EMPLOYEE - RE-EMPLOYMENT Sample Clauses

EMPLOYEE - RE-EMPLOYMENT. An employee re-entering the employ of the Company after his right to recall has expired shall not be subject to another probation period.
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EMPLOYEE - RE-EMPLOYMENT. An employee re-entering the employ of the Company within 24 months of his last day worked shall not be subject to another probation period.
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EMPLOYEE - RE-EMPLOYMENT. Employees on the seniority list re-entering the employ of the Company shall not be subject to another probationary period.
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EMPLOYEE - RE-EMPLOYMENT. An employee re-entering the employ of the Company within twenty-four (24) months after his right to recall has expired shall not be subject to another probation period.
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EMPLOYEE - RE-EMPLOYMENT. (a) An employee who leaves the bargaining unit to fill a management or non bargaining unit position with the Employer shall be returned to the bargaining unit, provided that his written request and actual return occur within ninety (90) calendar days.
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EMPLOYEE - RE-EMPLOYMENT. An employee re-entering the employ of the Company after his right to recall has expired shall not be subject to another probation period however, depending on duration of lay-off may be required to re-train or re-qualify on certain equipment. Employees re-entering the employ of the company prior to serving his entire probationary period will be subject to another full probation period. (So if a new-hire is laid off during his probation period due to a down turn of business for example then that employee if recalled from layoff will have to start over with the 90 days of actual service)
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EMPLOYEE - RE-EMPLOYMENT. An employee re entering the employ of the Corporation after their right to recall has expired shall not be subject to another probation period.
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EMPLOYEE - RE-EMPLOYMENT. No employee shall serve more than one (1) probationary period during any one (1) period of continuous employment.
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EMPLOYEE - RE-EMPLOYMENT. An employee re-entering the employ of the Company after his right to recall has expired shall only be subject to a thirty (30) working days probation period.
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Related to EMPLOYEE - RE-EMPLOYMENT

  • Re-employment An employee who resigns their position and within 90 days is re-employed, will be granted a leave of absence without pay covering those days absent and will retain all previous rights in relation to seniority and benefits subject to any benefit plan eligibility requirements.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Part-Time Employment (a) A part-time employee is an employee who is engaged to work less than full-time hours of an average of 38 hours per week and has reasonably predictable hours of work.

  • Post-Retirement Employment Unit members who retire from the University during the term of this Agreement may propose a post-retirement appointment of up to three years duration. During this post-retirement appointment, the total of retirement benefits and post-retirement salary paid by the University shall not exceed the salary paid at the time of retirement. The annual compensation received from the University for the post-retirement appointment shall not exceed fifty (50) percent of the annual salary at the time of retirement. The duties for a post-retirement appointment shall be defined and agreed to in writing by the bargaining unit member and the Employer/University Administration prior to the bargaining unit member's retirement. Such appointments are at the discretion of the Employer/University Administration and are subject to existing law and all rules and regulations of the State Retirement Board. The decision of the Employer/University Administration not to approve a proposal for a post-retirement appointment shall not be grievable under the Grievance and Arbitration Procedure, Article 7.

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