General Policies. 9.6.1 Each Party’s resources are for approved this Agreement’s business purposes only.
9.6.2 Each Party may exercise at any time its right to inspect, record, and/or remove all information contained in its systems, and take appropriate action should unauthorized or improper usage be discovered.
9.6.3 Individuals will only be given access to resources that they are authorized to receive and which they need to perform their job duties. Users must not attempt to access resources for which they are not authorized.
9.6.4 Authorized users shall not develop, copy or use any program or code which circumvents or bypasses system security or privilege mechanism or distorts accountability or audit mechanisms.
9.6.5 Actual or suspected unauthorized access events must be reported immediately to each Party’s security organization or to an alternate contact identified by that Party. Each Party shall provide its respective security contact information to the other.
General Policies. (a) The evaluated job rate arrived at through official evaluation by the Joint Job Evaluation Board will be final and binding upon both parties to the Labour Agreement unless review has been requested as provided in Section 3(a)(ii)(c) or 3(a)(ii)(g). In case of such review the decision of the Job Evaluation Directors or, where appropriate the Independent Review Officer shall be final and binding upon both parties. Where a number of appeals indicate a problem within a job field, the Directors shall refer such problems to the Administrative Committee for final determination.
(b) Where an official evaluation indicates an upward adjustment in the rate for a job the adjustment will be retroactive to the date agreed upon by the Plant Evaluation Committee which is entered on, and a part of, the application for evaluation provided for in Section 3(c)(ii)(a) setting forth the duties of the Plant Evaluation Committee.
(c) Where a new job has been created, the Plant Evaluation Committee of the mill will make application to the Joint Job Evaluation Board for a temporary rate for the new job. An evaluated rate will be established by the Job Evaluation Board before a period of twelve (12) months has expired following the start of the new job except in those cases where a specific request is made by the Plant Evaluation Committee to the Job Evaluation Directors to retain the temporary rate beyond twelve (12) months, and the request is approved by the Directors. It will be the duty of the Plant Evaluation Committee to agree on a date on which the job became sufficiently stabilized to permit evaluation, and any increase resulting from the evaluated rate will be paid retroactively to the agreed-upon start-up date of the new equipment or the commencement of the job.
(d) The Joint Job Evaluation Board will complete its evaluation of all jobs at the particular mill involved. The Joint Job Evaluation Board will explain in detail the evaluation computations to the Plant Evaluation Committee and to those job representatives present, before leaving the mill. In those cases where it is not possible to complete the evaluation at the mill, the Joint Job Evaluation Board will return to the mill and explain the evaluation computations before making the results official.
(e) The Joint Job Evaluation Board shall furnish to the Plant Evaluation Committee a copy of the job description and evaluation computation forms pertaining to jobs that have been evaluated. Copies of the forms furnish...
General Policies. (a) So long as the Executive is employed by the Company pursuant to this Agreement, Executive will receive reimbursement from the Company, as appropriate, for all reasonable business expenses incurred by Executive in accordance with Company policies and in the course of his employment by the Company, upon submission to the Company of written vouchers and statements for reimbursement.
(b) During the Term, the Executive will be entitled to three weeks of paid vacation, which will be utilized at such times when his absence will not materially impair the Company’ s normal business functions. In addition to the vacation described above, Executive also will be entitled to all paid holidays customarily given by the Company to its employees.
(c) All other matters relating to the employment of Executive by the Company not specifically addressed in this Agreement will be subject to the general policies regarding employees of the Company in effect from time to time.
General Policies. It is expected that given careful screening and recommendations by hiring committees, and serious tenure review by faculty and administrators, tenured faculty will advance ultimately to the rank of Professor, providing they meet required performance standards. Budgetary constraints shall not direct the process of promotion. The aim of peer evaluation and promotional review shall remain always to xxxxxx professional growth and teaching excellence. A full year of service is defined as having served in paid status (includes half-salary sick leave) seventy-five percent (75%) or more of the number of days in the assigned academic year, unless expressly contraindicated by another article of this Agreement, or state or federal law. In any case, faculty eligible for promotion shall be expected to meet or exceed the promotional standards outlined in this Article in order to be promoted.
General Policies. Health and welfare, bereavement leave, jury duty, and court witness benefits shall be based upon regularly scheduled position hours and continue to be applied to and coordinated between all of an employee’s scheduled PeaceHealth hours.
General Policies. Disciplinary action may result if any student is found committing, attempting to commit, or intentionally assisting in the commission of any of the prohibited behaviors listed in this contract, the Code of Student Conduct, the Guide To Community Living or other University Policies and Procedures incorporated into this contract (see Section
General Policies. All athletes must adhere to the SoV, USAV, JVA, and AAU Code of Conduct and policies, which can be found on their respective websites.
General Policies. Health and welfare, bereavement leave, jury duty, and court 10 witness benefits shall be based upon regularly scheduled position hours and continue to 11 be applied to and coordinated between all of an employee’s scheduled GRH hours.
General Policies. 1. The District, at any time, may require adequate confirmation of stated reasons for leaves. For six (6) or more consecutive days of personal illness/extended illness a Report of Extended Leave/Accident form will be required. However, a doctor’s note is sufficient in lieu of the Report of Extended Leave/Accident form if it contains all of the necessary information listed on the form.
2. Any employee on leave of absence may not be gainfully employed by any other employer without the prior consent of the District.
3. The District may require an examination, at District expense, to confirm fitness to resume employment.
4. An employee who fails to return to work at the expiration of approved leave and who fails to notify the District shall be deemed to have abandoned his/her position.
5. No absence under any paid leave provisions of this Article shall be considered as a break in service for any employee who is in paid status and all benefits accruing under the provisions of this Agreement shall continue to accrue under such absence.
General Policies a. It shall not be the general policy of the Board to have employees work frequent or consistent overtime. However, when an employee entitled to overtime under the Fair Labor Standards Act is directed to work overtime, defined as those hours worked beyond forty (40) hours worked in a workweek, the employee shall be compensated for such overtime at a rate of one and one-half times the employee’s normal rate of pay. Such work shall include, but not be limited to, SITE/SAC team member duties.
b. A supervisor may not unilaterally alter an employee’s workweek to avoid overtime (however, an employee’s schedule during a workday may be adjusted on an infrequent basis due to unanticipated changes in the scheduling of assigned duties).
c. Supervisors shall maintain records of all time spent by employees performing compensable activities. If a supervisor does not wish work to be performed, the supervisor must make reasonable efforts to prohibit it.
