will be moved to the bottom of the list. Staff who work a voluntary overtime shift shall move to the bottom of the mandatory overtime list. 2. The Institution shall not be liable for any mistakes in the calculation of bargaining unit seniority. Nurses shall continue to be assigned pre-scheduled mandatory overtime fourteen (14) days in advance.
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Bid Positions. 1. Whenever a Division I vacancy occurs during the summer recess period prior to three (3) weeks before the start of the school calendar year the following provisions will apply: a; Paraprofessionals will be given at least five (5) days notice of a bid meeting to be conducted to fill the vacancy and any subsequent vacancies that may arise at the bid meeting: b; the bid meeting will be held no later than three (3) weeks prior to the start of the school year. 2. The bid meeting will be conducted subject to the following provisions and to any rules and regulations (including time and place of the bid meeting) which may be mutually agreed to from time to time by the Assistant Superintendent for Human Resources and the Association Representative for the Division. 3. All Employees in Division I may attend the bid meeting including laid-off members and those on leave from the District. 4. An Employee may bid for an absent Employee by providing a signed and witnessed written proxy. 5. Attendance at the meeting is voluntary and as such, no compensation will be issued. 6. No Employee may be involuntarily displaced through the procedures set for herein. 7. All changes in assignments will be implemented within three (3) workdays of the bid meeting. 8. Employees changing positions at the bid meeting will serve a twenty (20) workday trial period. 9. If an Employee elects to revert, or the Board elects to return the Employee to his/her former position during the trial period set forth herein, the position will be rebid. During the pendency of conducting an additional bid meeting, all Employees will remain in the position bid at the prior bid meeting. 10. In the event of lay-offs: an Employee may elect to “try” a position outside their classification for the same twenty (20) day trial period as stated above. Should the position not work out for the member or the Board, the Employee shall have the option of taking an unpaid leave for the remainder of the school year, resigning or returning to lay-off status at the bottom of the recall list for one time only! Should an Employee being recalled, refuse to “try” the position; the options would be to resign or take an unpaid leave for the remainder of the school year. In the event no Employee reverts or the Board does not elect to return any Employee to his/her former position, any remaining vacancy will be posted for consideration of those outside the Division.
Sample 1Sample 2
Bid Positions. All jobs under this agreement not listed above as Select Positions shall be awarded by using seniority as the governing factor.
Sample 1Sample 2
Bid Positions. The Department's system for determining which personnel occupy specific positions at stations, apparatus on specific shifts must be fair, equitable and applied in a consistent manner. Once a firefighter or officer has been granted a bid position, that position will be considered permanent unless there is an overriding articulable need, as determined by the Chief in good faith, for the department to move that person out of his or her permanent bid position.
Sample 1
Bid Positions. Mandatory overtime is defined as any work beyond the employee‟s regular shift, other than short extensions of the shift to complete a task where such extension are one (1) hour or less in length, and the employee could face potential discipline if they leave their work site. When an overtime opportunity arises and management is unable to find a volunteer to fill that assignment, the Employer may assign employees for the overtime opportunity from a mandatory overtime list on a rotating basis, based on inverse classification seniority. For the purpose of mandatory overtime, RN‟s and HST‟s shall be considered one (1) classification. For the purpose of mandatory overtime, Sergeants, Corporals, and Correctional Officers shall be considered one (1) classification. Staff will not be required to work mandatory overtime on their Fridays, their scheduled days off, or if they have already worked an overtime assignment on that day except during periods of declared emergency. Nurses shall continue to be assigned pre-scheduled mandatory overtime fourteen (14) days in advance.
Sample 1
Bid Positions. Mandatory overtime is defined as any work beyond the employee’s regular shift, other than short extensions of the shift to complete a task where such extension are one (1) hour or less in length, and the employee could face potential discipline if they leave their work site. When an overtime opportunity arises and management is unable to find a volunteer to fill that assignment, the Employer may assign employees for the overtime opportunity from a mandatory overtime list on a rotating basis, based on inverse classification seniority. For the purpose of mandatory overtime, RN’s and HST’s shall be considered one (1) classification. For the purpose of mandatory overtime, Sergeants, Corporals, and Correctional Officers shall be considered one (1) classification. Staff will not be required to work mandatory overtime on their Fridays, their scheduled days off, or if they have already worked an overtime assignment on that day except during periods of declared emergency. SFFC (Custody): (a) If no employee volunteers for an overtime opportunity, the Institution will use the Mandatory Overtime List. This list will be supplied by the AOCE South Fork Vice President and will be updated in writing every ninety (90) calendar days. This list will be in inverse order of bargaining unit seniority. When a staff member is called and works the overtime they will be moved to the bottom of the list. (b) The Institution shall not be liable for any mistakes in the calculation of bargaining unit seniority. Nurses shall continue to be assigned pre-scheduled mandatory overtime fourteen (14) days in advance.
Sample 1
Bid Positions. Whenever a regular permanent position is to be filled, prior to requisitioning from the Civil Service employment list established for the particular classification, employees in that classification may bid for said vacancy based on seniority in the class. The senior bidder will be assigned to the vacant position, if he/she possesses the necessary qualifications to perform the duties of the job. No more than one such assignment per six month period per employee shall be permitted. This procedure does not apply to bidding between construction supervisors for Utility Workers assigned to Water Distribution Operations in town. When bid opportunities arise, the Division will post an announcement of the opportunity in all crew locations. The announcement will show the name of a supervisor or office staff who will be the holder of the sign-up sheet for the bid opportunity. Interested individuals will have five days to contact the holder of the list and to sign the list in the presence of the holder. The signing of the list by an eligible individual will constitute a bid for the position. Where direct contact for signing is impracticable, (i.e., prospective bidder is off work or temporarily relocated), the designated sign-up sheet holder shall accept direct verbal confirmation and shall maintain a record verifying date and nature of contact and name of bidder.
Sample 1
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Related to Bid Positions

