Initial Seniority List Sample Clauses

Initial Seniority List. (a) The period during which a person has worked in the duties of a rural and suburban mail carrier before becoming an employee of the Corporation shall be included for the purposes of establishing a ranking among employees hired under the conditions of the Memorandum of Agreement. (b) Within twelve (12) months following the signing of this collective agreement, the Transition Committee (the “Committee”) shall determine each employee’s rank. (c) The Committee may request from employees or use any relevant information to determine an employee’s rank. It may ask the employee concerned to make a sworn statement to prove any fact that is useful or necessary for this purpose. (d) As soon as the Committee has determined an employee’s rank, it shall advise the employee concerned in writing and inform this employee of his or her right to challenge the accuracy of the rank established. (e) An employee who deems that the Committee has erred in establishing his or her rank must issue a challenge in writing and provide all information necessary to prove and correct an error. Such challenge must be sent to the Committee within thirty (30) calendar (f) The Committee shall review any challenge it receives, complete its investigation if necessary, render a final decision on the employee’s rank and inform the employee in writing.
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Initial Seniority List. The Seniority List in place on September shall be the initial Seniority List. Any employees hired after September shall be added to the top of the list in accordance with Article and so that the most junior employee will be added to the top of the list. Seniority shall be the length of continuous service with the Rainy River District School Board as a Bargaining Unit from the first day worked after being hired. Any approved absences including layoff with recall rights shall not be considered an interruption of continuous service. The list shall be rank ordered such that the most senior Bargaining Unit Member is at the bottom of the list and the most junior is at the top. The revised Seniority shall be posted in all secondary schools and copies forwarded to the President of the Bargaining Unit effective to and no later than October and March of each school year. Errors in the calculation of a Member’s seniority shallbe brought to the attention of the Employer by the President or designate, within fifteen (15) working days or the list shall be deemed correct. Should a tie in rank ordering occur based on the Seniority List, the following criteria shall be used to break the tie: total years of continuous secondary teaching experience with the Employer and its predecessor boards as a Bargaining Unit Member; then total years of secondary teaching experience with the Employer and its predecessor boards as a Bargaining Unit Member; then higher category rating; then total years of experience (secondary, elementary, and related experience as recognized by the Board at the time of hiring) by lot conducted by the Director and the Bargaining Unit President.
Initial Seniority List. The following Seniority List includes all active employees as of April 30, 2015, the ratification date of the Collective Agreement between Malteurop Canada Ltd. and UFCW Local Union 832: Employee Start Date Xxxxxx, Xxx X. December 1, 1994 Xxxxxxxxx, Xxxxx X. March 21, 1995 Xxxxxx, Xxxxxx X. April 12, 1999 Xxxxxxxx, Xxxxx X. January 26, 2000 Xxxxx, Xxxxxxx X. April 26, 2000 Xxxxxx, Xxxxxx X. May 28, 2000 Xxxxxx, Xxxx X. January 6, 2003 Xxxxxxxx, Xxxxx Xxxxx 31, 2003 Xxxxxxx, Xxxx November 5, 2008 Xxxxxx, Xxxxxx Xxxxxx August 17, 2011 Xxxxxxxxxx, Xxxxx March 27, 2012 Xxxxxxx, Xxxxx July. 3, 2012 Xxxxxxx, Xxxx September 5, 2012 Xxxxx, Laughlin January 2, 2013 Xxxxxx, Xxxxxxx April 15, 2013 Xxxxxxx, Xxxxx November 25, 2013 Xxxxxxx, Xxxx February 3, 2014 Xxxxxxxxxx, Xxxx February 24, 2014 Xxxxxx, Xxxxx March 24, 2014 Xxxxxxx, Xxxx June 25, 2015 Xxxx, Xxxxx August 5, 2015 Xxxxxx, Xxxxxxxxx August 18, 2014 Xxxxxxxx, Xxxx September 2, 2014 Xxxx, Xxxxxxx September 8, 2014 Xxxxxxxxx, Xxxxx October 14, 2014 Xxxxxxxx, Xxxxxxx April 13, 2015
Initial Seniority List. 12.01.01 The Seniority List in place on September 1, 2000, shall be the initial Seniority List. 12.01.02 Any employees hired after September 1, 2000, shall be added to the top of the list in accordance with Article 12.01.03 and
Initial Seniority List. The following Seniority List includes all active employees as of April 30, 2015, the ratification date of the Collective Agreement between Malteurop Canada Ltd. and UFCW Local Union 832: Employee Start Date Xxxxxx, Xxx X. December 1, 1994 Xxxxxxxxx, Xxxxx X. March 21, 1995 Xxxxxx, Xxxxxx X. April 12, 1999 Xxxxxxxx, Xxxxx X. January 26, 2000 Xxxxx, Xxxxxxx X. April 26, 2000 Xxxxxx, Xxxxxx X. May 28, 2000 Xxxxxx, Xxxx X. January 6, 2003 Xxxxxxxx, Xxxxx Xxxxx 31, 2003 Xxxxxxx, Xxxx November 5, 2008

Related to Initial Seniority List

  • Seniority List The Employer shall maintain a seniority list showing the date upon which each employee's service commenced. An up-to-date seniority list shall be sent to the Union and posted on all bulletin boards in January of each year.

