Changing Positions Sample Clauses

Changing Positions. Council recognises employees need to manage the demands of work with their other life activities. Where business and individual needs can continue to be met and there are benefits to both Council and the employee, Council through mutual negotiation with the employee and the union, will support a permanent employee who requests a permanent move to a lower paid position due to personal reasons not relating to a disciplinary, performance, complaint or workplace relationship issue. A move will depend on availability of vacant positions. In order to move to another position a person will need to vacate their substantive position. A move to another position can involve a change in working arrangements and hours of work. A person requesting a change of position should not benefit from the change.
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Changing Positions. 7.5.1 When an employee voluntarily bids into a position with a higher maximum, the employee’s rate of pay shall normally be adjusted to the minimum of the new range except that the rate will not be less that four
Sample 1
Changing Positions. A Remote Teleworker may remain a Remote Teleworker upon a change in position or duties provided the employee’s new position allows for participation in the program. This determination will be made at the Employer’s discretion. Any Remote Teleworker that is selected by the Employer to return to their Reporting Office for a detail, temporary assignment, or special project may do so for as long as necessary and return to their remote Official Worksite upon completion. Employees who return to their Reporting Office for a detail, temporary assignment, or special project will not be entitled to administrative leave, or any travel, moving, or relocation expenses.
Sample 1
Changing Positions. Current Employees transferring, being promoted, or filling a newly created position, will receive a seventy-five cent ($0.75) per hour increase to their current wage per classification move when moving to a higher classification. Employees moving to a lower classification will incur a seventy- five cent ($0.75) per hour decrease per classification move to their current wage when moving to a lower classification
Sample 1
Changing Positions. If an administrator changes positions, this change will not result in less contractual pay than scheduled unless such change is voluntary. If voluntary, an administrator electing a change will assume the salary scheduled for that position. An administrator reassigned to another administrative position will maintain his/her salary until the pay schedule catches up. Needs for additional administrative/student support at the elementary and middle school levels will be addressed. Discussion between building principals, superintendent and his/her designee(s) will take place when building populations exceed 600 at elementary level and 900 at the middle school levels. Considerations will be discussed, including district financial implications.
Sample 1

Related to Changing Positions

  • 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.

  • New Positions A. Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the new position to the national craft unit most appropriate for such position. The following criteria shall be used in making this determination:

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

  • 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.

  • Queue Position The order of a valid Interconnection Application, relative to all other pending valid Interconnection Applications, that is established based upon the date- and time- of receipt of the complete Interconnection Application as described in Section 4.7 of the Overview ProcessError! Reference source not found.. Reasonable Efforts – With respect to an action required to be attempted or taken by a Party under these procedures, efforts that are timely and consistent with Good Utility Practice and are otherwise substantially equivalent to those a Party would use to protect its own interests. Reference Point of Applicability – The location, either the Point of Common Coupling or the Point of DER Connection, where the interconnection and interoperability performance requirements specified in IEEE 1547 apply. With mutual agreement, the Area EPS Operator and Customer may determine a point between the Point of Common Coupling and Point of DER Connection. See Minnesota Technical Requirements for more information. Simplified Process – The procedure for evaluating an Interconnection Application for a certified inverter-based DER no larger than 20 kW that uses the screens described in the Interconnection Process – Simplified Process document. The Simplified Process includes simplified procedures.

  • 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 he/she meets 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.

  • Excluded Positions 1.2.1. Superintendent

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