Hiring priority for displaced medical assistants Sample Clauses

Hiring priority for displaced medical assistants. Medical assistants whose status is impacted by the departure of a provider in the Medical Group shall, if qualified, have hiring priority over applicants from outside the Group for an opening that occurs in the Medical Group. In the event that the vacant position involves working for a newly hired provider, a qualified displaced medical assistant will have the first right to be selected for such position during the employee’s 12-month recall period. In addition, a medical assistant whose status is impacted by the departure of a provider in the Medical Group shall be guaranteed a 90-day point status continuation from the date the medical assistant receives written notice of the provider’s departure.
Sample 1Sample 2
AutoNDA by SimpleDocs
Hiring priority for displaced medical assistants. If a provider to whom a medical assistant is primarily assigned determines that they are unable to continue working together, or the primary provider departs, and an alternative position cannot be found for the medical assistant at the OMCC within thirty (30) days of notice, then the medical assistant will have the first right to be selected for a vacant Medical Assistant, for which they are qualified, position for twelve (12) months thereafter.
Sample 1
Hiring priority for displaced medical assistants. Medical assistants whose status is impacted by the departure of a provider in the Medical Group shall, if qualified, have NEW MEMORANDUM OF UNDERSTANDING Implementation of the Wage Scale for Patient Access Representatives
Sample 1

Related to Hiring priority for displaced medical assistants

  • Dependent Care Assistance Plan An employee may designate an amount per calendar year, from earnings on which there will be no federal income tax withholding for dependent care assistance (as defined in Section 129 of the Internal Revenue Code as amended from time to time.)

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s).

  • Employee Assistance Plan The Board shall make available to eligible employees and their eligible family members, at no cost, an Employee Assistance Plan (EAP). Employee participation in and/or referral to the EAP shall be voluntary and confidential, except as to any disclosures required by applicable state law. All personal treatment records generated as a result of an eligible individual’s utilization of the EAP shall be maintained by the service provider and shall not be shared with the Board unless otherwise authorized by the eligible employee or the covered dependent, or by operation of applicable law. The contact person for the EAP services to be made available under this Agreement shall not be employed by the Board of Education.

  • Educational Assistance Plan The state shall provide up to six credit hours of tuition-free courses per term at a state university or community college to full-time employees on a space available basis as authorized by law.

  • Medical Appointment for Pregnant Employees 35.9.1 Up to three decimal seven five (3.75) hours of reasonable time off with pay for each appointment will be granted to pregnant employees for the purpose of attending routine medical appointments.

  • Dependent Care Assistance Program The County offers the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee.

  • EDUCATIONAL ASSISTANCE PROGRAM The District’s Educational Assistance Program will be continued during the life of this Agreement. Employees who wish to enroll in job-related and promotion oriented courses, which will improve their job knowledge, and performance will be compensated by the District for expenses as follows:

  • Employee Assistance Program A. The State recognizes that alcohol, nicotine, drug abuse, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem.

  • Employee Family Assistance Program (EFAP) services and the PEBT The Parties request that the PEBT Board undertake a review to assess the administering of all support staff Employee Family Assistance Program (EFAP) plans.

  • Employee Assistance Programs Consistent with the University's Employee Assistance Program, employees participating in an employee assistance program who receive a notice of layoff may continue to participate in that program for a period of ninety (90) days following the layoff.

Time is Money Join Law Insider Premium to draft better contracts faster.