Combining Positions Clause Samples

The "Combining Positions" clause defines how multiple roles, responsibilities, or job positions may be merged or held by a single individual within an organization or agreement. In practice, this clause allows one person to simultaneously fulfill the duties of more than one position, such as serving as both the secretary and treasurer of a company. This provision is particularly useful in smaller organizations or boards where resources are limited, as it streamlines operations and clarifies that holding multiple positions is permissible, thereby preventing potential disputes or confusion over role assignments.
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Combining Positions. If an employee holds a position within the District and applies for an additional position, the combination of the two (2) positions being six (6) hours or greater, the position created by the combination of the two (2) jobs must be posted as a new singular position.
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Combining Positions. A regular employee may combine two (2) or more positions subject to the employee’s present and future ability to arrange their hours of work.
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Combining Positions. While the parties recognize a need for and a preference on behalf of some employees for part-time shifts, the Board is however encouraged to create positions or a combination of positions that allow employees to work up to the maximum number of hours.
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Combining Positions. The Employer shall combine, wherever possible, positions of persons regularly employed for not more than 21 hours per week so that those who hold these positions will work more than twenty-one (21) hours per week. The Employer also declares that it will place the facts concerning positions before the Labour Management Committee so that the Committee can advise the Employer on the best way to meet this commitment.
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Combining Positions. While the parties recognize a need for and a preference on behalf of some employees for part-time shifts, the Board is however encouraged to create positions or a combination of positions that allow employees to work up to the maximum number of hours. A dual role position involves work from two (2) classifications being posted as one job. In all dual role positions, the highest rate of pay shall prevail. Dual role positions will not be spread over more than eight (8) hours work in ten (10) hours. An employee holding two part-time posted positions shall receive the separate rates of pay. An employee holding two posted positions will not exceed eight (8) hours worked within a twelve (12) hour period. In the event of a reduction in hours of twelve percent or more or elimination of a job the employee will be allowed to bump if his primary position is affected. Primary position means the job with the most hours or either job ifthe hours are equal. In the event that a secondary position (position of less than four (4) hours) is eliminated and this results in a reduction of twelve percent (12%) or more of the employee's total hours, the employee will be allowed to bump into other secondary positions, in accordance with Clause Operation of Seniority.
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Combining Positions. If the elimination of a position(s) is accompanied by the combining of positions, the combined position(s) shall be offered to the affected employees in order of greatest classification seniority. In the event the senior employee(s) accepts the combined position(s), the junior employee(s) shall have the displacement rights enumerated in subsection 2 of this section. If the affected employee(s) refuse the combined position(s), the least senior employee(s) shall be assigned to the combined position(s) and the senior employee(s) shall have the displacement rights enumerated in subsection 2 of this Section. If such combined position(s) is for fewer hours per day and/or months per year than the former position(s) held by the junior employee(s), the junior employee(s) shall also have the displacement rights enumerated in subsection 2 of this Section.
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Combining Positions. While the parties recognize a need for and a preference on behalf of some employees for part time shifts, the Employer is however encouraged to create positions or a combination of positions that allow employees to work up to the maximum number of hours. Where dual positions are established, the following applies.
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Combining Positions. When new vacancies or positions are created by combining 19 current positions, those new positions shall be posted in accordance with Section D(2) 20 of this Article. Any Employee displaced as a result of creating new positions through 21 combining current positions shall have the right to apply for the new position.
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Related to Combining 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. 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 ▇▇▇-▇▇-▇▇▇. 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

  • 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 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.