  • Seniority Lists A copy of the seniority list will be posted by January 31st and July 31st of each calendar year on designated bulletin boards with a copy forwarded to the bargaining unit president. Included in the list shall be a breakdown of total hours paid for part-time employees. All lists will include date of hire. Any errors noted in the seniority list should be noted and the employer notified within thirty (30) days, after which the list shall be considered final.

  • Posting of Seniority List The Administration shall post the seniority list twice annually by October 1 and March 1 of each work year. The seniority list shall be posted on the designated bulletin board in each building/work site and will indicate, by area of certification, license, or entry-level requirement, the first day worked, the date of Board resolution to hire, and the contract status (limited or continuing) of each employee. Said list shall be provided by the Superintendent to the Association President on or before the date of posting. A. The name of employees on the seniority list shall appear in seniority rank order within areas of certification, license, or entry-level requirements, with the name of the most senior employee appearing at the top of the listing and the name of the least senior employee appearing at the bottom of the listing. B. The names of employees who are certificated, licensed, or otherwise minimally qualified in more than one (1) area shall be included on the listing for all areas of certification, license, or entry-level requirement. C. The names of part-time employees shall appear on the seniority list but shall be listed separately from the names of full-time employees.

  • Seniority Unit Layoff List Selection shall next be made from the Seniority Unit Layoff List unless the vacancy is being filled by an employee with more classification seniority who has received notice of permanent layoff.

  • Super Seniority For purposes of layoff and recall only, the President shall head the seniority list, provided however, that such officer must have the necessary skill and experience to perform the required work. The Sheriff agrees that this section shall not be applied in an arbitrary manner.

  • Seniority Application Except under extraordinary circumstances, vacations, shifts, shift transfers and regular days off shall be scheduled with due regard for the needs of the agency, seniority, and employee preference. The state and the PBA understand that there may be times when the needs of the agency will not permit such scheduling.

  • Seniority Roster The District shall maintain an updated seniority roster, indicating employee's class seniority and hire date seniority. Such rosters shall be available to CSEA.

  • Department Seniority Department seniority is defined as continuous length of service in calendar days within the employee’s department and where applicable, shall be used for internal department processes, such as vacation and schedule bids.

