Existing Position Sample Clauses

Existing Position. Under the current position where Gibraltar is covered by EU legislation, Regulation (EC) No 1013/2006 on the shipment of waste (the “Transfrontier Shipments of Waste Regulation” or “TSW Regulation”) applies to Gibraltar. The TSW Regulation implements the provisions of the Basel Convention on the Control of Transboundary Movements of Hazardous Wastes and the Disposal (the “Basel Convention”) through which international shipments of waste are controlled through a process of prior written consent. The TSW Regulation also incorporates into EU legislation the Organisation for Economic Co-operation and Developments decision (C (2001) 107) ( the “OECD Decision”) on the control of transboundary movements of wastes destined for recovery operations. It is on the basis of the TSW Regulation that Gibraltar ships waste to other EU Member States, including Spain.
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Existing Position. Upon learning from the employee’s licensed provider that the employee should be able to assume her/his regular duties, the employee will notify her/his supervisor within two (2) working days. Following official notification by the Employer that the employee has the right to be reinstated to his/her their position, the employee has seven (7) days in which to request reinstatement. If the employee requests reinstatement in accordance with the statute and if the employee’s position exists, the employee shall be returned to the position at the employee’s former rate of pay any time within three (3) years from the first date of injury or illness, as defined by law. If the employee’s position no longer exists, he/she they will be returned to an available and suitable position. The employee shall be deemed to have resigned if the position is not accepted or if the employee fails to report for work in a timely manner following her/his acceptance.
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Existing Position. Gibraltarian students studying in the UK have a right to reside in the UK by virtue of their UK nationality. Other EU citizens have a right to reside in the UK pursuant to EU rules on the free
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Existing Position. EU law provides for common rules to protect social security rights when moving within the EU (as well as Iceland, Liechtenstein, Norway and Switzerland). The law covers all the traditional branches of social security and it ensures, for example, that beneficiaries:
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Existing Position. Upon learning from the employee’s licensed provider that the employee should be able to assume her/his regular duties, the employee will notify her/his supervisor within two (2) working days. Following official notification by the Employer that the employee has the right to be reinstated to his/her position, the employee has seven (7) days in which to request reinstatement. If the employee requests reinstatement in accordance with the statute and if the employee’s position exists, the
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Existing Position. Gibraltar currently follows EU rules and regulations that fall under the areas of accounting, corporate reporting and audit. These rules and regulations set out how companies and other legal entities report on their financial activity, corporate governance arrangements and how those reports are audited. This is reflected in Gibraltar law mainly through the Companies Act 2014 (and regulations made under that Act) and the Financial Services (Auditors) Act 2009 (and regulations made under that Act). HM Government of Gibraltar • 0 Xxxxxxx Xxxxx • Gibraltar GX11 1AA t +000 00000000 f +000 00000000 e xxxxxxxxxxx@xxxxxxxxx.xxx.xx w xxxxxxxxx.xxx.xx If the Withdrawal Agreement enters into effect, the status quo would remain up to the end of the transition period – that being 31 December 2020. HMGoG will ensure that Gibraltar continues to have a functioning regulatory framework for companies and that, as far as possible, the same laws and rules that are currently in place continue to apply. This will be done by using the powers in the Gibraltar European Union (Withdrawal) Act 2019 to correct deficiencies in our statute book arising from our exit from the EU. • Accounting and corporate reporting The corporate reporting regime will be unchanged in many respects; however, certain technical changes are necessary to reflect that Gibraltar will no longer be part of the EU. • Audit Given the retention of EU law as Gibraltar domestic legislation, Gibraltar will continue to apply EU rules. Gibraltar, like the UK, will unilaterally provide a transitional period in the field of audit until 31 December 2020. During this period, individuals will be able to continue to apply for their EEA audit registration to be recognised in Gibraltar on the same terms. Additionally, EEA audit firms will continue to count towards the majority of appropriately approved persons test for owning Gibraltar audit firms. Therefore the rules relating to audits of Gibraltar companies operating solely within Gibraltar will be unchanged. However, there will be additional requirements relating to the audits of Gibraltar companies operating cross-border, and to the provision of audit services cross-border. Further detail is provided in the sections below. • Accounting and corporate reporting Gibraltar incorporated subsidiaries and parents of EU businesses will continue to be subject to Gibraltar’s corporate reporting regime. However, Gibraltar businesses with a branch operating in the EU will become third ...
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Existing Position. Gibraltar Airport serves flights between Gibraltar and the UK and flights between Gibraltar and Morocco. Air services between Gibraltar and the UK are considered domestic flights on the basis that the UK signed the Convention on International Civil Aviation (the “Chicago Convention”) on behalf of itself, the Crown Dependencies and the Overseas Territories, including Gibraltar. As an EU Member State, the UK is part of the internal market for air services. As such, flights between the UK and Gibraltar operate on the basis of EU legislation allowing for the free circulation of flights within EU airspace without the need for advance permission from individual national authorities. Air services between Gibraltar and Morocco function on the basis of an Air Services Agreement agreed between the EU and Morocco. Gibraltar forms part of this Agreement.
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Existing Position. The existing position in relation to reciprocal healthcare arrangements for Gibraltarians in the European Union and EU nationals in Gibraltar are well known. With respect to treatment received in the UK, Gibraltar has in place certain arrangements with the UK Government providing for access for Gibraltarians to UK healthcare providers. Those arrangements also cater for the reimbursement of costs.
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Existing Position i) If there is a significant change in duties and responsibilities of a permanent filled position, either on an identifiable date, or gradually over a period of time, a review of the classification of the position may be requested by the Union or by Management, as represented by Human Resources, Corporate Services Department. ii) The party initiating the classification review request shall submit a Position Analysis Questionnaire (PAQ) completed in full to Human Resources. The PAQ will be accompanied by a memorandum indicating the reasons for the request for a change in classification. A copy shall be forwarded to the Secretary of CUPE Local No. 59. iii) Subsequent to the receipt of the PAQ, and memorandum above, Human Resources will initiate a classification review of the position, Such review will be concluded within three (3) months of the receipt of the request. Human Resources shall conclude: (a) confirmation of the current classification level; or (b) upgrading of the current classification level; or (c) downgrading of the current classification level and initiate appropriate action to effect the decision and to inform the parties to this Agreement in writing. iv) Should the Union disagree with the decision it may appeal such within fifteen (15) calendar days of receipt of written notification, referred to in (b) (iii) above, to the Classification Appeals Committee. v) The Classification Appeals Committee shall consist of one (1) member appointed by the Union, one (1) member appointed by the City and a Chairperson mutually acceptable to both parties. The Committee shall hear evidence and shall consider only the duties and responsibilities of the position as of the date of the request for review. vi) The Classification Appeals Committee shall be authorized to direct: a) that the classification decision be confirmed and the appeal denied, or b) that the appealed position be reallocated to a designated existing class in the classification plan, and shall make one of such directions in respect of each appeal. vii) Decisions of the Committee shall be binding upon the parties to this Agreement and upon the appellant. The Committee may recommend that a new classification be established to accommodate the appealed position, viii) The City shall authorize leave of absence with pay to their own and the Union representative, providing both are in the employ of the City. The Chairperson, if in the employ of the City shall be granted leave of absence with pay. If...
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Related to Existing Position

