Failure to complete probationary period after promotion Sample Clauses

Failure to complete probationary period after promotion. 19 a. When a regular employee is promoted and does not 20 complete the probationary period for that classification, he or she shall be reinstated to a 21 position in the classification and department from which he or she was promoted. Reference to 22 probationary period in this section applies to any Local 88 or non-Local 88 probationary period 23 in Multnomah County. Employees who do not complete promotional probationary period within 24 the first six (6) months, in a Local 88 position and return within the probationary period to their 25 previous position shall treat such time in the higher class as seniority accrual in the lower class. 26 Employees who do not successfully complete promotional probationary period in a non-Local
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Failure to complete probationary period after promotion. 20 a. When a regular employee is promoted and does not complete the 21 probationary period for that classification, he or she shall be reinstated to a position in the 22 classification and department from which he or she was promoted. Reference to probationary 23 period in this section applies to any Local 88 or non-Local 88 probationary period in Multnomah 24 County. Employees who do not complete promotional probationary period within the first six (6) 25 months, in a Local 88 position and return within the probationary period to their previous position 26 shall treat such time in the higher class as seniority accrual in the lower class. Employees who do 27 not successfully complete promotional probationary period in a non-Local 88 bargaining unit 28 position shall have their time count towards their total length of continuous service within the 29 County. 30 b. The employee will be placed at the same step in the old range that 31 he or she would have been on but for the promotion. 32 c. The anniversary date for wage increases will revert to the 33 anniversary date in effect prior to the promotion.
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Failure to complete probationary period after promotion. The probationary period for promoted employees is six (6) months. If the employee does not successfully pass the probationary period, they shall be reinstated without any loss of seniority to their former normal progression range/step provided the pay rate shall not exceed the normal rate for the position to which the employee is being reinstated.
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Failure to complete probationary period after promotion. When a regular employee is promoted and does not complete the probationary period for that classification, the Employer will make a reasonable attempt on a non- precedent basis to identify an alternative open position in which to place the employee. The Employer cannot guarantee that the employee will be placed in an open position.
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Failure to complete probationary period after promotion. An employee who is reclassified to a higher position grade as a reclassification to fill a vacancy shall receive a minimum increase of the next step higher than his/her previous rate of pay. If the employee does not successfully pass the probationary period, he shall be reinstated without any loss of seniority to his/her former normal progression range/step provided the pay rate shall not exceed the normal rate for the position to which he is being reinstated.
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Failure to complete probationary period after promotion. When a regular employee is promoted outside the bargaining unit and does not complete the probationary period for that classification, he or she shall be reinstated to a position in the classification from which he or she was promoted. Reference to probationary period in this section applies to any bargaining unit or non-bargaining unit probationary period in Multnomah County. Employees who do not complete the promotional probationary period and return within the probationary period to their previous position shall treat such time in the higher class as seniority accrual in the lower class. The employee will be placed at the same step in the old range that he or she would have been on but for the promotion. The step increase date for wage increases will revert to the step increase date in effect prior to the promotion.
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Failure to complete probationary period after promotion. When a 23 regular employee is promoted outside the bargaining unit and does not complete the 24 probationary period for that classification, he or she shall be reinstated to a position in 25 the classification from which he or she was promoted. Reference to probationary period 26 in this section applies to any bargaining unit or non-bargaining unit probationary period
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Failure to complete probationary period after promotion. When a regular employee is 42 promoted outside the bargaining unit and does not complete the probationary period for that classification, he or 43 she shall be reinstated to a position in the classification from which he or she was promoted. Reference to 44 probationary period in this section applies to any bargaining unit or non-bargaining unit probationary period in 45 Multnomah County. Employees who do not complete the promotional probationary period and return within the 46 probationary period to their previous position shall treat such time in the higher class as seniority accrual in the 47 lower class. The employee will be placed at the same step in the old range that he or she would have been on 48 but for the promotion. The step increase date for wage increases will revert to the step increase date in effect 49 prior to the promotion. 50
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Failure to complete probationary period after promotion a. When a regular employee is promoted and does not complete the probationary period for that classification, he or she shall be reinstated to a position in the classification and department from which he or she was promoted. Reference to probationary period in this section applies to any Local 88 or non Local 88 probationary period in Multnomah County. Employees who do not complete promotional probationary period within the first six months, in a Local 88 position and return within the probationary period to their previous position shall treat such time in the higher class as seniority accrual in the lower class. Employees who do not successfully complete promotional probationary period in a non-Local 88 bargaining unit position shall have their time count towards their total length of continuous service within the County. b. The employee will be placed at the same step in the old range that he or she would have been on but for the promotion.
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Related to Failure to complete probationary period after promotion

  • Completion of Probationary Period An employee who has completed the probationary period may be suspended without pay or discharged only for cause. An employee who has completed the probationary period and is suspended without pay or discharged shall have access to the grievance procedure.

  • Promotional Probationary Period An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed. If the employee was dismissed from employment during the promotional probationary period, the employee shall not be entitled to such reinstatement rights.

  • Extension of Probationary Period III.6.3.3.1 Notwithstanding the various provisions above which define a maximum period of probationary service, a member who has had a pregnancy leave during her probationary period under IV.13.6.2

  • FLORIDA CONVICTED/SUSPENDED/DISCRIMINATORY COMPLAINTS By submission of an offer, the respondent affirms that it is not currently listed in the Florida Department of Management Services Convicted/Suspended/Discriminatory Complaint Vendor List.

