Determining Seniority Sample Clauses

The "Determining Seniority" clause establishes the method by which an individual's or entity's rank or precedence is identified within an organization or agreement. Typically, this clause outlines the criteria used to assess seniority, such as length of service, date of hire, or other relevant factors, and may specify how ties are resolved. Its core practical function is to provide a clear and consistent framework for resolving questions of rank, which is essential for decisions related to promotions, layoffs, or allocation of responsibilities, thereby reducing disputes and ensuring fairness.
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Determining Seniority. Seniority will be determined as follows: a) For Full-time employees, one year equals nineteen hundred and fifty (1950) paid hours. A full-time employee cannot accrue more than 1950 hours in a twelve month period commencing her anniversary date in full-time status. b) For Pro-rated employees, one year equals the annual total of their pro-rated hours calculated by multiplying their normal weekly hours by fifty-two (52) weeks. A pro- rated employee cannot accrue more than this annual total in a twelve-month period commencing her anniversary date in the pro-rated position. c) For Part-time and Casual employees, one year equals seventeen hundred and twenty-five (1725) hours worked. A part-time or casual employee cannot accrue more than 1725 hours in a twelve month period commencing April 1st to March 31st of the following year. d) An employee who changes her permanent status maintains her seniority. e) In the event that a temporary employee is retained as a permanent employee, her accumulated seniority, benefit credit and service shall be retained. Benefit credit for the purpose of grid increments and vacation shall be made retroactive to her last date of hire as a temporary employee provided no break in service has occurred and her period of temporary employment shall be applied toward her probation period which shall be reduced proportionately.
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Determining Seniority. (i) For the purpose of determining years of seniority of employees, continuous prior service at the pre-consolidation components on a full-time, term or tenure-track faculty appointment will be counted unless otherwise agreed to by the employee, the Employer and the Union. (ii) For purposes of employment security only, a faculty member’s seniority rights shall not be confined to the particular academic unit to which the faculty member is currently assigned. The exercise of seniority rights in a discipline may require joint appointments of the faculty member in more than one academic department and/or college or school.
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Determining Seniority. Seniority will be determined as follows: a) Full-time i) for employees who work a thirty-seven and one half (37 ½) hour work week, one year equals nineteen hundred and fifty (1950) paid hours. ii) for employees who work a forty (40) hours work week, one year equals two thousand and eighty (2080) paid hours b) Part-time/Casual – one year equals sixteen hundred and fifty (1650) hours worked. c) An employee who changes her status maintains her seniority.
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Determining Seniority. All Flight Crew Members shall be credited with their seniority held as of the date of ratification of this Agreement and shall continue to accumulate in accordance with the provisions of the Agreement. For all Flight Crew Members hired on or after the date of ratification, seniority shall commence from date of hire. “Date of hire” shall be determined as the earliest of: a) the first day of the Flight Crew Member’s training, if it is contiguous to continued employment within Flight Operations as a Flight Crew Member, or b) the first day of active flight operation, or c) the first day for which pay is received by Flight Crew Member in accordance with the pay scales in this Agreement. Note: Notwithstanding c) above, Flight Crew Members who share the same date of hire shall have their relative seniority determined by a lottery.
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Determining Seniority. Seniority will be determined as follows: One (1) year of service equals nineteen hundred and fifty (1,950) hours worked as applicable.
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Determining Seniority. Seniority will be determined as follows: a) Full-time i) for employees who work a thirty-seven and one half (37 ½) hour work week, one year equals nineteen hundred and fifty (1950) paid hours. ii) for employees who work a forty (40) hours work week, one year equals two thousand and eighty (2080) paid hours b) Part-time/Casual – one year equals sixteen hundred and fifty (1650) hours worked. c) An employee who changes her status maintains her seniority. d) In the event that a temporary employee is retained as a regular employee, her accumulated seniority and service shall be retained. Service for the purpose of merit increments and vacation shall be made retroactive to her last date of hire as a temporary employee provided no break in service has occurred and her period of temporary employment shall be applied towards her probation period which shall be reduced proportionately.
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Determining Seniority. All FCMs shall be credited with their seniority held as of the effective date of this Agreement and shall continue to accumulate in accordance with the provisions of the Agreement. Seniority for newly hired FCMs shall commence from date of hire. “Date of hire” shall be determined as the earliest of: a) the first day of the FCM’s training, if it is contiguous to continued employment within Flight Operations as a FCM, or b) the first day of active flight operation, or
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Determining Seniority. All Flight Crew Members shall be credited with their seniority held as of the effective date of this Agreement and shall continue to accumulate in accordance with the provisions of the Agreement. For all Flight Crew Members hired on or after November 9, 2002, seniority shall commence from date of hire. “Date of hire” shall be determined as the earliest of: a) the first day of the Flight Crew Member’s training, if it is contiguous to continued employment within Flight Operations as a Flight Crew Member, or b) the first day of active flight operation, or
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Determining Seniority. The first factor for determining seniority is the total accrued seniority as defined in Section 2, Subdivision 1 of this Article. The steps for determining seniority are listed below in order of importance.
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Related to Determining Seniority

