Employees in High Risk Categories Sample Clauses

Employees in High Risk Categories. Employees in high-risk categories, as defined by the CDC, shall self-identify no later than 5 work days after notification of a return to in- person instruction. a) As students return to in-person learning and staff are assigned to return to work on-site, staff who qualify as high-risk according to the CDC will receive priority consideration for the available remote work. RSD will attempt to first assign staff who volunteer and those who do not qualify as high risk. Those living with or acting as primary caregiver for someone at high-risk will be allowed to request consideration to remain remote as long as possible, if remote work is available. b) Employees do not have to provide personal health information but may be required to sign an affidavit affirming that they are in a high-risk category. RSD will first attempt to assign volunteer staff from the same school site. If there are insufficient staff within the building who are not high risk, staff districtwide will be asked to volunteer. If there are no volunteers, those living with or caring for a high risk person from within the building will be assigned, followed by those who are personally high risk. c) While the intention is to work collaboratively to support staff needs, the district reserves the right to staff according to need.
Sample 1Sample 2
AutoNDA by SimpleDocs
Employees in High Risk Categories. 36 Any employee who believes they are high risk as outlined by the Governor’s Proclamation are
Sample 1
Employees in High Risk Categories. 44 Any employee who believes they are high-risk as outlined in the August 11, 2020 plan from 45 the superintendent to all staff are encouraged to dialogue with the superintendent regarding 46 potential accommodations. Agreed upon accommodations will be documented in writing. 47 The employee may be required to provide documentation of the specific issue that makes them 48 high-risk. Memorandum of Understanding (Reopening of 20-21 SY) September 30, 2020 Quincy PSE/Quincy School District #144-101 Page 1 of 3
Sample 1
Employees in High Risk Categories. Any employee with a personal medical condition impacting their ability to perform the essential functions of their position may request an ADA reasonable accommodation. As protected under Governor Xxxxxx’x Proclamation 20-46.2, employees who are 65 years of age or older or fall within the “at increased risk” category as defined by the CDC, do not require medical provider verification to enter an interactive dialogue with the district regarding accommodations. Employees will, however, have to complete a self-attestation form of their “at-risk category” status. An employee who is found to have falsified their self-attestation may be subject to discipline. Medical provider verification is required in the event the employee is not 65 years of age or older, is not in a defined “at increased risk” category, or if they are seeking leave as an accommodation. Should the governor’s proclamation be modified or revoked the district will adjust accommodation and leave practices to align with the governing regulations. Staff who would like to pursue an ADA reasonable accommodation will need to work with their personal medical provider to complete and submit the Employee Accommodation Form and ADA Medical Provider Accommodation Form. All ADA forms can be found on the Human Resources Webpage under Employee Leaves and Accommodations . Following receipt of the ADA documentation the District will engage with the employee in an interactive dialogue to explore a reasonable accommodation that would allow the employee to perform the essential functions of their job. Possible reasonable accommodations may include limiting the individual’s contact with others by establishing one-way hallways or aisles, using plexiglass or other barriers, adjusting the work schedule, or exploring a temporary or permanent alternative work assignment. If the District is unable to accommodate at the worksite or in an alternative work assignment, leave options may be available. Alternative work assignments will be done based on vacancy on a first come first serve basis consistent with qualifications for the position. The District will make every reasonable effort (i.e. offering out of endorsement waivers for certificated staff when it makes educational sense to do so)to find alternate work settings that match the employee’s endorsements, experience, and/or skill set. No employee in a high-risk category shall be expected or required to work without PPE. Any employee who is placed in an alternative posit...
Sample 1
Employees in High Risk Categories. 1. Any employee who has a disability (within the meaning of the law) or who is in a high risk category as determined by the CDC may request and will be granted a reasonable accommodation, which may include a request to work remotely or a request for a leave of absence. Such requests will be granted when remote work the Districts need performed is available provided the employee is qualified for the remote work. 2. Employees allowed to work remotely will be paid their normal compensation (unless the remote assignment involves a reduced schedule). 3. An employee described in paragraph (b)(1), if given a leave of absence, will receive their full pay up to $511 per day for ten (10) days of paid sick time afforded to them under the EPSLA. After the expiration of the EPSLA leave, the employee’s leave will be unpaid, provided the employee, at their sole discretion, may use other applicable paid leaves (i.e., personal, vacation, compensatory) under the CBA to achieve full pay status for these days. 4. Employees may also avail themselves of any applicable leave under the CBA. 5. If the employee described in (b)(1) is not granted a request to work remotely or a paid leave and chooses to apply for unemployment compensation for the lost income, the Districts shall not contest such application.
Sample 1
Employees in High Risk Categories. Employees in high‐risk categories as defined by the CDC may self‐identify in order to be able to consider ADA accommodations.  Employees do not have to provide personal health information but may be required to sign an affidavit affirming that they are in a high‐risk category.  The District will make every reasonable effort, which may include offering out‐of‐endorsement waivers, to allow these employees to work remotely or with a limited number of students.  No employee in a high‐risk category shall be expected or required to work without additional PPE, on any task that cannot be performed without social distancing, and/or with students or staff who cannot wear face coverings.  Priority for future remote teaching positions will be given to those in high‐risk groups and will follow the AVT process as outlined in the current Collective Bargaining Agreement. Any employee reassigned related to COVID‐19 shall be returned to their original teaching position at the conclusion of the 2020‐2021 school year. The current collective bargaining agreement, Section 10, Assignment, Vacancies, Promotion and Transfer remains in force.
Sample 1

