Employees Not Offered Employment with the Sample Clauses

Employees Not Offered Employment with the. New Employer Appendix 1- Classifications Classifications Level 1: Operator Up to a minimum of (1) one month of employment and until documented competencies are achieved to progress to the next level. Level 2: Operator Up to a minimum of (3) three months employment and until documented competencies are achieved to progress to the next level. Level 3: Operator Achievement of documented competencies relevant for this level. Level 4: Operator Achievement of documented competencies relevant for this level. Level 5: Engineering Tradesperson – Level I Up to a minimum of (3) three months of employment and until documented competencies are achieved to progress to the next level. Level 6: Engineering Tradesperson – Level II Achievement of documented competencies relevant for this level. Level 7: Engineering Tradesperson – Level III Achievement of documented competencies relevant for this level. Level 8: Engineering Tradesperson – Level IV Achievement of documented competencies relevant for this level. Wages will be as follows (based on a 38 hour week): Level 1 $570.23 per week $15.01 per hour $15.60 per hour $16.35 per hour $18.08 per hour $20.97 per hour $21.67 per hour $23.91 per hour $24.99 per hour $6.48 per hour $8.49 per hour $11.58 per hour $13.59 per hour Year 1 $457.85 per week Year 2 $488.43 Year 3 $505.91 Year 4 $529.33 $13.93 per hour Appendix 3 – Allowances Description Rate per week Supervisors in charge of: - per week 3-10 employees 11-20 employees More than 20 employees $25.30 $37.80 $48.10 Tool Allowance – per week Tradesman Apprentices • 1st Year • 2nd Year • 3rd Year • 4th Year Xxxxxxxxx or Xxxxxx $12.40 $5.20 $6.80 $9.30 $10.90 $22.80 Motor Allowance – per km $0.62 First Aid Allowance – per week $11.50 Meal Allowance – travelling and board per meal $9.70 Meal Allowance - per meal $9.70
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Related to Employees Not Offered Employment with the

  • Alternative Employment An employer, in a particular redundancy case, may make application to the Commission to have the general severance pay prescription varied if the employer obtains acceptable alternative employment for an employee.

  • SALARY DETERMINATION FOR EMPLOYEES IN ADULT EDUCATION [Not applicable in School District No. 62 (Sooke)]

  • Employment Terms As a condition to your employment with the Company, you are required to (a) sign and return a satisfactory I-9 Immigration form providing sufficient documentation establishing your employment eligibility in the United States, and (b) provide satisfactory proof of your identity as required by United States law.

  • Subsequent Employment Those teachers whose employment commences after the start of the school year shall pay a pro-rated amount equal to the percentage of the remaining school year.

  • 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.

  • Employment at Will Nothing in this Agreement or in the Plan shall confer upon Participant any right to continue in Service for any period of specific duration or interfere with or otherwise restrict in any way the rights of the Corporation (or any Parent or Subsidiary employing or retaining Participant) or of Participant, which rights are hereby expressly reserved by each, to terminate Participant’s Service at any time for any reason, with or without cause.

  • At-Will Employment; Termination The Company and Executive acknowledge that Executive’s employment is and shall continue to be at-will, as defined under applicable law, and that Executive’s employment with the Company may be terminated by either party at any time for any or no reason, with or without notice. If Executive’s employment terminates for any reason, Executive shall not be entitled to any payments, benefits, damages, awards or compensation other than as provided in this Agreement. Executive’s employment under this Agreement shall be terminated immediately on the death of Executive.

  • Employment Company hereby employs Executive, and Executive hereby accepts such employment, upon the terms and conditions set forth herein.

  • Secondary Employment A. For any employee entitled to disability leave, the employer shall pay the covered employee compensation in accordance with section 10.2 governing disability leave. B. The employer shall pay compensation for the period that the covered employee is entitled to disability leave for a maximum period of eighteen (18) months, except as set forth in 10.2(b) and 10.3(b). C. The employee shall be eligible for compensation for such disability leave if the employee is temporarily disabled from the duties of the public safety employment that gave rise to the injury, regardless or whether the employee engages in secondary employment, provided that: 1. The secondary employment commenced prior to the injury; 2. The duties of the secondary employment are not likely to cause delay or preclude full recovery and return to work as certified by the FROMS physician and such employment is approved by the Fire Chief. Such requests shall not be unreasonably denied.

  • Fixed Term Employment (1) An employee and an employer may agree that the employment of the employee will end: (a) At the close of a specified date or period; or (b) On the occurrence of a specified event; or (c) At the conclusion of a specified project. (2) Before an employee and employer agree that the employment of the employee will end in a way specified in subsection (1) the employer must: (a) Have genuine reasons based on reasonable grounds for specifying that the employment of the employee is to end in that way; and (b) Advise the employee of when or how his or her employment will end and the reasons for his or her employment ending in that way. (3) The following reasons are not genuine reasons for the purpose of subsection (2)(a): (a) To exclude or limit the rights of the employee under the Employment Relations Act 2000; (b) To establish the suitability of the employee for permanent employment.

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