Employees Terminated During Probation in a Promotional Class Sample Clauses

Employees Terminated During Probation in a Promotional Class. The parties reaffirm their understanding that employees, who have been promoted and thereafter are dismissed during probation in such promotional class, enjoy no procedural or substantive rights. However, to lessen the impact of a dismissal on such employees, and so that the skills possessed by such employees may be available to the Court, the parties agree that such dismissed employees may be returned to their former class if a vacant position exists in that class. If an employee is not returned to his former class, s/he may elect to follow the procedures outlined in Section 25.4 "Reemployment of Employees Laid Off' paragraph 3 of this MOU for placement on a preferred eligible list. An employee electing to pursue placement on a preferred eligible list must notify the Human Resources Manager of his desire to do so within five (5) working days of notification that s/he will not be returned to his former class. The decision to place such a dismissed employee on a preferred eligible list shall be in the sole, exclusive, and non-reviewable discretion of the Court. No action taken by the Court concerning an employee dismissed while serving a probationary period shall be subject to appeal, review, or to any grievance procedure or arbitration procedure whether such procedure be contained in this Memorandum of Understanding, the Court Personnel Policies Manual, the Labor Relations Rules, or any other statute, ordinance, resolution or MOU. This article shall not impair the liberty interest rights of any employee.
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Employees Terminated During Probation in a Promotional Class. The parties reaffirm their understanding that bargaining unit employees, who have been promoted and thereafter are dismissed during probation in such promotional class, enjoy no procedural or substantive rights. However, to lessen the impact of a dismissal on such employees, and so that the skills possessed by such employees may be available to the County, the parties agree that such dismissed employees may be returned to their former class if a vacant position exists in that class. If an employee is not returned to his former class, s/he may elect to follow the procedures outlined in section
Sample 1Sample 2
Employees Terminated During Probation in a Promotional Class. The parties reaffirm their understanding that employees, who have been promoted and thereafter are dismissed during probation in such promotional class, enjoy no procedural or substantive rights. However, to lessen the impact of a dismissal on such employees, and so that the skills possessed by such employees may be available to the
Sample 1
Employees Terminated During Probation in a Promotional Class. The parties reaffirm their understanding that an employee who has been promoted and thereafter released from probation (not related to a disciplinary action) enjoys no procedural or substantive rights. However, to lessen the impact of a probationary release and so that the skills of the employee may be retained, the employee will be returned to their former class. No action taken by the County concerning an employee released while serving a probationary period shall be subject to appeal, review, or to any grievance procedure or arbitration procedure whether such procedure be contained in this Memorandum of Understanding, the Personnel Policies and Practices Resolution of the County of Monterey, the Employee Relations Resolution of the County of Monterey, or any other statute, ordinance, resolution or agreement. This article shall not impair the liberty interest rights of any employee.
Sample 1
Employees Terminated During Probation in a Promotional Class. The parties reaffirm their understanding that an employee who has been promoted from bargaining unit M to bargaining unit N and thereafter released from probation (not related to a disciplinary action) enjoys no procedural or substantive rights. However, to lessen the impact of a probationary release and so that the skills of the employee may be retained, the employee will be returned to their former class in bargaining unit M. No action taken by the County concerning an employee released while serving a probationary period shall be subject to appeal, review, or to any grievance procedure or arbitration procedure whether such procedure be contained in this Memorandum of Understanding, the Employee Relations Resolution of the County of Monterey, or any other statute, ordinance, resolution or agreement. This article shall not impair the liberty interest rights of any employee.
Sample 1

Related to Employees Terminated During Probation in a Promotional Class

  • Employee’s Termination The Employee ☐ *shall ☐ shall not have the right to terminate this Agreement. *If allowed, the Employee shall be required to provide at least days’ notice. If the Employee should terminate this Agreement before the expiration date, he or she shall be entitled to severance, equal to their pay at the time of termination, for a period of .

