ELIGIBILITY TO RETURN Sample Clauses
The 'Eligibility to Return' clause defines the conditions under which an individual or item may be permitted to return to a particular place, position, or status after a period of absence or removal. This clause typically outlines specific criteria that must be met, such as the completion of a waiting period, fulfillment of certain obligations, or the absence of disqualifying factors. For example, in an employment context, it may specify when a former employee can be rehired, or in a rental agreement, when a tenant may reapply after eviction. Its core function is to set clear standards for reentry, thereby managing expectations and reducing disputes about when and how returns are allowed.
ELIGIBILITY TO RETURN. A. Unless otherwise notified in writing within 90 days of completion of employment for a given year, an employee’s job performance for that year shall be deemed acceptable, and that employee shall be eligible to return for the successive year’s employment period at the next grade and salary level.
B. Each employee must notify the Fire Chief or his designee of his/her intention to return for the next summer employment period, or the uncertainty of his/her availability to return for the next summer employment period, in writing on or before May 1. Failure to notify the Fire Chief or his designee shall be construed as an intention of the employee not to return to work, and shall cause the employee to be removed from the list of Lifeguards eligible to return for employment for that summer employment period.
ELIGIBILITY TO RETURN. A. Unless otherwise notified in writing within 90 days of completion of employment for a given year, an employee's job performance for that year shall be deemed acceptable, and that employee shall be eligible to return for the successive year's employment period at the next grade and salary level.
B. If, after the 90 day period in Section A has elapsed, the Fire Chief, or designee, determines that the employee cannot be rehired for reasons other than the employee's work performance during his/her most recent employment period, the Fire Chief, or designee, shall notify both the employee and the Association in writing of its inability to rehire said employee, stating the reasons why it is unable to rehire said employee.
C. Employees must notify the Deputy Fire Chief of their intention to return for the next summer employment period, or the uncertainty of their availability to return for the next summer employment period, in writing on or before May 1st. Failure to notify the Deputy Fire Chief shall be construed as an intention of the employee not to return to work, and shall cause the employee to be removed from the list of Lifeguards eligible to return for employment for that summer employment period.
D. The City will reasonably attempt to hold an employment opening for any employee who notifies the Deputy Fire Chief prior to May 1st of their uncertainty of availability to return for work for that summer employment period until the commencement of tryouts for the first year Lifeguards. Any employee who has notified the Deputy Fire Chief under Section C of the uncertainty of their availability to return for work must notify the Deputy Fire Chief prior to the commencement of tryouts for the first year Lifeguards, May 1st for returning Medics, of their intention to return for that summer employment period. However, no position shall be held open after the commencement of tryouts for the first year Lifeguards.
E. Reduction in work force by layoff shall be on a "last hired, first fired" basis.