Hiring of Temporary. Casual Employees shall be firstly from the Roster, secondly from the Union Call List, thirdly from the Employer’s Front of House Call List, and fourthly from other persons with sufficient ability to perform the job.
Hiring of Temporary Sample Clauses
Related to Hiring of Temporary
Temporary Employees 3.3.1 A temporary employee is an employee who is hired for short-term work assignment which is not ongoing (i.e. normally 12 months or less and not extending beyond 24 months). The employee's benefits and working conditions are as per Article 34 (Temporary Employees).
Temporary Layoff The Employer may temporarily layoff an employee for up to ninety (90) days due to an unanticipated loss of funding, revenue shortfall, lack of work, shortage of material or equipment, or other unexpected or unusual reasons. An employee will normally receive seven (7) days notice of a temporary layoff.
Temporary Employment Temporary service in a position immediately preceding certification to that position, without interruption, shall count towards satisfaction of the probationary period. It will also count toward benefits eligibility (without retroactivity for benefits) and pay progression requirements, provided the duties of the temporary and permanent assignments are the same.
Temporary Policies Registry Operator shall comply with and implement all specifications or policies established by the Board on a temporary basis, if adopted by the Board by a vote of at least two-‐thirds of its members, so long as the Board reasonably determines that such modifications or amendments are justified and that immediate temporary establishment of a specification or policy on the subject is necessary to maintain the stability or security of Registry Services or the DNS (“Temporary Policies”). 2.1. Such proposed specification or policy shall be as narrowly tailored as feasible to achieve those objectives. In establishing any Temporary Policy, the Board shall state the period of time for which the Temporary Policy is adopted and shall immediately implement the Consensus Policy development process set forth in ICANN’s Bylaws.
Pay on Temporary Assignment An employee temporarily assigned by the Employer to a position with a rate of pay lower than her regular rate of pay shall maintain her regular rate of pay.
Temporary Vacancy A vacancy in a position caused by the regularly assigned occupant being absent from duty (including on vacation but excluding pre-retirement vacation) or temporarily assigned to other duties.
Temporary Vacancies 14.12.1 Surplus employees shall be eligible for assignment into temporary assignments in their own Ministry that are posted for recruitment in accordance with Article 7 in the last two (2) months of their notice provided that: (a) The employee applies for and indicates on his or her application for the vacancy that they have received notice of layoff and are eligible for a temporary assignment; and (b) He or she is qualified for the position. Such assignments are meant to provide additional employment opportunities for surplus employees prior to lay-off. Where more than one surplus employee matches the temporary assignment, the employee with greater seniority shall be offered the temporary assignment. It is understood that such assignment of a surplus employee to a temporary vacancy has priority over Article 8.11 (Temporary Assignments). 14.12.2 A surplus employee shall retain his / her status in the regular service and current salary entitlements while placed in a temporary assignment. Placement in a temporary assignment will not constitute a promotion for pay purposes. Subject to Sub-article 14.12.1, for placement into temporary assignments, the Employer shall use the same criteria and rules as for assignment into vacancies under Article 14.4 (Targeted Direct Assignment). 14.12.3 An offer of a temporary assignment to a surplus employee must be in writing and must specify the duration of the temporary assignment. The surplus employee shall have five (5) working days in which to accept or reject the offer of a temporary assignment. 14.12.4 The original temporary assignment may be extended by a maximum of three (3) months. 14.12.5 When a temporary assignment takes place, the employee shall not be unreasonably denied the opportunity to complete any portion of training already underway. Surplus employees who refuse a temporary assignment shall continue to be considered for assignment into permanent vacancies for the duration of their surplus notice period, but not for further temporary assignments. 14.12.6 Where an employee accepts a temporary assignment or secondment under Article 14.12, it shall be considered to be a hiatus in their notice period under Article 14.3.8 for the duration of their temporary assignment and all redeployment activities shall cease. Notwithstanding the hiatus, the employee may continue to identify and be considered for vacancies under Article 14. 4.1. At the end of the temporary assignment or secondment, the balance of the notice period, as well as all redeployment activities, shall resume.
Temporary Appointments Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and consideration of Union personnel pursuant to 16.01 above.
