Management Position Sample Clauses

Management Position. Any driver who accepts a management position within the Company shall not lose, for a period of ninety (90) days, from the date of the promotion any seniority that has been accumulated nor the right to return to the position previously held immediately prior to the promotion. Should any such driver be retained in any management position beyond ninety (90) days from the date of the promotion then the driver will relinquish all rights to the position held immediately prior to the promotion. In the event such driver applies to return to their former Union position after the ninety (90) day period and such application has the mutual consent of the Company and the Union, the driver shall be credited with the seniority accumulated up to the date of the promotion. The driver will return to his/her former depot or to another depot mutually agreed to between the Company and the Union.
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Management Position above the top step of their current range, not to exceed the top step rate of the Management classification to which the employee is assigned, unless a higher amount is authorized by the City Manager. In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of pay for working out of class shall be reported to CalPERS as Special Compensation for classic members as defined under the Public Employees’ Pension Reform Act (PEPRA) of 2013. The parties agree that pay for working out of class is described in Title 2 CCR, Section 571(a)(3) as “Temporary Upgrade Pay” – a type of reportable special compensation. This pay is not reportable as special compensation for employees defined as “new members” under XXXXX. However, it is ultimately XxxXXXX who determines whether any form of pay is reportable special compensation.
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Management Position. A member of the Bargaining Unit promoted to a regular non-Union position will forfeit all seniority rights accrued under this Agreement after six (6) months from the date he was appointed to the regular non-Union position. Employees returning to the Bargaining Unit within the period of six (6) months will have to reimburse his Union dues unpaid as of the date he left the Bargaining Unit.
Sample 1
Management Position. A member of the Bargaining Unit promoted to a regular position will forfeit all seniority rights accrued under this Agreement after six (6) months from the date he was appointed to the regular non-union position. Employees returning to the Bargaining Unit within the period of six ( 6 ) will have to his union dues unpaid as of the date he left the Bargaining Unit. on Mill shutdowns, if required, work will be assigned to employees on the basis of SECTION BARGAINING UNIT and amended on July and further amended May certifying a bargaining unit for the International Brotherhood of Electrical Workers, Local (Appendix of this Agreement) and subsequently changed to Communications, Energy and paperworkers Union of Canada, Local and registered with the Newfoundland Labour Relations Board on August
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Management Position. Any vacancy which involves direct supervision of bargaining unit employees shall be posted in all work locations. For such postings, the provisions of Articles 18.01 and 18.02 will not apply.
Sample 1
Management Position. Seniority employees who take a management position will maintain all seniority rights under this agreement for thirty (30) days after date of hire into a management position. After thirty (30) days in the management position, that person would not be eligible to return to the bargaining unit except as a new hire. New Hire Orientation Period No more than once every two weeks, the Union, if necessary, may request all new permanent employees participate in a joint Company/Union orientation program. During the orientation program, the Union may use the necessary time, up to two (2) hours, to present Union awareness training. On the Job Injuries Employees injured on the job will be paid for time spent receiving medical treatment on the day of the injury. In addition, the Company will pay regular wages for subsequent treatments that happened during work hours, specified by the doctor for that injury if appointments cannot be scheduled after or before work hours. Whenever possible, such subsequent visits should be scheduled to avoid interference with the employee’s regular scheduled work shift. H.R. will assist employee in treatment scheduling. One Supervisor Concept The Company recognizes that it is desirable for employees to take instructions from one supervisor. The Company will instruct its supervisors to relay orders through the immediate supervisor, whenever practical. The parties recognize there may be extenuating circumstances where a situation would require that instructions be given by a supervisor or member of management other than the immediate supervisor. In such a circumstance, the employee will not be disciplined for following the last job instructions given.
Sample 1
Management Position. The Purchaser is the duly elected President, Chief Operating Officer, and Vice Chairman of the Board of Directors of the Company and as such has full and complete access to all the books, records, plans, and other material information concerning the Company and its business operations.
Sample 1
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Related to Management 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.

  • New Position An approved position not reflected in the current year budget complement.

  • New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.

  • Vulnerability Management BNY Mellon will maintain a documented process to identify and remediate security vulnerabilities affecting its systems used to provide the services. BNY Mellon will classify security vulnerabilities using industry recognized standards and conduct continuous monitoring and testing of its networks, hardware and software including regular penetration testing and ethical hack assessments. BNY Mellon will remediate identified security vulnerabilities in accordance with its process.

  • Workload Management 11.1 The parties to this Agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse affects that excessive workloads may have on employee/s and the quality of resident/client care. 11.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) Step 1: In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) Step 2: If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) Step 3: If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion. (d) Step 4: The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees. 11.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, work health and safety legislation); (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads (such as roster arrangements); (f) Accreditation standards; and (g) Budgetary considerations. 11.4 If the issue is still unresolved, the employee/s may advance the matter through Clause 9 Dispute Resolution Procedure. Arbitration of workload management issues may only occur by agreement of the employer and the employee representative, which may include the union/s.

  • 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. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC 000-00-000. C. A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. 2. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten

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