CONDITIONAL EMPLOYMENT. When the evaluating administrator determines that a teacher of the Bargaining Unit is performing unsatisfactorily in any area, the teacher shall be notified in writing. The areas of unsatisfactory performance shall be identified and written suggestions for improvement shall be listed and the evaluating administrator should make a reasonable effort to assist the teacher to correct whatever appears to be the cause for potential dismissal or non-reemployment. A reasonable time for improvement, not exceeding two (2) months shall be given. When the plan of improvement has been completed, the teacher shall be notified in writing that the plan has expired or been extended. If the teacher does not correct the cause for potential dismissal or non-reemployment within a reasonable length of time, the principal may make a recommendation to the Superintendent of the school district for the dismissal or non-reemployment of the teacher. Upon the recommendation of the principal, the teacher may be placed on conditional employment status.
CONDITIONAL EMPLOYMENT. When the evaluating administrator determines that a Member of the Bargaining Unit is performing unsatisfactorily in any area, the Member shall be notified in writing. The areas of unsatisfactory performance shall be identified and written suggestions for improvement shall be listed and the evaluating administrator should make a reasonable effort to assist the Member to correct whatever appears to be the cause for potential dismissal or non- reemployment. A reasonable time for improvement, which time shall not exceed two (2) months shall be given. At the evaluating administrator's discretion, the time for improvement may be extended. The nature and gravity of the Member's conduct shall be considered in determining what length of time would be reasonable. When the plan of improvement has been completed, the Member shall be notified in writing that the plan has expired or been extended. If the Member does not correct the cause for potential dismissal or non-reemployment within a reasonable length of time, the principal shall make a recommendation to the Superintendent of the school district for the dismissal or non-reemployment of the Member. Upon the recommendation of the principal, the Member may be placed on conditional employment status.
CONDITIONAL EMPLOYMENT. All individuals who are new to the District shall be conditionally employed until the Board receives a criminal background records check from the Bureau of Criminal Identification and Investigation. If the criminal background records check indicates such individual does not qualify for employment as defined in Ohio Revised Code Section 3319.39, or any other similar applicable statute, the bargaining unit member shall be informed that he or she has been released from conditional employment. Within five (5) calendar days of receipt of such notice, the bargaining unit member may submit a request in writing to meet with the Superintendent/designee to discuss his/her release from conditional employment. Within ten (10) calendar days of the individual’s request, the Superintendent/designee shall provide an opportunity to the bargaining unit member to meet and discuss the circumstances of the release from conditional employment. No bargaining unit member released from conditional employment under this Article (nor the Association on the bargaining unit member’s behalf) shall have the right to bring a grievance or request arbitration or bring any other statutory termination proceedings, claim, or lawsuit.
CONDITIONAL EMPLOYMENT. 1.1 The Employment will start on 21 April 2008.
CONDITIONAL EMPLOYMENT. 2.1 The Employment will start on the date set out in clause 1 of the Addendum, subject to the condition that the Company receives a satisfactory background check regarding the Employee.
CONDITIONAL EMPLOYMENT. A provider may employ an applicant conditionally prior to obtaining the results of a criminal history record check regarding the applicant if both of the following requirements are met:
CONDITIONAL EMPLOYMENT. An adult care home may employ an applicant conditionally prior to obtaining the results of a criminal history record check regarding the applicant if both of the following requirements are met:
CONDITIONAL EMPLOYMENT. Term Employment Defined “Term Employment” is defined as those positions established through special funding sources (e.g., grants or otherwise special, time limited funding) and which are known to have a specified time limit. Such employee is contracted for the time period; and is entitled to pay and benefits normal to the job classification and work schedule. Term employees will be terminated at the end of the contracted period and are not entitled to the excess provisions of this agreement. In the event that a term employee applies for and receives an assignment to a regular position during the term employment or, within a year of his/her termination date, he/she shall be granted seniority credit for the term employment period previously worked.
CONDITIONAL EMPLOYMENT. This offer of employment is conditional on the following:
CONDITIONAL EMPLOYMENT. Your employment is conditional on (i) being eligible and remaining eligible to lawfully work in Canada for the duration of your employment and providing appropriate proof of same; (ii) maintaining a valid Canadian passport; (iii) being eligible and remaining eligible to undertake all required international business travel, including to the US; and