  • SENIORITY, LAYOFF AND RECALL A. “University seniority” is the employee’s length of continuous service with the University from the employee’s most recent date of hire into a Bargaining Unit position. This date will be considered the date that the employee begins active pay status in a Bargaining Unit position. B. An employee’s seniority shall terminate: 1. If the employee quits. 2. If the employee retires. 3. If the employee is discharged. 4. If the employee who has completed the new hire probationary period fails to report to work as scheduled or fails to report after any authorized absence or layoff, the employee may be terminated effective on the 7th day following the date of mailing a letter from the University advising the employee that they may be terminated if the employee does not advise the University of the employee’s intention to report to work as scheduled. The letter shall be mailed via certified and regular U.S. Mail. 5. When an employee is assigned out of the Bargaining Unit the following provisions will apply: a. If an employee is given a promotion out of the Bargaining Unit, and the employee is later found not to have met the posted qualifications, the employee may be returned to the employee’s prior position without a loss of seniority at any time during the employee’s probationary period. b. If an employee leaves the Bargaining Unit to take a non-Bargaining Unit position and returns to the Bargaining Unit for reasons other than those set forth above during the employee’s probationary period, the employee shall be credited with the employee’s prior seniority and Bargaining Unit rights but shall not be credited with seniority for service outside the Bargaining Unit. c. Except for laid-off employees who are awarded a non-Bargaining Unit position, once an employee has completed the employee’s probation in a non-Bargaining Unit position, the employee relinquishes all forms of Bargaining Unit seniority and shall be treated as a new employee in the event the employee returns to the unit. d. Once a Bargaining Unit employee is promoted out of the Bargaining Unit, the employee does not retain any Bargaining Unit rights except those listed above (i.e., seniority rights). e. This Agreement does not abridge Management’s rights nor guarantee that the employee shall be returned to his or her prior position. C. Departments/segments for the purpose of this Article are defined in Article 16 - Classifications. D. The University will provide the Union with three (3) copies of a seniority list on March 1, and September 1, of each year showing the seniority of each employee in the Bargaining Unit by University Seniority. Any employee shall have ten (10) working days after the list is prepared and posted in the departments to question the employee’s position on that list. If no question is received within the time period, the list shall be deemed accurate for the remainder of the posting period; and if a question is received, the list will be reviewed and revised as appropriate. If two (2) or more employees have the same University Seniority date, their names shall be listed alphabetically last name first, first name last. E. The University will provide the Union with a bi-weekly list of new hires, terminations, promotions, lateral moves, leaves of absence, and retirements in the Bargaining Unit. The list will include the name of the employee and the date of the action. F. The University will continue its efforts to avoid layoffs and will discuss at least thirty (30) days prior to layoff any potential layoffs with the Union in a scheduled labor management meeting. However, the University and the Union recognize that due to lack of funds or lack of work, temporary and permanent layoffs may be required to effectively and efficiently operate the University. G. For seasonal layoffs the following provisions will apply: 1. The University will continue its efforts to minimize seasonal layoffs; but if there is a seasonal layoff of employees in Residential Dining Services, Xxxxx University Center Culinary Services, and/or Central Food Facility of less than 120 days, the provisions of this Article regarding layoffs are not applicable. H. Layoffs will take place according to seniority and in accordance with the specific provisions of this Article covering segments and/or specific classification series within each segment. The University retains the right to determine layoffs in a particular classification, departmental classification series, and/or segment, and the specifics of each layoff. I. The University will lay off the employee with the least University seniority in a classification in a segment’s classification series. (Classification series defined in Article 16 – Classifications.) J. An employee who is laid off will first have the right to displace another employee with less University Seniority in the same classification throughout the University. If there is no less senior employee within the classification, the employee may displace a less senior employee in any classification in which the employee has previously served, or an equivalent or lower classification that the employee is qualified to hold. If there is no other classification available, the employee may displace the full time employee with the least University seniority in the lowest classification University-wide who may then displace the part time employee with the least University seniority in the lowest classification University-wide. Part time employees may not bump full time employees but may bump less senior part time employees. After the exercise of a laid-off employee’s displacement rights, the employee shall not be considered to have further displacement rights until the employee would be subject to layoff again. Employees may choose layoff rather than exercise their displacement right. Such employees will not be considered to have waived their recall rights, nor negatively affect their employment rights. K. An employee’s displacement rights shall be subject to fulfillment of qualifications for the position. Qualifications shall be determined by a thirty-day probationary period if the employee has bumped into a classification in which the employee has not previously served. If the employee does not meet the qualifications of the position at the end of 30 days, the affected employee will be laid off with recall rights. L. Employees shall be notified of layoff in writing by the University at least fourteen (14) calendar days in advance of the layoff. Except for extraordinary circumstances such as acts of God or hospitalization, the employee shall have five (5) days after receipt of the fourteen (14) day notice, excluding weekends and holidays, to notify the University in writing of the employee’s intention to exercise the employee’s displacement rights and to notify the University in writing of the employee’s displacement selection. Failure to provide written notification of the employee’s intention/selection as specified above waives the employee’s displacement rights. M. Employees will be recalled to work in reverse order of the layoff procedure specified herein. Employees shall have recall and reinstatement rights for the period of time equal to the length of their Bargaining Unit seniority from the date of the layoff. However, after two years the affected employee, if interested, will have the obligation to monitor job availabilities by utilizing employment resources available through University Human Resources. An employee who is reinstated shall not serve a probationary period upon reinstatement except where the employee was a probationary employee and the probationary period shall begin anew. Notice of recall to an employee shall be made by hand delivery, or certified mail, or by other carrier using return receipt, to the last known address of such employee. A copy shall be forwarded to the Union. If undeliverable, the University’s obligation shall be considered to be fulfilled. The recalled employee must notify the University within three (3) working days of the date of receipt of notice of his/her intention to return to work. The date for returning to work shall be no less than seven (7) calendar days from date of notice received unless mutually agreed upon with the Union. Failure to return from layoff shall subject the employee to termination of service.

  • Seniority Rosters The Employer agrees to furnish the Union each January 31 and July 31 with rosters of all employees who accrue seniority, their current and prior classifications, and start date in each classification and University start date per Section 1. Employees who have accepted positions outside the bargaining unit do not accrue class seniority in the bargaining unit when employed in positions outside the bargaining unit, but retain prior seniority earned in the bargaining unit. When two (2) or more employees have the same classification seniority date, ties shall be broken by recognizing the employee with the greater University seniority first. If a tie still continues, the employee's seniority position shall be determined by lot.

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