Mentorships Sample Clauses

Mentorships. New, transferred, or long-term substitute employees may be provided a mentor. If an employee is asked to be a mentor, the District will make reasonable efforts to ensure that the mentor’s other duties are not neglected, which may include providing a substitute or authorizing additional hours for the employee. Due consideration will be given to the additional workload mentoring entails in evaluating mentors’ performance of their other job duties. Mentor duties to include minimally: 1. Meet with mentee to discuss job responsibilities as needed. 2. Be available for problem-solving / consultation / troubleshooting The mentor may be a job-alike mentor (who provides training and support on specific requirements of the positions) and/or an in-building mentor (who assists in integrating into the working culture of the worksite). Mentors will be paid an additional one dollar ($1.00) per hour during the time period when they are assigned as a mentor. The time for mentorship will typically be about 4-8 weeks and may be allocated throughout the new employee’s first year as needed under the direction of the mentee’s supervising administrator. Mentor-mentee meetings will not be scheduled outside the mentee’s regular workday, unless authorized in advance or unless for non-compensable social purposes.
Sample 1
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Mentorships. 15.7.1 New, transferred, or long-term substitute employees may be provided a mentor. If an employee is asked to be a mentor, the District will make reasonable efforts to ensure that the mentor’s other duties are not neglected, which may include providing a substitute or authorizing additional hours for the employee. Due consideration will be given to the additional workload mentoring entails in evaluating mentors’ performance of their other job duties. New, transferred, or long-term substitutes employees: 1. May have a mentor 2. Assigned by District 3. Mentor duties to include minimally: 1. Meet with mentee to discuss job responsibilities as needed. 2. Be available for problem-solving / consultation / troubleshooting 4. Mentors will be paid an additional one dollar ($1.00) per hour during the time period when they are assigned as a mentor. The time for mentorship will typically be about 4-8 weeks and may be allocated throughout the new employee’s first year as needed under the direction of the mentee’s supervising administrator. Mentor-mentee meetings will not be scheduled outside the mentee’s regular workday.
Sample 1
Mentorships. 15.7.1 New or transferred employees may be provided a mentor. If an employee is asked to be a mentor, the District will make reasonable efforts to ensure that the mentor’s other duties are not neglected, which may include providing a substitute or authorizing additional hours for the employee. Due consideration will be given to the additional New employees: 1. Shall have a mentor 2. Assigned by district 3. Mentor duties to include minimally: a. Meet at least monthly with mentee to discuss job responsibilities b. Be available for problem-solving / consultation / troubleshooting 4. Pay: A block of 20 additional / extra hours per year will be authorized in advance for such duties. Additional time may be authorized in advance upon request. Mentor hours are to be utilized for meetings with the mentee during the mentee’s work day, with the understanding that this may result in time worked by the mentor outside the normal work day. Mentor-mentee meetings will not be scheduled outside the mentee’s regular work day. 5. Piloted to 3-year term of agreement, sun setting at the end of 3 years unless otherwise agreed.
Sample 1
Mentorships. A. A mentor teacher shall be defined as a master teacher as identified in Section 1526 of the School Code and shall perform the duties of a master teacher as specified in the code. B. Each bargaining unit member in their first 3 years in the public schools, including at least the first two years in the Xxxx Area School District, shall be assigned a mentor teacher by the Superintendent or their designee. The mentor teacher shall be available to provide professional support, instruction and guidance to the mentee. The purpose of the mentor teacher is to provide a peer who can offer assistance, resources and information in a non- threatening, collegial fashion. C. A mentor teacher shall be assigned in accordance with the following: 1. The mentor shall be a tenured member of the bargaining unit; 2. Participation as a mentor teacher shall be voluntary; 3. The Board shall immediately notify the Federation when a mentor teacher is matched with a bargaining unit member (mentee). The assignment of the mentor teacher shall be finalized by the Administration within 10 workdays of the knowledge that a mentor teacher is needed; 4. Every effort will be made to match mentor teachers and mentees who work in the same building and have the same area of certification; 5. A mentee shall be assigned to only one mentor teacher at a time; A mentor teacher may have up to two mentees; 6. The mentor teacher assignment shall be for one year, subject to review by the mentor teacher and mentee after 6 months. The appointment may be renewed in succeeding years; 7. If no tenured member of the bargaining unit agrees to take a mentee assignment, the Board may seek a mentor teacher outside of the bargaining unit in consultation with the Federation. D. The Board and Federation agree the relationship shall be confidential between the mentor and mentee. It shall not, in any fashion, be a matter included in the evaluation of the mentor teacher or the mentee; because the purpose of the mentor-mentee match is to acclimate the bargaining unit member and to provide necessary assistance toward the end of quality instruction. E. Neither the mentor teacher nor the mentee shall be permitted to participate in any matter related to the evaluation of the other. F. Upon request, the administration shall make available reasonable release time so the teacher may work with their mentee during the regular workday with mutual agreement between the Administration and the mentor. Where possible, the mentor teach...
Sample 1

Related to Mentorships

  • Mentorship Nurses may, from time to time, be assigned a formal mentorship role for a designated nurse. Mentorship is a formal supportive relationship between two (2) nurses, which results in the professional growth and development of an individual practitioner to maximize her or his clinical practice. The relationship is time limited and focused on goal achievement. Orientation to the organization or general functioning of the unit does not constitute mentorship. After consultation with the nurse being mentored and the mentor, the Hospital will identify the experiences required to meet her or his learning needs, will determine the duration of the mentorship assignment and expectations of the mentor, and appropriate training. During the consultation process, the Hospital will review the mentor’s workload with the mentor and the nurse being mentored to facilitate successful completion of the mentoring assignment. The Hospital will provide, on a regular basis, all nurses with an opportunity to indicate their interest in assuming a mentorship role, through a mechanism determined by the local parties. The Hospital selects and assigns the mentor for a given mentoring relationship. At the request of any nurse, the Hospital will discuss with any unsuccessful applicant ways in which she or he may be successful for future opportunities. The Hospital will pay the nurse for this assigned additional responsibility a premium of sixty cents (60¢) per hour, in addition to her or his regular salary and applicable premium allowance.