  • New Position An approved position not reflected in the current year budget complement.

  • Term Position A position occupied by a full-time or part-time nurse for a specified period of time, up to a maximum of sixty (60) weeks, where patient/client/resident census or workload necessitates a temporary increase in staffing, if mutually agreed, to replace a nurse(s) who is/are on vacation or leave of absence, or to carry out a special short term project or where the Employer has provided notice of permanent deletion of position(s) under the Memorandum of Understanding regarding Employment Security, or as otherwise mutually agreed between the Union and the Employer. If the Employer determines there is a term position to be filled by a nurse, the term position shall be posted in accordance with Article 30. This shall not preclude the Employer from utilizing part-time nurses and/or casual nurses to work available shifts as specified in Articles 34 and 35 when the Employer decides that a term position is not required. The Employer shall provide written confirmation of the start and expiry dates of the term position prior to the nurse's commencement in the position. This period may be extended if the Employer so requests and the Union agrees. The maximum duration specified in paragraph 1 above for term positions shall not apply in situations where a nurse is absent indefinitely due to Workers Compensation and/or illness and/or accident or where there is a temporary vacancy due to leave for Public Office. In these cases, the Employer shall state on the job posting that the said term position is an "Indefinite Term" which will expire subject to a minimum of twenty-four

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC 000-00-000. C. A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. 2. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten

  • New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether they meet the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • VACANCIES AND NEW POSITIONS 3.3.1 During the work year, written notices of vacancies and new positions within the bargaining unit will be posted on the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must: a. Submit their online application and all other required application materials no later than five (5) working days from the first day of the posting, and b. Possess the minimum skills and qualifications applicable to the vacant or new position. 3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions. 3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit. 3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period. 3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing. 3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal. 3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15. 3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor. 3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end. 3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary. 3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.

  • Position During the Term, the Employee shall serve as the Chief Executive Officer of the Company and in such other capacities as shall be designated by the Board of Directors of the Company (the “Board”) and agreed to by the Employee from time to time.

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