  • SENIORITY 7.1 The purpose of seniority is to provide a policy governing layoffs and recalls. 7.2 In the event of a layoff, the Company shall consider: (a) the equipment for the work that has to be performed; (b) the seniority of the union member; (c) in the event the qualifications of the Owner-Operator’s equipment are relatively equal, then the Owner-Operators’ seniority shall be the determining factor. 7.3 The Union will provide a bulletin board for each terminal in which the seniority list will be posted. The Company will provide the seniority list electronically to the Union office which will be updated and posted on a quarterly basis. 7.4 Owner-Operators shall be considered probationary until they have completed ninety (90) work days of contract, at which time they shall be placed on the seniority list, in accordance with dates. 7.5 Probationary Owner-Operators will work under the provisions of this Agreement during their probationary period, and they may be discharged or disciplined without recourse to the grievance procedure. Upon completion of the Owner-Operator’s probationary period all conditions of the Agreement will then apply, including the health and welfare provisions as provided in the Company’s policy documents. 7.6 Contract may be terminated for any of the following reasons; subject to the principals of progressive discipline and the reasonable application thereof: (a) if an Owner-Operator voluntarily quits: (b) if an Owner-Operator is discharged and not reinstated pursuant to the grievance procedure as provided for in the Agreement; (c) if an Owner-Operator has been laid off and has refused to return to work within twenty-four (24) hours after being contacted personally by the Company. When the Owner-Operator cannot be contacted personally, or is employed elsewhere, then the Company will notify him by registered mail, to his last known address, to return to work. He will then be given a maximum of seven (7) consecutive days from the date of notification to report for duty; (d) if an Owner-Operator is absent from work without securing a leave of absence for more than three (3) consecutive working days; (e) if an Owner-Operator refuses a work or job assignment and that assignment has not violated this Collective Agreement or any provincial or federal regulations or other rules attached to this Agreement. (f) If an Owner Operator or his driver commits any act, or fails to act, in circumstances that is a violation of the law, being unsafe for persons or property or being offensive to the Company’s customers, employees or other owner operators. (g) If the Owner Operator’s accident record is unacceptable to the Company. Such determination and evaluation shall be carried out in a reasonable manner by the Company. (h) If the Owner Operator or his driver fails to comply with any of the instructions, policies or procedures of the Company as may be issued from time to time in bulletins, memoranda, notices, manuals or other forms of announcement or directives which shall be reasonable and will have been properly communicated and enforced by the Company. (i) If an Owner Operator is discovered to have pulled any load other than one dispatched by Highland Operations, without prior written approval by Highland senior management, he/she is subject to immediate contract termination. A grievance may be processed; however an arbitrator will be limited to determining if the infraction occurred and if so, no substitution of penalty will be permitted.

  • Classification Seniority Classification Seniority" is defined as the length of service in a specific job classification within the bargaining unit, beginning with the date an employee starts to serve a probationary appointment. Classification Seniority shall be interrupted only by separation because of resignation, discharge for just cause, failure to return upon expiration of a leave of absence, failure to respond to a recall from layoff, or retirement.

  • Super Seniority For purposes of layoff and recall only, the President shall head the seniority list, provided however, that such officer must have the necessary skill and experience to perform the required work. The Sheriff agrees that this section shall not be applied in an arbitrary manner.

  • Determination of Seniority Seniority records shall be maintained by the University and shall be based on the employee's seniority date. The University shall maintain current records on seniority for use in the application of these provisions and they shall be available whenever a Union representative shall raise a question of seniority. Such lists and records shall also show the job title and latest employment date with the University for each person, and a copy of the list shall be furnished to the Union every six (6) months, upon request.

  • Equal Seniority If two (2) or more employees subject to layoff have equal class seniority, the determination as to who shall be laid off will be made on the basis of the greater hire date seniority, and if that be equal, then the determination shall be made by lot.