General Workload Expectations Sample Clauses

General Workload Expectations. Annually contracted academic employees shall put in a professional work week to satisfy their obligations to students, peers, the organizational unit, and the College. The actual hours per day shall be determined by a combination of teaching schedules, office hours, individual student contacts (other than in class and office hours) and other responsibilities listed in Article VII (Terms and Conditions) Section C.1.a.-f. below. Academic employees shall meet classes at the time and place published in the official class schedule. Variations from the published schedule may be arranged by the academic employee with the approval of the Unit Administrator. Such obligations may be performed in person or online. 1. In addition to student contact and office hours, faculty are expected to: a. Perform academic advising duties; b. Attend departmental and divisional meetings; c. Serve on committees; d. Participate in College governance; e. Complete designated mandatory trainings that support the College’s efforts to comply with federal, state, and local mandates and accreditation recommendations; and, f. Participate in other professional responsibilities as assigned by the College President or designee. 2. All academic employee employment shall be governed by the following considerations: a. Professionalism, prudence, and legal considerations require that academic employees be responsible at all times for the supervision of classes when they are officially in session; and, b. Academic employees shall not actively seek other professional engagements which conflict with Shoreline Community College responsibilities; and, academic employees, before accepting professional engagements which conflict with Shoreline Community College responsibilities, shall obtain written approval from the appropriate Unit Administrator. 3. All academic employees are required to complete ten (10) hours per year of assigned training to comply with college, state, or federal requirements effective September 2017. Such training shall be determined and assigned by the College. 4. It is agreed that each division or administrative unit through its planning committee shall be consulted with regard to the determination of individual assignments of its full-time academic employees. Unit Administrators shall meet, as appropriate, with the planning committees before developing patterns of assignments, assignments of loads, and the formulation of class time schedules. Such deliberations shall be made withi...
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General Workload Expectations. Annually contracted academic employees shall put in a professional work week to satisfy their obligations to students, peers, the organizational unit, and the College. The actual hours per day shall be determined by teaching schedules, office hours, academic advising duties, individual student contacts (other than in class), and other professional responsibilities as assigned by the College President or his/her designee. Such obligations may be performed in person or online. Academic employees shall meet classes at the time and place published in the official class schedule. Variations from the published schedule may be arranged by the academic employee with the approval of the unit administrator. In addition to student contact and office hours, faculty are expected to serve on committees, participate in College governance, divisional, and program planning activities as well as other activities. 1. All academic employee employment shall be governed by the following considerations: a. Professionalism, prudence, and legal considerations require that academic employees be responsible at all times for the supervision of classes when they are officially in session. b. Academic employees shall not actively seek other professional engagements which conflict with Shoreline Community College responsibilities; and, academic employees, before accepting professional engagements which conflict with Shoreline Community College responsibilities, shall obtain written approval from the appropriate unit administrator. 2. It is agreed that each division or administrative unit through its planning committee shall be consulted with regard to the determination of individual assignments of its full-time academic employees. Unit administrators shall meet, as appropriate, with the planning committees before developing patterns of assignments, assignments of loads, and the formulation of class time schedules. Such deliberations shall be made within the fiscal and educational parameters established by the Vice President for Academic and Student Affairs and shall require his/her final authorization before being adopted. In situations where an academic employee does not have class assignments to constitute a full load, the unit administrator, in consultation with the academic employee (and Federation representative upon the academic employee’s request) shall specify academic employee duties and responsibilities that will constitute his/her reassigned time from teaching.
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General Workload Expectations. Full-Time academic employees shall put in a professional workweek to satisfy their obligations to students, peers, the organizational unit, and the College. The actual hours per day shall be determined by a combination of teaching schedules, office hours, individual student contacts (other than in class and office hours) and other academic responsibilities listed in Article VII (Terms and Conditions) Section C. (General Workload Expectations) 1.a.-f. below. Such obligations may be performed in person or online. Academic employees shall meet classes at the time and place published in the official class schedule. Variations from the published schedule may be arranged by the academic employee with the approval of the Unit Administrator. Part-Time faculty workload comprises classroom instruction and office hours (or equivalent major job functions of non-instructional faculty) but not other professional academic duties. It is agreed that Part-Time faculty workload is generally considered 80% of the Full-Time faculty workload. This workload ratio has been established by the summer quarter salary formula found in Appendix A (Compensation) Article IV (Summer Quarter). When needed, the formula for calculating FPC duties may be used to estimate the remaining 20% workload that comprises other academic responsibilities for Full-Time faculty (see Appendix A (Compensation), Article X (Faculty Program Coordinator) Section A. (Compensation) 3.). 1. Full-Time faculty, other academic responsibilities include: a. Perform academic advising duties; b. Attend departmental and divisional meetings; c. Serve on committees; d. Participate in College governance; e. Complete designated mandatory trainings that support the College’s efforts to comply with federal, state, and local mandates and accreditation recommendations; and, f. Participate in other professional responsibilities as assigned by the College President or designee. 2. All academic employee employment shall be governed by the following considerations: a. Professionalism, prudence, and legal considerations require that academic employees be responsible at all times for the supervision of classes when they are officially in session; and, b. Academic employees shall not actively seek other professional engagements that conflict with Shoreline Community College responsibilities; and, academic employees, before accepting professional engagements that conflict with Shoreline Community College responsibilities, shall obtain wr...
Sample 1Sample 2See All (4)
General Workload Expectations. Annually contracted academic employees shall put in a professional work week to satisfy their obligations to students, peers, the organizational unit, and the College. The actual hours per day shall be determined by teaching schedules, office hours, academic advising duties, individual student contacts (other than in class), and other professional responsibilities as assigned by the College President or his/her designee. Such obligations may be performed in person or online. In addition to student contact and office hours, faculty are expected to serve on committees, participate in College governance, divisional, and program planning activities as well as other activities. 1. All academic employee employment shall be governed by the following considerations: a. Professionalism, prudence, and legal considerations require that academic employees be responsible at all times for the supervision of classes when they are officially in session. b. Academic employees shall not actively seek other professional engagements which conflict with Shoreline Community College responsibilities; and, academic employees, before accepting professional engagements which conflict with Shoreline Community College responsibilities, shall obtain written approval from the appropriate unit administrator. 2. It is agreed that each division or administrative unit through its planning committee shall be consulted with regard to the determination of individual assignments of its full-time academic employees. Unit administrators shall meet, as appropriate, with the planning committees before developing patterns of assignments, assignments of loads, and the formulation of class time schedules. Such deliberations shall be made within the fiscal and educational parameters established by the Vice President for Academic and Student Affairs and shall require his/her final authorization before being adopted. In situations where an academic employee does not have class assignments to constitute a full load, the unit administrator, in consultation with the academic employee (and Federation representative upon the academic employee’s request) shall specify academic employee duties and responsibilities that will constitute his/her reassigned time from teaching.
Sample 1