  • Inventorship Inventorship for patentable inventions conceived or reduced to practice during the course of the performance of activities pursuant to this Agreement shall be determined in accordance with United States patent laws for determining inventorship.

  • Labour Disputes 15.01 If employees are prevented from performing their duties because of a strike or lock-out on the premises of another employer, the employees shall report the matter to the Employer, and the Employer will make reasonable efforts to ensure that such employees are employed elsewhere, so that they shall receive their regular pay and benefits to which they would normally be entitled.

  • Controversies If any controversy arises between the Parties to this Agreement, or with any other Party, concerning the subject matter of this Agreement, its terms or conditions, the Escrow Agent will not be required to determine the controversy or to take any action regarding it. The Escrow Agent may hold all documents and funds and may wait for settlement of any such controversy by final appropriate legal proceedings or other means as, in the Escrow Agent’s discretion, the Escrow Agent may require, despite what may be set forth elsewhere in this Agreement. In such event, the Escrow Agent will not be liable for interest or damage. Furthermore, the Escrow Agent may at its option file an action of interpleader requiring the Parties to answer and litigate any claims and rights among themselves. The Escrow Agent is authorized to deposit with the clerk of the court all documents and funds held in escrow, except all costs, expenses, charges and reasonable attorney fees incurred by the Escrow Agent due to the interpleader action and which the Company agrees to pay. Upon initiating such action, the Escrow Agent shall be fully released and discharged of and from all obligations and liability imposed by the terms of this Agreement.

  • Types of Grievances (A) An Individual Grievance is a grievance initiated by the Union on behalf of an individual employee. (B) A Group Grievance is a grievance initiated by the Union on behalf of a group of employees similarly affected by the Employer’s actions. (C) A Policy Grievance is a grievance by the Union which may involve a matter of general policy or general application of the Collective Agreement. (D) A Union Grievance is a grievance which directly affects the Union. (E) An Employer Grievance is a grievance initiated by the Employer.

  • GRIEVANCE ARBITRATION Notwithstanding any other provision of this Agreement, for the purposes of this Article, an Employee has the right to grieve any filling of a vacancy or Assignment in the bargaining unit.

  • GRIEVANCE AND ARBITRATION 15.01 Either the Employer, the Union or any employee has a right to lodge a grievance with respect to any matter arising out of this Agreement or concerning the interpretation, application or alleged violation of this Agreement. 15.02 Any employee believing that he has been unjustly dealt with or that the provisions of this Agreement have not been complied with, shall have the right to place such grievances in the hands of the Union for review and adjustment by the Employer, if necessary. Such grievances shall be processed as follows: - Between the employee concerned, his Union representative and the Company. The grievance must be filed within eighteen (18) working days after the event giving rise to the grievance occurs and within this period of time it shall be discussed at this Step. The Manager shall give an oral decision within four (4) working days from the date the discussion took place. If the Union wishes to appeal to the next Step, the grievance shall be reduced to writing and the appeal shall be filed with the Store Manger within six (6) working days from the Store Manager's oral decision. Between the employee concerned, the Union representative, the Department Manager, and the Company. The discussion at this Step shall be held within seven (7) working days of the date of the appeal. The decision of the Employer at this Step shall be in writing and be made within four (4) working days of the date of the meeting. Should the Union wish to appeal, such notice of appeal must be in writing to the Company/operator within one (1) week of the decision of the Company at STEP TWO. The grievance shall be forwarded to the Employer, which shall have one (1) week to dispose of the grievance. The disposition shall be in writing and returned to the officers of the Union. If considered necessary by the parties, a meeting may be held by the parties and may include the interested persons. If a meeting is held, the decision shall be given to the other party within seven (7) days from the date of the meeting. 15.03 In the case of a dismissal, a grievance may be filed by an employee who feels he was unjustly dealt with. Such grievance must be filed within five (5) working days from the date of dismissal and shall commence at STEP TWO. In any subsequent disposal of this case during the grievance procedure, the Employer may re-instate the employee with full back pay, suspend the employee for a definite period or sustain the discharge. 15.04 Grievances concerning rates shall be handled in accordance with the above procedure and the disposition of such grievances, if sustained, shall include the determination of the effective date of the increase with retro-activity thereto. 15.05 The Employer and the Union may file grievances commencing at STEP THREE. (a) Failing settlement under the foregoing procedure, such grievance may be submitted to Arbitration, as hereinafter provided; (b) The time limits as prescribed above may be modified by mutual agreement of the parties.

  • Disputes In the case of a dispute as to the determination of the Exercise Price or the arithmetic calculation of the number of Warrant Shares issuable in connection with any exercise, the Company shall promptly deliver to the Holder the number of Warrant Shares that are not disputed.

  • Labor Controversies There are no labor controversies pending or, to the best of the Company’s knowledge, threatened against the Company or any Restricted Subsidiary, that could reasonably be expected to have a Material Adverse Effect.

  • Litigation, Labor Controversies, etc There is no pending or, to the knowledge of the Borrower, threatened litigation, action, proceeding, or labor controversy affecting the Borrower or any of its Subsidiaries, or any of their respective properties, businesses, assets or revenues, which could reasonably be expected to have a Material Adverse Effect, except as disclosed in Item 6.7 ("Litigation") of the Disclosure Schedule.

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