Lateral Hires Sample Clauses

Lateral Hires. Communications Technicians/Radio Dispatchers from other law enforcement agencies may be hired and credited with departmental seniority provided they have at least three (3) years of verifiable experience as a full-time radio dispatcher/technician in a law enforcement or similar agency.

Lateral Hires. When hiring employees laterally who have previous professional firefighting experience, notwithstanding the above, the Department may hire an employee at any step from Step 1 through Step 4, based upon their years of experience and qualifications. - If it is less than six (6) months, they will start at Step 1. - If they have completed six (6) months but less than eighteen (18) months, they will start at Step 2. - If they have completed eighteen (18) months but less than thirty (30), they will start at Step 3 - If they have completed thirty (30) or more months, they will start at Step 4. Laterally hired employees who start at Step 1 must complete six (6) months before advancing to Step 2. Laterally hired employees who start at or above Step 2 must complete twelve (12) months in that step before advancing to the next step. For purposes of determining vacation hours to be accrued, lateral hires shall have their Article 17 Vacation Leave adjusted to include the employee’s length of full-time, non-volunteer, career fire service. This shall include periods of service with prior employer(s), except in instances where there is a break in career fire service of two years or more. If there is a break in career fire service of two years or more, then all service prior to the break in service shall be disqualified from consideration for vacation accrual. Lateral hires may also receive a bank of sick leave based on complete years of professional firefighting experience. - Less than twelve (12) months, 108 hours of sick leave - Twelve (12) to twenty-three (23) months, 216 hours of sick leave - Twenty-four (24) months or more, 432 hours of sick leave

Lateral Hires. The City may hire experienced patrol officers (“lateral hires”). For purposes of initial placement on the wage scale, the City may recognize prior work experience in another police department, except in no event shall a lateral hire be placed on the wage scale above the Twentieth Year step, regardless of actual years of prior work experience. Thereafter, lateral hires will progress on the wage scale according to their years of service with the City following their initial placement. As an example, a newly hired lateral officer with seven years of prior work experience in another police department may be credited with seven years of service on the wage scale and accordingly placed on the Fifth Year step. The officer will need to work an additional three years with the City before he/she can be placed on the Tenth Year step. Regardless of scale placement and/or credit for recognized prior work experience, newly hired laterals shall have no seniority and shall be subject to the probationary period in Article 7. Other than this lateral placement, and the lateral placement on the vacation scale in Article 26, lateral hires will have no additional benefits beyond any other new hire. Effective July 1, 2018, the City agrees to credit prior police work experience in another police department for any current employee employed in the bargaining unit as of the execution date of this Agreement and adjust the employee’s scale placement accordingly.

Lateral Hires. The Police Chief shall have discretion to place new hires at steps A through E in the pay step system, based on their relevant experience. Credit need not be given on a year-for-year basis, but shall be based on the quality and nature of the work experience in question.

Lateral Hires. The County will follow the Oregon Equal Pay Law, which recognizes experience and education, when establishing the pay rate for lateral hires. Lateral hires’ law enforcement experience will be recognized when placed on Schedule B.

Lateral Hires. Section 1. Officers hired with previous Law Enforcement experience, may, at the discretion of the Chief of Police be eligible for one, or more, Lateral Hire incentives. (A) Hired with vacation accrual years equal to the corresponding number of years of applicable service, up to the City of Tualatin’s maximum. (B) Granted up to eighty (80) hours of sick leave to bank until they would have accrued the corresponding hours. (C) A one-time bonus of $1000 to be paid at the completion of the employee’s probationary period and subject to all applicable IRS withholdings. (D) Reimbursement for pre-approved moving expenses up to $1500 and subject to all applicable IRS withholdings. (E) Granted other one-time benefit(s), as long as, the monetary value of the benefit does not exceed $1500, and is mutually agreed upon with TPOA. If there is no “monetary” value able to be assigned to the benefit, the benefit cannot grant the lateral hire greater privileges, or rights, not otherwise afforded, or available to other employees of greater seniority. Within (2) two weeks after the Lateral Officer’s first official work day, TPOA will be notified, in writing, of any incentives provided to the newly hired Officer. For purposes of this Article, Law Enforcement experience will be at the discretion of the Chief of Police, but shall generally include work experience similar to that of the City of Tualatin Police Department.

Lateral Hires. The Union understands and agrees that the City may hire employees and slot them into the salary schedule (attachment A to this Agreement) as follows: Individuals who have between two (2) and four (4) years of full-time law enforcement experience may start at Step 2 of the salary schedule; individuals who have between four (4) years and six (6) years of full-time law enforcement experience may start at Step 3 of the salary schedule; and individuals who have between six (6) or more years of full-time law enforcement experience may start at Step 4 of the salary schedule. The aforesaid years of law enforcement shall be utilized solely for purpose of placing individuals into the appropriate steps in the salary schedule, and shall have no impact on bargaining unit seniority.

Lateral Hires. Section 20.01: A newly-hired Officer with prior full-time experience as a certified law enforcement officer, will qualify for a lateral entry to the Shorewood Police Department as a Police Officer, under the following circumstances:

Lateral Hires. ‌ New full time employees who are hired by the Village as a lateral hire may begin at a pay rate up to Step 4 of the wage scale. Nothing in this Section shall be construed to affect the officer’s seniority within the Department for any purpose other than wages. Step raises will be on their anniversary date of their date of hire each year thereafter. ARTICLE XII‌‌‌

Lateral Hires. In the event a new employee is hired as a lateral transfer, or hired to fill a promotional position, such employee may receive just compensation, however, seniority level shall considered the same as a new city employee.