Determination of Length of Service Sample Clauses

Determination of Length of Service. In all cases, in order to qualify for said bonuses, an Employee’s length of service will be determined as of his anniversary date.
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Determination of Length of Service. For longevity purposes, a year of service will be equal to a calendar year of status employment, i.e. 12 consecutive months from date of hire equals one calendar year. If an employee held a status flex-year appointment for 75% for 10 years, the total years of service for longevity purposes would be 10 years.
Determination of Length of Service. Any employee of the Employer who 46 has established service time from being employed by the State of Ohio or any other political 1 subdivision of the state of Ohio and who has become employed by the Employer within ten (10) 2 years from his termination from such other public employer shall be allowed to transfer all 3 service time with such other public employer in order to determine the length of service for 4 vacation purposes, provided reliable documentation indicating the number of years of prior 5 service is submitted. One year of prior service means one year of full time, compensated prior 6 service as a public employee.

Related to Determination of Length of Service

  • Length of Service Subject to the requirements of affirmative action and equal employment opportunity, if two or more employees are being considered for the same position and are equal in every respect, the position shall be given to the employee with the greater amount of seniority as defined in Article 28 - Seniority.

  • Provision of Service NYISO will provide Developer with interconnection service of the following type for the term of this Agreement.

  • Termination of Services 6.2. To promote a non-discriminatory work environment based on the principle of equality, employers and the trade union should adopt appropriate measures to ensure that employees with HIV and AIDS are not unfairly discriminated against and are protected from victimisation through positive measures such as: (i) preventing unfair discrimination and stigmatisation of people living with HIV or AIDS through the development of HIV/AIDS policies and programmes for the workplace; (ii) awareness, education and training on the rights of all persons with regard to HIV and AIDS; (iii) mechanisms to promote acceptance and openness around HIV/AIDS in the workplace; (iv) providing support for all employees infected or affected by HIV and AIDS; and (v) grievance procedures and disciplinary measures to deal with HIV-related complaints in the workplace. 7. HIV TESTING, CONFIDENTIALITY AND DISCLOSURE

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