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FTE Reduction Sample Clauses

FTE ReductionAn employee in a position that is not abolished but is reduced by more than .2FTE and who will remain benefit eligible after the reduction will have the choice of staying in the reduced position and going on the rehire list for the position and FTE status held by the employee immediately prior to the reduction or exercising available layoff rights under (a) above. The employee must exercise this choice within three (3) working days of the reduction notice.
FTE ReductionAn employee in a position that is not abolished but is reduced in FTE status and who will remain benefit eligible after the reduction will have the choice of staying in the reduced position and going on the rehire list for the position and FTE status held by the employee immediately prior to the reduction.
FTE Reduction. The FTE may be altered by written agreement between the University and the faculty member, provided that (1) The reduction in FTE reflects a corresponding tangible net reduction in the faculty member’s assigned duties, and (2) Such changes in the appointment are submitted for approval through the appropriate administrative channels to the Office of Academic Affairs prior to any change.
FTE Reduction. Under special circumstances the degree of effort (FTE) or the duration of the appointment may be altered by written agreement between the appropriate administrator and the faculty member, provided that (1) The reduction in FTE shall reflect a corresponding tangible net reduction in the faculty member’s assigned duties (teaching, research/scholarship/creative activities, and service). (2) Such changes in the appointment shall be submitted for approval through the appropriate administrative channels to the Office of Academic Affairs prior to any change in the appointment.
FTE ReductionIn the event that management determines that an FTE reduction is necessary, it is the Employer’s intention to conduct a layoff in lieu of multiple FTE reductions.
FTE Reduction. The FTE may be altered by written agreement between the University and the faculty member, provided that The reduction in FTE reflects a corresponding tangible net reduction in the faculty member’s assigned duties, and Such changes in the appointment are submitted for approval through the appropriate administrative channels to the Office of Academic Affairs prior to any change. The biweekly salary rate of faculty members serving on twelve (12)-month appointments shall be calculated by dividing the twelve (12)-month salary rate by the actual number of pay periods in the calendar year.

Related to FTE Reduction

  • Staff Reduction 6.1 In the event of reduction of staff in any gang, the senior qualified employees will be retained. Employees laid off in such gangs or as a the result of displacement will have the right to exercise their seniority in other extra gangs. 6.2 Displacement rights must be exercised and work commenced on that position of choice within 10 days of displacement except that employees who are on leave of absence at the time of displacement will be required to exercise such rights prior to resuming duty. An employee failing to exercise such rights will forfeit his/her seniority and his/her name will be struck off the seniority list. 6.3 Employees will be given no less than 4 working days' advance notice when regularly assigned positions are to be abolished, except in the event of a strike or a work stoppage by employees in the Railway industry in which case shorter notice may be given. 6.4 An employee who is laid off and who desires to return to the service when work is available for him/her, must keep the proper officers of the Railway advised of his/her address in order that he/she may be readily located when his/her services are required. A laid-off employee failing to comply with this rule, will forfeit his/her seniority rights under this agreement and his/her name shall be struck off the seniority list by agreement between the System Federation General Chairman and the appropriate officer of the Railway. 6.5 Laid-off employees shall be recalled to service in order of seniority when staff is increased or when vacancies occur. 6.6 A laid-off employee who fails to report for duty, or to give satisfactory reasons for not doing so within 15 calendar days from date of notification, shall forfeit his/her seniority rights under this agreement, and his/her name shall be struck off the seniority list by agreement between the System Federation General Chairman and the appropriate officer of the Railway. 6.7 Rules 6.4, 6.5 and 6.6 do not apply in cases of employment for under thirty days' duration where the employee has steady work of thirty days or more elsewhere.

  • PERSONNEL REDUCTION In the event that economic circumstances require the City to consider a reduction in personnel, the City shall notify the Union in writing at least 90 days prior to such time as said layoff may occur. Upon receipt of said notification, the City and the Union shall promptly meet with the express intent to reach an agreement to avoid or minimize a layoff or reduction in force. If an agreement cannot be reached and a layoff is required, the following process will be followed: For purposes of selecting the order of layoffs, if no agreement is reached, seniority in the Fire Department shall be the sole determining factor with layoffs beginning with the least-tenured department Employee. In the event that an agreement regarding the implementation of layoffs cannot be reached between the Union and the City, and if a Department Employee is selected to be displaced by a layoff, the City shall give the Employee the opportunity to fill a vacant position in accordance with the following rules: 1. If a vacancy of the same job classification exists in the Fire department, the Employee shall assume that position or be laid off. If one or more Employees are eligible for its position, the vacancy shall be filled by the Employee having the greatest departmental seniority. 2. If no vacancy in the same job classification exists in the Fire Department, the displaced Employee has the option of filling a vacancy in a lower-graded position in the Fire Department, provided the Employee agrees to meet the minimum requirements established for the position within twelve (12) months of accepting the reassignment. If the Employee fails to meet the minimum requirements after twelve months, they will immediately be laid off with no recall provisions. If one or more Employees are eligible for the position, the vacancy shall be filled by the Employee having the greatest departmental seniority. 3. If no vacancy in the same job classification exists and the displaced Employee chooses to not fill a vacancy in a lower-graded position, then the displaced Employee may bump into a lower-graded position, within the Fire Department, which he or she previously held; provided, however, such displaced Employee shall be qualified for that position and has greater departmental seniority than the Employee having the least departmental seniority in that job classification. 4. Any Employee bumped by Paragraph (3) above shall have the right to bump into a lower- graded position in the Fire Department, which he or she previously held if a vacancy exists; provided, however, such displaced Employee shall be qualified for that position and has greater departmental seniority than the Employee having the least departmental seniority in that job classification.