Related to Employees in High Risk Categories

  • Employment Categories (a) Employees under this Agreement will be employed in one of the following categories: (i) full-time; (ii) part time; or (iii) casual. (b) At the time of engagement an employer will inform each employee whether they are employed on a full-time, part time or casual basis. An employer may direct an employee to carry out such duties that are within the limits of the employee’s skill, competence and training, consistent with the respective classification.

  • EMPLOYEE CATEGORIES All employees fall into one or the other of four principal categories as outlined below.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with Employer policies and available resources. 9.2 Attendance at employer-required training will be considered time worked. The Employer will make reasonable attempts to schedule employer-required training during an employee’s regular work shift. The Employer will pay the registration and associated travel costs in accordance with Article 23, Travel, for employer-required training.

  • EMPLOYEE DEVELOPMENT AND TRAINING 1. The State agrees to provide advice and counseling to employees with respect to career advancement opportunities and agency developments which have an impact on their careers. 2. Regular review of its job-related and career development and training programs will be made by the State in order to provide suitable programs for employees covered by this Agreement. When undertaking any such review, the State shall notify employees of such review and take into account suggestions and proposals made by employees. 3. Employees shall be given a reasonable notice of applicable, development and training programs available. Such notice shall include an explanation of the procedure for applying for the program. Notices of development and training programs shall be posted for reasonable periods in advance on bulletin boards at applicable work locations within the agencies involved. An appointing authority shall make every effort to permit employees' participation in such career development and training programs. Participation in any training inside or outside of work hours which is required by the State as a condition of fulfilling the requirements of the employee's job, or any in-service State training which is conducted or undertaken during normally scheduled work hours will be considered as time worked. 4. The State shall pay tuition, course-related fees, other approved course required costs and for necessary travel and lodging pursuant to established policies and procedures.

  • Criminal History Category With regard to determining defendant’s criminal history points and criminal history category, based on the facts now known to the government, defendant’s criminal history points equal zero and defendant’s criminal history category is I.