  • Certification of Meeting or Exceeding Tobacco-Free Workplace Policy Minimum Standards A. Grantee certifies that it has adopted and enforces a Tobacco-Free Workplace Policy that meets or exceeds all of the following minimum standards of: i. Prohibiting the use of all forms of tobacco products, including but not limited to cigarettes, cigars, pipes, water pipes (hookah), bidis, kreteks, electronic cigarettes, smokeless tobacco, snuff and chewing tobacco; ii. Designating the property to which this Policy applies as a "designated area,” which must at least comprise all buildings and structures where activities funded under this Grant Agreement are taking place, as well as Grantee owned, leased, or controlled sidewalks, parking lots, walkways, and attached parking structures immediately adjacent to this designated area; iii. Applying to all employees and visitors in this designated area; and iv. Providing for or referring its employees to tobacco use cessation services. B. If Grantee cannot meet these minimum standards, it must obtain a waiver from the System Agency.

  • Probationary Period A newly hired employee or a former employee who is rehired, except as otherwise provided herein, shall be on a probationary period for the first ninety (90) working days of his/her employment or re-employment. An employee who has been voluntarily or involuntarily transferred to another position covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in that position. An employee that has been transferred from a District position that is not covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in a position covered by this contract. The probationary employee shall accrue no seniority during the probationary period. The District shall have the right to discharge a 90 day probationary employee during the probationary period, and such employee shall not have recourse to the grievance procedure. If an employee is promoted, or is transferred to a new position within the District, that employee shall serve a period of probation of ninety (90) working days in that new position. If the employee does not successfully complete that period of probation, the employee will return to the identical job classification, at the same salary level, with the same level of seniority and the same job skills classification, which the employee had before the promotion or transfer. The employee will not necessarily be returned to the same job which the employee had before the promotion or transfer, however. A probationary employee, who voluntarily requests to be returned to the employee’s previous position will be permitted to do so only at the discretion of the Aberdeen School District. Upon the completion of the probationary period, the employee shall be added to the seniority list as of the last date of hire. The successful completion of the probationary period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a just cause termination standard.

  • Probationary Periods Employees transferring to a different title will serve a six (6) calendar month probationary period. In the event the probationary period is not satisfactorily completed, the affected employee shall be returned to Job Bank assignment and the employee’s “bumping”, layoff or transfer rights under the Agreement or other applicable authority shall be restored to the same extent such rights existed prior to the employee taking the probationary position. Upon the affected employee’s first such return to the Job Bank, the employee shall be entitled to remain in the Job Bank for the greater of ten (10) business days, or the duration of the applicable Job Bank period, as determined under Article I, paragraph 2, that remained as of the date the employee began in the probationary position. The rate of compensation for the remainder of the employee’s time in the Job Bank will be the same as the rate in effect as of the employee’s last day in the probationary position. Return to the Job Bank terminates the employee’s work in the probationary assignment and, therefore, time served following the return to the Job Bank shall not be construed to count toward the completion of the probationary period.

  • Termination for Changes in Budget or Law The JBE’s payment obligations under this Agreement are subject to annual appropriation and the availability of funds. Expected or actual funding may be withdrawn, reduced, or limited prior to the expiration or other termination of this Agreement. Funding beyond the current appropriation year is conditioned upon appropriation of sufficient funds to support the activities described in this Agreement. The JBE may terminate this Agreement or limit Contractor’s Services (and reduce proportionately Contractor’s fees) upon Notice to Contractor without prejudice to any right or remedy of the JBE if: (i) expected or actual funding to compensate Contractor is withdrawn, reduced or limited; or (ii) the JBE determines that Contractor’s performance under this Agreement has become infeasible due to changes in applicable laws.

  • Automatic Renewal Limitation for TIPS Sales No TIPS Sale may incorporate an automatic renewal clause that exceeds month to month terms with which the TIPS Member must comply. All renewal terms incorporated into a TIPS Sale Supplemental Agreement shall only be valid and enforceable when Vendor received written confirmation of acceptance of the renewal term from the TIPS Member for the specific renewal term. The purpose of this clause is to avoid a TIPS Member inadvertently renewing an Agreement during a period in which the governing body of the TIPS Member has not properly appropriated and budgeted the funds to satisfy the Agreement renewal. Any TIPS Sale Supplemental Agreement containing an “Automatic Renewal” clause that conflicts with these terms is rendered void and unenforceable.

  • Convicted, Discriminatory, Antitrust Violator, and Suspended Vendor Lists In accordance with sections 287.133, 287.134, and 287.137, F.S., the Contractor is hereby informed of the provisions of sections 287.133(2)(a), 287.134(2)(a), and 287.137(2)(a), F.S. For purposes of this Contract, a person or affiliate who is on the Convicted Vendor List, the Discriminatory Vendor List, or the Antitrust Violator Vendor List may not perform work as a contractor, supplier, subcontractor, or consultant under the Contract. The Contractor must notify the Department if it or any of its suppliers, subcontractors, or consultants have been placed on the Convicted Vendor List, the Discriminatory Vendor List, or the Antitrust Violator Vendor List during the term of the Contract. In accordance with section 287.1351, F.S., a vendor placed on the Suspended Vendor List may not enter into or renew a contract to provide any goods or services to an agency after its placement on the Suspended Vendor List. A firm or individual placed on the Suspended Vendor List pursuant to section 287.1351, F.S., the Convicted Vendor List pursuant to section 287.133, F.S., the Antitrust Violator Vendor List pursuant to section 287.137, F.S., or the Discriminatory Vendor List pursuant to section 287.134, F.S., is immediately disqualified from Contract eligibility.

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