Related to General Workload Expectations

  • Service Level Expectations Without limiting any other requirements of the Agreement, the Service Provider shall meet or exceed the following standards, policies, and guidelines:

  • Workloads The parties agree to the following provisions relating to faculty members' workload. (a) The registration limits for all courses currently offered by the Employer in the academic, career and technology areas are 35 unless established by practice as lower, excepting multiple sections where the limit is the correct multiple of the number of sections involved. (b) The registration limits for English are as follows: (i) Writing and Composition Courses - 25 (ii) Writing Skills -17 (iii) Creative Writing - 22

  • Workload An employee who believes that her workload is unsafe or consistently excessive shall discuss the problem with her immediate supervisor. If the problem is not resolved in this discussion, the employee may seek a remedy by means of the grievance procedure. If the matter is not resolved in the grievance procedure, it may be referred to troubleshooter who shall: a) investigate the difference; b) define the issue in the difference; and c) make written recommendations to resolve the differences.

  • Performance Expectations The Charter School’s performance in relation to the indicators, measures, metrics and targets set forth in the CPF shall provide the basis upon which the SCSC will decide whether to renew the Charter School’s Charter Contract at the end of the charter term. This section shall not preclude the SCSC from considering other relevant factors in making renewal decisions.

  • Expectations Faculty members participating in the annuitant employment program are expected to perform the full range of faculty duties, on a pro rata basis. They are subject to the professional development plans required under Article 22.

