Legacy Positions Sample Clauses

Legacy Positions. The legacy video positions (values 9-11) provide TIP devices the ability to transmit lower image resolution versions of the HD video streams. If enabled, they allow an MCU to simultaneously provide both high definition video streams to TelePresence sites and a standard definition streams to devices that do not support HD video. Only if both peers offer the legacy positions will the streams be transmitted from the TIP endpoint to the MCU. The positional MUX-CSRC of the video legacy stream will have the legacy value for both the transmitter and receiver positions. The HD video decoders should be capable of handling SD video. An MCU can transmit a legacy video stream to the center, left, or right position video receivers. The inband SPS/PPS should be inserted immediately before the IDR frame that begins the first frame of the new image size video. Hence, the MCU is able to map the legacy video stream to any available display according to the user experience policies of the product. The positional CSRC of the video stream transmitted from the MCU to the TIP endpoint should have the legacy value for the transmitter position, and the selected physical position (center, left , or right) for the receiver position.
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Legacy Positions. Bargaining unit employees who have been on staff since at least April 1, 1995 will be recognized as having the high school requirements for the position they hold on January 1, 2000. Example: An employee employed in a position requiring Grade 12 education would be qualified to apply for any bargaining unit position requiring Grade 12 or less provided they meet the other qualifications of the position. Article 25 Sub-contracting‌ 25:01 It shall not be considered as sub-contracting should the Employer: (a) Merge or amalgamate with another service care provider or health care related organization; or (b) Transfer or combine any of its operations or functions with another (c) Take over any of the operations or functions of another service care provider. 25:02 In accordance with Article 25:01, an employee will be given ninety (90) days’ notice and severance pay on the basis of two (2) weeks’ pay at the regular basic rate, for the position last occupied, for each year of employment with the Employer if the Employer is unable to provide alternate employment for which the employee possesses qualifications and ability sufficient to perform the required duties within a fifty (50) kilometre radius of the employee’s originating work site. 25:03 If the Employer intends to sub-contract work which results in the displacement of a number of employees, the Employer will notify the Union at least ninety (90) days in advance of such change and will make every reasonable effort to find suitable alternative employment with the Employer for those employees so displaced and will guarantee to offer alternative employment with the Employer to those employees who have forty-eight (48) months or more continuous service with the Employer. Any employee with more than forty-eight (48) months service accepting a position in a lower paid classification will continue at the salary of their present classification and will receive an increase only when the rate in their new scale, corresponding to their years of service, provides for an increase over their current rate.
Sample 1
Legacy Positions. The positions of Transition Career Specialist and Student Assistance Prevention Coordinator, although not currently filled, remain positions covered by this Agreement. If the District determines to reinstate these positions, a wage will be bargained with the Union.
Sample 1

Related to Legacy Positions

  • New Positions A. Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the new position to the national craft unit most appropriate for such position. The following criteria shall be used in making this determination:

  • Excluded Positions 1.2.1. Superintendent

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether he/she meets the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency.

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