Change of Employment Status. Full-time operators shall not be required to accept part-time status unless they so choose. If a full-time operator accepts part-time status, then they shall be subject to the provisions of Part I, Article 22-Part-Time Operators only.
Change of Employment Status. Employees going from an ESL benefit-eligible to an ESL benefit ineligible status (Per Diem) will stop accruing ESL. The employee’s ESL bank will remain frozen. If the employee returns to an ESL benefit-eligible status, the accrued ESL bank will be restored. Employees who terminate from HMH will have their ESL balances kept in the system for 120 days. If the employee returns to employment within 120 days, they will have their accrued ESL bank restored and begin accruing ESL hours on the first pay period of their rehire. Employees who terminate from HMH and return to employment after 120 days will accrue ESL as any other new hire with the appropriate introductory period.
Change of Employment Status. Except as otherwise provided in this Section 2 or Section 3, you must remain employed with the Company, its Affiliate or its Subsidiary through the Performance Period in order to fully vest in your Performance Shares. For purposes of this Section 2, your transfer between the Company and its Affiliate or Subsidiary, or among Affiliates and Subsidiaries, will not be a termination of employment. In the event of a Change of Control, any applicable terms of Section 3 (Change of Control) will supersede the terms of this Section 2.
Change of Employment Status. Employees changing status from part-time benefit-eligible to full-time benefit-eligible or vice versa will have their accrued PTO calculated and adjusted at the time of the status change. Changes in PTO Plans (Plan 0, 1, 2, or 3) affected by promotions or demotions will be adjusted at the time of the status change. Benefit Anniversary dates are not affected by these changes. PTO for employees who transfer from a full-time to benefit eligible part-time status will have 2 PTO banks: – A “frozen PTO bank” of time accrued when the employee was full-time – A regular PTO bank for accruals starting when the employee transfers to their part-time status. This bank will be subject to the normal accrual limits for the level of standard worked hours. When changing from full-time to part-time status the full-time “frozen bank” will be available for use for a period of one year, which if not used during that period, will be forfeited. When an employee takes PTO time, their regular PTO bank will be accessed first, followed by the “frozen” full-time bank. Employees going from a benefit- eligible to a benefit ineligible status will have all accrued unused PTO hours up through date of the status change paid out. Any used PTO hours in excess of the allotted accrual rate will be deducted from the employee's paycheck in accordance with State and Federal law. Non-benefit-eligible employees who change status to benefit-eligible will begin accruing PTO hours after 90 days from the date of their status change. They will start at the PTO accrual level commensurate with their tenure level at HMH.
Change of Employment Status. A change of employment status (i.e. full-time, part-time) will not alter a nurse's anniversary date for purposes of accrual of benefits or placement in the wage schedule.
6.4.1 Hospital employees who secure RN licensure and continue employment with the Employer in an RN position shall not lose previously accrued PTO or EIT. Once employed as registered nurses, all years previously worked shall be credited for placement on the vacation schedule. The newly licensed nurses shall be paid at the contract base rate of pay except for current Hospital employees who, during their employment at the Hospital, were employed as LPNs. These nurses shall be placed on the RN wage schedule according to section 9.3.1 infra.
Change of Employment Status. A. Teachers (Other than School Nurses)
1. Any person who for a period in excess of 90 school days fills a particular position which is permanently vacant for at least that period, shall then be employed under partial year or annual contract, or as a Continuing Substitute teacher.
2. Any person who for a period in excess of 180 school days fills a particular position which is permanently vacant for at least that period, shall then be employed under partial year or annual contract.
3. Any person who for a period in excess of 90 school days fills a particular position which is temporarily vacant for at least that period by reason of an extended leave, shall then be employed as a Continuing Substitute teacher.
Change of Employment Status. The Trust recognises the need to balance work and family life and will consider any request made by an employee to change employment status from full-time to part-time or other requests for voluntary flexible working arrangements. The granting of any such request will have regard to both the Trust’s operational requirements and the employee’s circumstances
Change of Employment Status. If an employee's hours are voluntarily or involuntarily reduced, the employee may use their paid absence leave balance subject to the provisions of this Article, and further accrual shall be accrued in accordance with the Part-time accrual formula.
Change of Employment Status. Employees changing status from part-time benefit-eligible to full-time benefit-eligible or vice versa will have their accrued PTO calculated and adjusted at the time of the status change. Changes in PTO Plans (Plan 0, 1, 2, or 3) affected by promotions or demotions will be adjusted at the time of the status change. Benefit Anniversary dates are not affected by these changes. PTO for employees who transfer from a full-time to benefit-eligible part-time status will have 2 PTO banks: -- A “frozen PTO Bank” of time accrued when the employee was full-time.
Change of Employment Status. A change of employment status (i.e. full-time, part-time) will not alter a nurse's anniversary date for purposes of accrual of benefits or placement in the wage schedule. A change in classification (i.e. job title) will not alter an employee's hire date for purposes of annual leave accrual or retirement eligibility.