  • Overtime-Eligible Employees Unpaid Meal Periods The Employer and the Union agree to unpaid meal periods that vary from and supersede the unpaid meal period requirements required by WAC 000-000-000. Unpaid meal periods for employees working more than five (5) consecutive hours, if entitled, will be a minimum of thirty (30) minutes and will be scheduled as close to the middle of the work shift as possible, taking into account the Employer’s work requirements and the employee’s wishes. Employees working three (3) or more hours longer than a normal workday will be allowed an additional thirty (30) minute unpaid meal period. When an employee’s unpaid meal period is interrupted by work duties, the employee will be allowed to resume their unpaid meal period following the interruption, if possible, to complete the unpaid meal period. In the event an employee is unable to complete the unpaid meal period due to operational necessity, the employee will be entitled to compensation, which will be computed based on the actual number of minutes worked within the unpaid meal period. Meal periods may not be used for late arrival or early departure from work and meal and rest periods will not be combined.

  • For Awardees Added During On Ramp Competitions 1800 OPTION CLIN (service) Noun: NETCENTS-2 POST AWARD CONFERENCE PSC: D316 Descriptive Data:

  • Overtime-Eligible Employees Rest Periods The Employer and the Union agree to rest periods that vary from and supersede the rest periods required by WAC 000-000-000. Employees will be allowed rest periods of fifteen

  • TERM, TERMINATION & SUSPENSION The Company may terminate this Agreement with You at any time for any reason, with or without cause. The Company specifically reserves the right to terminate this Agreement if You violate any of the terms outlined herein, including, but not limited to, violating the intellectual property rights of the Company or a third party, failing to comply with applicable laws or other legal obligations, and/or publishing or distributing illegal material. If You have registered for an account with Us, You may also terminate this Agreement at any time by contacting Us and requesting termination. At the termination of this Agreement, any provisions that would be expected to survive termination by their nature shall remain in full force and effect.

  • Requiring Minimum Compensation for Covered Employees a. Contractor agrees to comply fully with and be bound by all of the provisions of the Minimum Compensation Ordinance (MCO), as set forth in San Francisco Administrative Code Chapter 12P (Chapter 12P), including the remedies provided, and implementing guidelines and rules. The provisions of Sections 12P.5 and 12P.5.1 of Chapter 12P are incorporated herein by reference and made a part of this Agreement as though fully set forth. The text of the MCO is available on the web at xxx.xxxxx.xxx/xxxx/xxx. A partial listing of some of Contractor's obligations under the MCO is set forth in this Section. Contractor is required to comply with all the provisions of the MCO, irrespective of the listing of obligations in this Section.

  • Probation & Termination 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer.

  • Term Termination 8.1 This Agreement shall be effective as of the date hereof and shall continue in force until terminated in accordance with the provisions herein.

  • Employer’s Termination The Employer ☐ *shall ☐ shall not have the right to terminate this Agreement. *If allowed, the Employer shall be required to provide at least days’ notice. If the Employer should terminate this Agreement, the Employee shall be entitled to severance, equal to their pay at the time of termination, for a period of .

  • Continuation of Optional Coverages During Unpaid Leave or Layoff An employee who takes an unpaid leave of absence or who is laid off may discontinue premium payments on optional policies during the period of leave or layoff. If the employee returns within one (1) year, the employee shall be permitted to pick up all optionals held prior to the leave or layoff. For purposes of reinstating such optional coverages, the following limitations shall be applicable. For the first twenty-four (24) months of long-term disability coverage after such a period of leave or layoff during which long-term disability coverage was discontinued, any such disability coverage shall exclude coverage for pre-existing conditions. For disability purposes, a pre-existing condition is defined as any disability which is caused by, or results from, any injury, sickness or pregnancy which occurred, was diagnosed, or for which medical care was received during the period of leave or layoff. In addition, any pre-existing condition limitations that would have been in effect under the policy but for the discontinuance of coverage shall continue to apply as provided in the policy. The limitations set forth above do not apply to leaves that qualify under the Family Medical Leave Act (FMLA).

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