Making the Administrative Leave Decision Sample Clauses

Making the Administrative Leave Decision. The decision to place an employee on administrative leave will be made by the Assistant Superintendent, Human Resources (or his/her designee if the Assistant Superintendent, Human Resources is not available). The District will provide the employee and Local 609 written notice of the allegations, and meet with the employee and a Local 609 representative (if the employee desires representation), prior to making the decision to place a Local 609 bargaining unit member on administrative leave.
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Making the Administrative Leave Decision. The District believes that 16 administrative leaves must be administered consistently and centrally. The 17 decision to place an employee on administrative leave will be made by the 18 Director of Human Resources (or his/her designee if the Director is 19 unavailable) in consultation with the Superintendent or designee. Principals 20 have been advised that if they have someone they think should be on 21 administrative leave, they should contact the HR Director. In an emergency 22 situation, principals have the authority to send an employee home for the 23 remainder of the day and, in such cases, shall be required to immediately 24 notify the HR Director. When the HR Director receives notice of a potential 25 leave situation, she/he will, to the extent possible, request a written summary 26 of the incident from the relevant building administrator, confer with the 27 principal and obtain his or her recommendation as to whether leave is 28 warranted, and review the allegations. If time and circumstances permit, the 29 HR Director will talk to the complaining witness(es) and the employee (with 30 the employee being advised of the right to have an Association 31 representative present) and attempt to make a preliminary determination of 32 the credibility of the allegations before placing the employee on leave.
Sample 1Sample 2
Making the Administrative Leave Decision. The District believes that administrative leaves must be administered consistently and centrally. The decision to place an employee on administrative leave will be made by the Director of Human Resources (or his/her designee if the Director is unavailable) in consultation with the Superintendent or designee. Principals have been advised that if they have someone they think should be on administrative leave, they should contact the HR Director. In an emergency situation, principals have the authority to send an employee home for the remainder of the day and, in such cases, shall be required to immediately notify the HR Director. When the HR Director receives notice of a potential leave situation, she/he will, to the extent possible, request a written summary of the incident from the relevant building administrator, confer with the principal and obtain his or her recommendation as to whether leave is warranted, and review the allegations. If time and circumstances permit, the HR Director will talk to the complaining witness(es) and the employee (with the employee being advised of the right to have an Association representative present) and attempt to make a preliminary determination of the credibility of the allegations before placing the employee on leave.
Sample 1Sample 2
Making the Administrative Leave Decision. The District believes that 4 administrative leaves must be administered consistently and centrally. The 5 decision to place an employee on administrative leave will be made by the 6 Director of Human Resources (or their designee if the Director is unavailable) 7 in consultation with the Superintendent or designee. Principals have been 8 advised that if they have someone they think should be on administrative 9 leave, they should contact the HR Director. In an emergency situation, 10 principals have the authority to send an employee home for the remainder of 11 the day and, in such cases, shall be required to immediately notify the XX
Sample 1

Related to Making the Administrative Leave Decision

  • Notification of the Amount of Fair Share Fee Notice of the amount of the annual fair share fee, which shall not be more than 100% of the unified dues of the employee organization, shall be transmitted by the employee organization to the Board Treasurer on or about September 15 of each year during the term of this Agreement for the purpose of determining amounts to be payroll-deducted, and the Board agrees to promptly transmit all amounts deducted to the employee organization.

  • Certification of Funds; Budget and Fiscal Provisions; Termination in the Event of Non-Appropriation This Agreement is subject to the budget and fiscal provisions of the City’s Charter. Charges will accrue only after prior written authorization certified by the Controller, and the amount of City’s obligation hereunder shall not at any time exceed the amount certified for the purpose and period stated in such advance authorization. This Agreement will terminate without penalty, liability or expense of any kind to City at the end of any fiscal year if funds are not appropriated for the next succeeding fiscal year. If funds are appropriated for a portion of the fiscal year, this Agreement will terminate, without penalty, liability or expense of any kind at the end of the term for which funds are appropriated. City has no obligation to make appropriations for this Agreement in lieu of appropriations for new or other agreements. City budget decisions are subject to the discretion of the Mayor and the Board of Supervisors. Contractor’s assumption of risk of possible non-appropriation is part of the consideration for this Agreement. THIS SECTION CONTROLS AGAINST ANY AND ALL OTHER PROVISIONS OF THIS AGREEMENT.

