Initial Appointment. A person who receives an initial appointment to a position in the bargaining unit for or during a fiscal or academic year shall be appointed at a salary at least equal to the applicable minimum salary for that fiscal or academic year as specified in Article 25.5.
Initial Appointment. Upon initial appointment, a bargaining unit employee shall be issued a letter of offer, signed by the xxxx/director, citing specific terms and conditions of employment and his or her initial assignment of responsibilities. The University may enclose informational addenda, except that such addenda may not abridge the employee's rights or benefits provided in the BOT-UFF Agreement or BOT- UFF Policies. All academic year appointments for employees at a University shall begin on the same date. Two weeks prior to the beginning of classes each semester, the University shall send to the UFF Chapter a list of bargaining unit employees hired since the beginning of the previous semester, showing name; rank or title; department, college, program or employment unit; salary; and principal place of employment (campus). The initial letter of offer shall contain the following elements:
(a) Date;
(b) Rank and/or Title and bargaining unit appointment status;
(c) Employment unit (e.g., department, college, institute, area, center, etc.);
(d) The length of the appointment and starting date;
(e) Special conditions of employment;
(f) The duties and responsibilities of the employee;
(g) A statement that the position is (1) tenured, (2) non-tenure earning, or (3) tenure-earning (specifying prior service in another institution to be credited toward tenure);
(h) A statement that the employee's acceptance of and/or signature on the letter of offer shall not be deemed a waiver of the right to process a grievance with respect thereto in compliance with the BOT-UFF Agreement or a complaint in compliance with the BOT-UFF Process for Neutral, Internal Resolution of Policy Disputes, as appropriate.
(i) The following statement, if the appointment is not subject to the notice provisions of the BOT-UFF Policy on Non-reappointment: "Your employment under this appointment will cease on the date indicated. No further notice of cessation of employment is required.";
(j) A statement that the appointment is subject to the Constitution and laws of the State of Florida and the United States, the rules of the Board and the University, and the BOT-UFF Agreement and BOT-UFF Policies;
(k) Percent of full-time effort (FTE) assigned;
(l) Total Salary rate and administrative salary supplement if appropriate, noting the biweekly rate of pay for the employment period;
(m) The formula by which an annual salary shall be converted to an academic year salary, if applicable.
(n) The statement: "The BOT-UFF Collec...
Initial Appointment. An individual may be appointed at a salary and academic rank appropriate to their experience and qualifications as determined by the Administration with due consideration of the rank, salary, years of service, and qualifications of other faculty members in the department.
Initial Appointment. In making initial appointments to any academic rank, the University applies requirements similar to those used for promotion to that rank. Normally, faculty members are initially appointed to the rank of Assistant Professor. Individuals may be appointed to the rank of Associate Professor and Professor. Initial appointments are recommended by the College Xxxx (instructional faculty) or Library Director (library faculty) to the Xxxxxxx.
Initial Appointment. Upon entering the classified service, an Employee shall receive compensation at the minimum of the salary range of the classified position for which hired. When economic conditions, unusual employment conditions or exceptional qualifications of a candidate for employment indicate that a higher rate would be in the City's best interest, the Department Head with the approval of the Human Resources Manager may authorize hiring at a rate above the minimum for the classified position for which the Employee is being hired, but in all cases, the rate is not to exceed the maximum for the job classification.
Initial Appointment. Upon entering the classified appointment, an employee shall receive compensation at the minimum of the salary range of the job classification for which hired. When economic conditions, unusual employment conditions, or exceptional qualifications of a candidate indicate a higher rate would be in the City's best interest, the Police Chief with the approval of the Human Resources Manager may authorize hiring at a rate above the minimum for the job classification for which the employee is being hired, but in all cases the rate is not to exceed the maximum for the job classification.
Initial Appointment. A) All employees, except Term, shall serve a twelve (12) calendar or twenty-four (24) calendar month initial probationary period, based on the following:
1. every employee working a minimum of 40% of full-time hours shall serve a probationary period of twelve (12) calendar months;
2. if the employee is working less than 40% of full-time hours, he shall serve a probationary period of twenty-four (24) calendar months; and
3. a determination of whether the employee has worked the minimum of 40% will be made during the 11th month of the initial probationary period; and
Initial Appointment. The Initial Appointment shall be for three (3) years normally commencing on the first day of July and terminating on June 30. Before February 1 of the third year of the appointment, a review pursuant to Clause 16.07 will be completed.
Initial Appointment a. When hiring tenure-track Faculty on continuing appointment, the Board and the newly appointed Faculty member may mutually agree, prior to the effective date of the appointment (typically August 16) as to which prior demonstrable achievements are to be credited toward subsequent tenure consideration. Any such mutual agreement shall be in writing and is subject to approval by the appropriate academic Xxxx.
b. To the extent that the tenure guidelines and procedures set forth in applicable College and Department/School Operating Papers in effect when the untenured Faculty member was last hired on continuing appointment are modified, the same guidelines and procedures shall be considered when and if such Faculty member is considered for tenure, unless otherwise agreed in writing between the Faculty member and the Board. Operating Papers are not subject to the grievance and arbitration procedure set forth in this Agreement.
c. To the extent that the promotion guidelines and procedures set forth in applicable College and Department/School Operating Papers in effect when the Faculty member was last hired or promoted (whichever is later) in a Faculty position are modified, the same guidelines and procedures shall be considered when and if such Faculty member is considered for promotion, unless otherwise agreed in writing between the Faculty member and the Board. Operating Papers are not subject to the grievance and arbitration procedure set forth in this Agreement.
d. To the extent that the Promotion Policies and Procedures for Faculty and Tenure Policies and Procedures set forth in the 2016 SIUC Employees Handbook are modified, the procedures in effect under the 2016 SIUC Employees Handbook shall be used, unless otherwise mutually agreed between the Board and the Faculty member being considered for promotion and/or tenure.
Initial Appointment. Initial appointment of a Probationary Member or a Conditional Probationary Member shall normally be for a probationary period of three years, extending until June 30 or December 31 of the appointment, whichever date is closer to the anniversary of the date of hiring. In the case of a Member who has previously been given Continuous Appointment at the College and, after leaving the employ of the College, has been rehired to a Probationary Contract, this probationary period shall normally be from one to three years. If a Sessional Member is offered a Probationary contract, one half of the Full-Year Equivalency spent in previous Sessional contracts shall be considered towards the probationary period up to a maximum of two years, provided that the Sessional contracts have been consecutive (i.e. never more than a seven-month gap between contracts) prior to the probationary appointment, are in the same area of instruction, and satisfactory evaluations have been completed. If a Part-Time Member is offered a Probationary contract, one half of the Full-Year Equivalency spent in previous Part-Time contracts may be considered towards the probationary period up to a maximum of one year, provided that the Part-Time contracts have been consecutive (i.e. never more than a seven-month gap between contracts) prior to the Probationary appointment, are in the same area of instruction and satisfactory evaluations have been completed. This initial Probationary appointment shall be by notice in writing and shall normally become effective one month prior to the commencement of instructional duties. Such notice shall specify the Step and Grade of the salary schedule upon which the Member shall be placed and the length of the probationary period. It shall be the responsibility of a Member to supply an official transcript and/or other specified credentials in the manner and timeframe stipulated in the employment contract letter. Failure to do so may result in termination.