  • REDUCTION IN FORCE Subd. 1. The parties recognize the principle of seniority in the application of this Agreement, concerning reduction in force, provided the employee is fully qualified to perform the duties and responsibilities of the position. If an employee’s position is eliminated or hours have been reduced by fifteen (15) or more minutes, the employee shall have the right to displace an employee with lesser seniority within their job classification or an employee with lesser seniority in a lower paying position covered by this agreement, provided the employee is qualified to perform the duties and responsibilities of the position. Part-time custodians cannot displace full- time custodians nor can they claim a full-time vacant position through recall. If an opening subsequently occurs, the laid off employee with the most seniority shall be recalled first. Subd. 2. Layoffs shall not be considered a break in continuous service. When a vacancy occurs, the position will be posted and filled according to the provisions of this Agreement. When any employees are on layoff, a vacant position will be available to all current employees for application, but an employee on layoff may apply for such a position. An employee on layoff shall retain this seniority and right to recall in seniority order for a period of sixteen (16) months after the date of layoff. An employee whose position is to be reduced will be notified in writing, with a copy to the union xxxxxxx. If an employee is to be recalled after layoff, the district will either a) have verbal conversation with the employee; or b) send written communication of a registered letter, receipt requested to the employee’s address on file with the district notifying the employee of the recall, with a copy to the union xxxxxxx. It is the employee’s responsibility, while on layoff, to ensure that the district has accurate contact information for the employee. An employee may notify the district in writing in advance of dates when the employee will not be able to receive mail at the employee’s address on file, (i.e., the employee is on vacation, at a forwarding address, out of town, etc.) If the employee will be unavailable, as stated above, and the employee provides the district with an alternate contact method, the district will use the alternate contact method to notify the employee of the recall if one arises. Subd. 3. The notice of recall will specify by when the employee must accept the recall in order to retain continued employment. The period offered for consideration will be no less than three calendar days. The three calendar days for consideration shall commence when the district provides the alternate notice. If the employee cannot be contacted for a period of time, the district will hold the position for the employee’s consideration for one calendar week. If the employee does not respond to the notice of recall within the specified time, or if the employee declines the recall, the employee’s employment will be terminated and the employee will have no further rights to recall. If the employee accepts the recall, the employee will not be expected to return to work in less than fourteen (14) calendar days after acceptance, unless the district and the employee mutually agree to an earlier return to work date.

  • Post-Accident Testing a. The City may require a Covered Employee who caused, or may have caused, an Accident, based on information known at the time of the Accident, to submit to drug and/or alcohol testing. b. Following an Accident, all Covered Employees subject to testing shall remain readily available for testing. A Covered Employee may be deemed to have refused to submit to substance abuse testing if the employee fails to remain readily available, including failing to notify a supervisor (or designee) of the Accident location, or leaving the scene of the Accident prior to submitting to testing. c. Nothing in this section shall delay medical attention for the injured following an Accident or prohibit an employee from leaving the scene of an Accident for the period necessary to obtain assistance in responding to the Accident or to obtain necessary emergency medical care. d. If the City requires a Covered Employee to be tested post-Accident, then the employee may ask for representation. Representation may include, but is not limited to, union representatives and shop stewards. If the employee requests representation, the City shall allow a reasonable amount of time from the time the employee is notified that the employee will be tested (a maximum of one hour) for the employee to obtain representation provided that the union representative meet the employee at the Accident site, work location or testing center as determined by the City. Such request shall not delay the administration of the tests for more than one hour from the time the employee is notified that the employee will be tested. e. As soon as reasonably possible after the occurrence of an Accident, the supervisor or other City representative at the Accident scene shall make best efforts to contact the Department of Human Resources (DHR) or designee, and DHR or designee shall then make best efforts to telephone the union(s) first designated representative on file with DHR representing the Covered Employee(s) involved in the Accident. If the first designated representative does not answer, DHR or designee shall leave a voice mail message notifying the union of the Accident and telephone the union(s) second designated representative on file with DHR. For purposes of this paragraph, a designated representative shall be any union officer or employee whose telephone number is on file with DHR for the purpose of Accident review. The union may change the designated representative, in writing, as necessary from time to time, but it is the sole responsibility of the union to ensure that a current telephone number (with voice mail capability) for two designated representatives are on file with DHR.