Employment of School Resource Officer Sample Clauses

Employment of School Resource Officer. The City shall at all times be responsible for all aspects of the employment, control and direction of the law enforcement officer assigned as an SRO under this Agreement. Nothing within this Agreement is intended to create an employment or agency relationship between the School and any law enforcement officer assigned by the City to participate in the SRO Program. The City shall be responsible for providing the SRO all uniforms, weapons, vehicles, radios, and other police equipment as determined necessary by the City.
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Employment of School Resource Officer. A. The SRO shall be an employee of the City of Celina who is a certified Peace Officer for the State of Ohio. The SRO is ultimately accountable to the City and shall perform duties in accordance with the administrative and operational procedures of the City; however, while at the school, the SRO will be additionally accountable to the School Superintendent or designee. The SRO’s activity in the school is guided by the following procedures, and supervision and evaluation shall be provided by the School Superintendent to effectively support the SRO’s efforts and monitor their progress.
Employment of School Resource Officer. The City shall at all times be responsible for all aspects of the employment, control and direction of the law enforcement officer assigned as an SRO under this Agreement. Nothing within this Agreement is intended to create an employment or agency relationship between the School and any law enforcement officer assigned by the City to participate in the SRO Program. The City shall be responsible for providing the SRO all uniforms, weapons, vehicles, radios, and other police equipment as determined necessary by the City. The SRO shall abide by Charter School Campus policies when not in conflict with Doral Police Department policies and be responsive to the chain of command of the Doral Police Department relating to all matters of employment. The SRO shall consult with and coordinate activities through the School principal.
Employment of School Resource Officer. The law enforcement officer assigned as an SRO under this Agreement shall be an employee of the City and shall be subject to the administration, supervision, and control of the City. The City shall always be responsible for all aspects of the employment, control, and direction of the SRO. Nothing herein is intended to create an employment or agency relationship between the Academy and any law enforcement officer assigned by the City to participate in the SRO Program. All compensation, salaries, wages, benefits, and other emoluments of employment payable to the SRO shall be the City’s sole responsibility. The Academy will compensate the SRO for working after school or off-duty events at the current rate established by the City. The Parties agree that the City, or its designee, and the Academy, or its designee, will jointly participate in an annual pre-planning meeting before the commencement of the academic year to address operational needs, issues, and concerns.

Related to Employment of School Resource Officer

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  • Employment of Consultants Part A General Consultants’ services shall be procured in accordance with the provisions of the Introduction and Section IV of the “Guidelines: Selection and Employment of Consultants by World Bank Borrowers” published by the Bank in January 1997 and revised in September 1997 and January 1999 (the Consultant Guidelines) and the following provisions of Section II of this Schedule. Part B: Quality- and Cost-based Selection

  • Executive Director (a) The HMO must employ a qualified individual to serve as the Executive Director for its HHSC HMO Program(s). Such Executive Director must be employed full-time by the HMO, be primarily dedicated to HHSC HMO Program(s), and must hold a Senior Executive or Management position in the HMO’s organization, except that the HMO may propose an alternate structure for the Executive Director position, subject to HHSC’s prior review and written approval.

  • Human Resources Database The Parties believe that their on-going and collective bargaining relationships are enhanced through useful, timely, and accessible data on relevant human resources matters, including those listed below. The Parties agree to provide and support the accumulation and dissemination of available data to the PSEA, which will be responsible for the management of the HRDB project including the gathering, analysis, and maintenance of such data. The Parties may undertake joint projects for the comparative analysis of such data. The Parties agree that a Steering Committee will oversee this program. The Committee will include representatives designated by each Party. The Parties recommend that the Ministry of Advanced Education, Training and Technology continue to provide funding to assist in the gathering, analysis, and maintenance of such data through the agreed-upon organization.

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  • Employment and Training Administration The ratio of trainees to journeymen on the job site shall not be greater than permitted under the plan approved by the Employment and Training Administration. Every trainee must be paid at not less than the rate specified in the approved program for the trainee's level of progress, expressed as a percentage of the journeyman hourly rate specified in the applicable wage determination. Trainees shall be paid fringe benefits in accordance with the provisions of the trainee program. If the trainee program does not mention fringe benefits, trainees shall be paid the full amount of fringe benefits listed on the wage determination unless the Administrator of the Wage and Hour Division determines that there is an apprenticeship program associated with the corresponding journeyman wage rate on the wage determination which provides for less than full fringe benefits for apprentices. Any employee listed on the payroll at a trainee rate who is not registered and participating in a training plan approved by the Employment and Training Administration shall be paid not less than the applicable wage rate on the wage determination for the classification of work actually performed. In addition, any trainee performing work on the job site in excess of the ratio permitted under the registered program shall be paid not less than the applicable wage rate on the wage determination for the work actually performed. In the event the Employment and Training Administration withdraws approval of a training program, the contractor will no longer be permitted to utilize trainees at less than the applicable predetermined rate for the work performed until an acceptable program is approved.

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