  • GENERAL WORKING CONDITIONS Section 18-1. Employment begins and ends at each project site. Section 18-2. The selection of craft foremen and/or general foremen and the number of foremen required shall be entirely the responsibility of the Employer, it being understood that in the selection of such foremen and/or general foremen the Employer will give primary consideration to the qualified individuals available in the local area. After giving such consideration, the Employer may select such individuals from other areas. All foremen shall take orders from the designated Employer representatives. Craft foremen shall be designated working foremen at the request of the Employer. Section 18-3. There shall be no limit on production by employees nor restrictions on the full use of tools or equipment. Employees using tools shall perform any of the work of the trade and shall work under the direction of the craft foremen. There shall be no restrictions on efficient use of manpower other than as may be required by safety regulations. Section 18-4. Employees shall be at their place of work at the starting time and shall remain at their place of work performing their assigned functions under the supervision of the Employer until quitting time. The parties reaffirm their policy of a fair day’s work for a fair day’s wage. Section 18-5. All equipment assigned to a project shall be under the control of the Employer. The Employer shall have the right to determine how many pieces of equipment an individual employee shall operate. In an emergency, foremen shall operate any equipment assigned by the Employer, and there shall be no restriction on foremen in the use of the tools of his or her craft in such emergency. The foremen shall be from the craft normally operating the equipment. In accordance with currently recognized craft jurisdiction, the Employer shall determine the assignment of employees to start, stop, and maintain small portable construction equipment. Such work may be assigned to craft employees within a reasonable distance of their primary duties or an employee may be assigned full time to start, stop and maintain the Employer’s small, portable equipment on the job site. There shall be no over xxxxxxx of this type of equipment. The number of employees assigned to rigging and scaffolding operations shall be at the sole discretion of the Employer. The ratio of journeyperson to welders shall be determined solely by the Employer. Section 18-6. The Employer may utilize the most efficient methods or techniques of construction, tools or other labor saving devices to accomplish the work. Practices not a part of the terms and conditions of this Agreement, stand by crews and feather bedding practices will not be recognized. Section 18-7. It is recognized that specialized or unusual equipment may be installed and/ or serviced by individuals who have special training, skill, or qualifications and are not covered by this Agreement. Testing, inspection, or service performed on plant equipment under warranty may be performed by the vendor’s personnel. Section 18-8. Neither the Union nor its local unions shall coerce or in any way interfere with the Owner’s personnel, operation or facilities at the plant site. The Owner’s right to contract directly with other companies for work at the plant site shall not be limited, and the Union shall cooperate and not interfere with the Employer’s operations. Section 18-9. It is agreed that overtime is undesirable and not in the best interest of the industry or the employees; therefore, except in unusual circumstances, overtime will not be worked. Where unusual circumstances do exist, however, the Employer will have the right to assign specific employees and/or crews to perform such overtime work as is necessary to accomplish the job. Section 18-10. There will be no rest periods, organized coffee breaks or other non-working time established during working hours. Section 18-11. Individual seniority shall not be recognized or applied to employees working on projects under this Agreement. Section 18-12. The Employer shall establish such reasonable project rules as the Employer deems appropriate. These rules will be reviewed at the pre-job conference and posted at the project site by the Employer, and may be amended thereafter as necessary.

  • Shiftwork (A) Where the Employee would have received shift loadings had the Employee not been on leave during the relevant period and such loadings would have entitled the Employee to a greater amount than a loading of 17.5% of the payment under clause 23.1(c), then the shift loadings must be added to the payment under clause 23.1(c)(i) instead of the 17.5% loading. (B) Provided further that if the shift allowance would have entitled the Employee to a lesser amount than the loading of 17.5% then such loading of 17.5% shall be used for the purpose of calculating annual leave loading in lieu of the shift allowance.

  • Constraints This agreement is expressly subject to the debt limitations of the Oregon Constitution set forth in Article XI, Section 10 and is contingent upon funds being available and appropriated therefore. Any provisions of this agreement which would conflict with law are deemed inoperative to that extent.

  • Trainings Appointment of any length involving two (2) or more Consumers who might need to split up to join different trainings, group discussions, etc.

  • Access Toll Connecting Trunk Group Architecture 9.2.1 If CSTC chooses to subtend a Verizon access Tandem, CSTC’s NPA/NXX must be assigned by CSTC to subtend the same Verizon access Tandem that a Verizon NPA/NXX serving the same Rate Center Area subtends as identified in the LERG. 9.2.2 CSTC shall establish Access Toll Connecting Trunks pursuant to applicable access Tariffs by which it will provide Switched Exchange Access Services to Interexchange Carriers to enable such Interexchange Carriers to originate and terminate traffic to and from CSTC’s Customers. 9.2.3 The Access Toll Connecting Trunks shall be two-way trunks. Such trunks shall connect the End Office CSTC utilizes to provide Telephone Exchange Service and Switched Exchange Access to its Customers in a given LATA to the access Tandem(s) Verizon utilizes to provide Exchange Access in such LATA. 9.2.4 Access Toll Connecting Trunks shall be used solely for the transmission and routing of Exchange Access to allow CSTC’s Customers to connect to or be connected to the interexchange trunks of any Interexchange Carrier which is connected to a Verizon access Tandem.

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