  • DISCIPLINE OF EMPLOYEES Section 1: All charges preferred by the Employer against its employees for violation of its rules or other offenses must be preferred within five (5) days after any such alleged violation or offense has been made known to the official or officials of the Employer or their designees. If the charges are not preferred within the time limits set forth herein, such alleged violation or offense shall be forever barred and extinguished, provided, however, that any violation of the rules pertaining to the mishandling of fares or mis-appropriation of the Employer's funds or property shall not come within the scope of the foregoing provisions of this Section. Additionally, any discipline meted out in other than fare violations must be begun within five (5) days of notification to the employee. Section 2: If any employee is charged with an offense involving the mishandling of fares, drunkenness, possession or use of an illegal substance or the misappropriation of the Employer's funds or property, neither such charges nor discipline meted out in connection therewith shall be subject to the grievance and arbitration procedures provided for in this Agreement unless and until the grievance and/or demands for arbitration in such cases be accompanied by a signed authorization from the employee involved releasing the Employer and the Union to submit any and all information and facts pertaining to the case to whomever they may concern. Section 3: When the Employer disciplines an employee and/or places a written entry of the incident in the employee's file, the employee and Union involved shall be furnished a copy of the entry. An employee may examine and copy from his/her own employee file at any reasonable time. After thirty (30) months all materials pertaining to discipline in an employee's file will not be used for disciplinary purposes. Section 4: If, as a result of investigation or upon appeal, the discipline, suspension or dismissal of an employee is found to have been without just cause, his/her record of the alleged offense will be cleared, and if time has been lost, the employee will be paid for such loss of time by the Employer in accordance with the amount s/he would have received had s/he not been held from service.

  • CATEGORIES OF EMPLOYEES The following categories of employees may apply for benefits under this policy: Category 1: Employees who have acquired eighty-five KPERS retirement points (a combination of age and KPERS service that adds to 85) and who have completed by June 30 of the retirement year fifteen (15) years of service in USD 434 that could include service given through the employment of the Three Lakes Cooperative. Category 2: Employee who qualifies for retirement under the basic provisions of KPERS. These employees must have attained the age of 62 and have 10 years of vested service in KPERS but have not acquired eighty-five retirement points at the time of retirement and who have completed by June 30 of the retirement year fifteen (15) years of service in USD 434 that could include service given through the employment of the Three Lakes Cooperative.

  • Staff Development Leave (a) An employee will be granted leave without loss of pay, at their basic rate of pay, to take courses (including related examinations) or attend conferences, conventions, seminars, workshops, symposiums or similar out-of-service programs, at the request of the Employer. The amount of pay received by an employee will not exceed the full-time daily hours of work as outlined in Clause 14.2 (Hours of Work). When such leave is granted, the Employer will bear the full cost, including tuition fees, entrance or registration fees, laboratory fees, and course-related books. The Employer will also reimburse the employee for approved travelling, subsistence, and other legitimate, applicable expenses. (b) An employee may be granted leave without pay, with pay, or leave with partial pay, to take work related courses in which the employee wishes to enrol to acquire the skills necessary to enhance opportunities. (c) Approval of requests will be given reasonable consideration and leaves pursuant to this article will be administered in a reasonable manner. (d) Should the employee noted above terminate their employment for any reason during the six month period following completion of the above-noted leave, the employee will reimburse the Employer for all expenses incurred by the Employer (i.e. tuition fees, entrance or registration fees, laboratory fees, and course-required books) on a proportionate basis.

  • CLASSIFICATION OF EMPLOYEES Section 1. A full-time employee shall be deemed to be any employee regularly scheduled to work forty (40) hours per week. A regular employee is one whose employment is reasonably expected to continue for longer than fifteen (15) months. Section 2. A part-time employee shall be deemed to be any employee regularly scheduled to work less than forty (40) hours per week. Section 3. The Company shall have the right to reduce employee classifications from full-time to part-time or to increase employee classifications from part-time to full-time. Should the Company deem it appropriate to reclassify full-time employees to part-time employees, it will seek volunteers from the affected group and then force in reverse order of seniority. Section 4. A temporary employee is one who is engaged for a specific project or a limited period, with the definite understanding that his/her employment is to terminate upon completion of the project or at the end of the period, and whose employment is expected to continue for more than three (3) consecutive weeks, but not more than fifteen (15) months. The termination of the employment of such temporary employees shall not be subject to the grievance or arbitration provisions of this Agreement. Section 5. Agency workers and independent contractors shall not be deemed to be employees of the Company and, as such, shall not be covered by any of the terms or conditions of this Agreement.

  • Supervisory Employees ‌ For the purposes of this Article, the parties agree that Supervisory positions are those that are not excluded under Article 2.0 above and that satisfy the following criteria: a) Employees on Salary Schedule 01 who under Plan A "Nature of Supervision" have either Degree 3 (or higher) or its equivalent; b) Employees on Schedules 02 or 03 on condition they normally supervise other employees.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!