  • Treatment of Passthru Payments and Gross Proceeds The Parties are committed to work together, along with Partner Jurisdictions, to develop a practical and effective alternative approach to achieve the policy objectives of foreign passthru payment and gross proceeds withholding that minimizes burden.

  • Administrator Allowances and Conditions of Practice 4.1. Creation of New Designations/Positions

  • NO EXPECTATION OF CONTINUED EMPLOYMENT BEYOND TERM OF CONTRACT Neither this contract nor any Board Policy, rule or evaluation procedure shall confer upon the Employee continued employment beyond the term provided in this contract.

  • Administrative Procedure iTrip staff will administer and determine whether a damage qualifies as Covered Damage. Such staff will have the sole authority to determine the nature and extent of damages, necessary repairs and eligibility for the waiver of liability described herein. The Covered Guest must report any theft or damage to the unit or its contents to iTrip staff by the time of check-out or any otherwise applicable damage waiver for such Covered Guest will be void. The iTrip Franchisee has ultimate claim administration authority. Arbitration is required prior to litigation.

  • Notification of Contract and Salary Employees shall be notified of their contract and salary status for the ensuing year no later than May 30th.

  • PROVISIONS OF THIS AGREEMENT APPLICABLE ALLOTTEE/ SUBSEQUENT ALLOTTEES It is clearly understood and so agreed by and between the Parties hereto that all the provisions contained herein and the obligations arising hereunder in respect of the said Apartment/ Plot and the Project shall equally be applicable to and enforceable against and by any subsequent Allottee of the Apartment/ Plot, in case of a transfer, as the said obligations go along with the Apartment/ Plot for all intents and purposes.

  • Tax Credit for Contributions You may be eligible to receive a tax credit for your IRA contributions. This credit will be allowed in addition to any tax deduction that may apply, and may not exceed $1,000 in a given year. You may be eligible for this tax credit if you are • age 18 or older as of the close of the taxable year, • not a dependent of another taxpayer, and • not a full-time student. The credit is based upon your income (see chart below), and will range from 0 to 50 percent of eligible contributions. In order to determine the amount of your contributions, add all of the contributions made to your IRA and reduce these contributions by any distributions that you have taken during the testing period. The testing period begins two years prior to the year for which the credit is sought and ends on the tax return due date (including extensions) for the year for which the credit is sought. In order to determine your tax credit, multiply the applicable percentage from the chart below by the amount of your contributions that do not exceed $2,000. 2019 Adjusted Gross Income* Applicable Percentage Joint Return Head of a Household All Other Cases $1–38,500 $1–28,875 $1–19,250 50 $38,501–41,500 $28,876–31,125 $19,251–20,750 20 $41,501–64,000 $31,126–48,000 $20,751–32,000 10 Over $64,000 Over $48,000 Over $32,000 0 2020 Adjusted Gross Income* Applicable Percentage Joint Return Head of a Household All Other Cases $1–39,000 $1–29,250 $1–19,500 50 $39,001–42,500 $29,251–31,875 $19,501–21,250 20 $42,501–65,000 $31,876–48,750 $21,251–32,500 10 Over $65,000 Over $48,750 Over $32,500 0 *Adjusted gross income (AGI) includes foreign earned income and income from Guam, America Samoa, North Mariana Islands, and Puerto Rico. AGI limits are subject to cost-of-living adjustments each year.

  • Certification Regarding Debarment, Suspension, Ineligibility and Voluntary Exclusion - Lower Tier Covered Transactions (a) The prospective lower tier participant certifies, by submission of this proposal, that neither it nor its principals is presently debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded from participation in this transaction by any federal department or agency.

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