  • New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.

  • New Position An approved position not reflected in the current year budget complement.

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC 000-00-000. C. A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. 2. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether they meet the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Other Positions Executive shall immediately resign, and shall be deemed to have immediately resigned without the requirement of any additional action, from any and all position Executive holds with the Company and its Affiliates on Executive’s Date of Termination.

  • Open Positions In order to ensure that all interested employees are advised of employment opportunities, notice of job vacancies for regular full or part time positions will be sent to the Union, and job announcements will be posted on designated bulletin boards in the office. In addition, information about all job vacancies will be available to employees by calling the office and in pay envelopes. All regular full or part time vacancies will be posted and filled in accordance with this Agreement. Postings will include position requirements, minimum qualifications, substitute and preferred qualifications (if any) and base rate of pay.

  • Term Position A position occupied by a full-time or part-time nurse for a specified period of time, up to a maximum of sixty (60) weeks, where patient/client/resident census or workload necessitates a temporary increase in staffing, if mutually agreed, to replace a nurse(s) who is/are on vacation or leave of absence, or to carry out a special short term project or where the Employer has provided notice of permanent deletion of position(s) under the Memorandum of Understanding regarding Employment Security, or as otherwise mutually agreed between the Union and the Employer. If the Employer determines there is a term position to be filled by a nurse, the term position shall be posted in accordance with Article 30. This shall not preclude the Employer from utilizing part-time nurses and/or casual nurses to work available shifts as specified in Articles 34 and 35 when the Employer decides that a term position is not required. The Employer shall provide written confirmation of the start and expiry dates of the term position prior to the nurse's commencement in the position. This period may be extended if the Employer so requests and the Union agrees. The maximum duration specified in paragraph 1 above for term positions shall not apply in situations where a nurse is absent indefinitely due to Workers Compensation and/or illness and/or accident or where there is a temporary vacancy due to leave for Public Office. In these cases, the Employer shall state on the job posting that the said term position is an "Indefinite Term" which will expire subject to a minimum of twenty-four

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