Furloughs Appointing officers are encouraged to furlough entire operational units within departments rather than individual employees; or stagger work hours within an operational unit on a reduced hours basis. The decision of the appointing officer to impose furloughs under this subsection, and the appointing officer's determination of what constitutes an operational unit, shall be final. Where, in the discretion of the appointing officer, furlough of an operational unit as prescribed above is not feasible, individual employees within an operational unit may be furloughed. To the extent practicable, furlough shall be equitably distributed among all of the employees in the affected department or operational unit to which the Projected Deficit Notice (PDN) has application; and, all of the employees in the affected class(es). In determining which employees to furlough, an appointing officer shall consider citywide seniority within a class as well as considering the operational needs of the department. In no event shall furlough be imposed upon an employee for more than four days in any three month period or ten days in any fiscal year. Voluntary time off not to exceed a total of five days per quarter or ten days per year, approved pursuant to this section, shall be credited toward the maximum number of furlough days which may be imposed pursuant to this provision. Employees placed on furlough pursuant to this section shall be notified in writing at least 15 calendar days in advance of the effective date for the furlough. The decision to furlough an individual employee within an operational unit shall be final except that an employee given notice of a furlough, which taken together with an employee's prior furloughs in the same fiscal year would exceed five working days within any six month period, may file an appeal. Such appeals must be in writing and filed within three calendar days of the date of the notice of furlough with the Human Resources Director with a copy to the appointing officer. Within three calendar days after receiving the appeal, the Department of Human Resources shall refer the written appeal and the appointing officer's written comments, if any, for determination to the Human Resources Director, the Mayor and the Controller, or their designees, who shall meet on no less than 24 hours public notice. The determination regarding the appeal shall be rendered within seven calendar days of the date of the appeal. This decision is final and shall not be reconsidered by the Civil Service Commission. The Human Resources Director shall notify the employee and the appointing officer of the decision prior to the effective date of the furlough.
Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.
Workload An employee who believes that her workload is unsafe or consistently excessive shall discuss the problem with her immediate supervisor. If the problem is not resolved in this discussion, the employee may seek a remedy by means of the grievance procedure. If the matter is not resolved in the grievance procedure, it may be referred to troubleshooter who shall: a) investigate the difference; b) define the issue in the difference; and c) make written recommendations to resolve the differences.
Employee Verification In accordance with Neb. Rev.
AT&T 9STATE shall be defined as the States of Alabama, Florida, Georgia, Kentucky, Louisiana, Mississippi, North Carolina, South Carolina and Tennessee.
Instructor Associated with the position of Instructor is a nominal workload of 195 hours per half-credit course. This nominal workload is normally made up of scheduled contact time with students and non-classroom time. The non-classroom time is made up of preparation of lectures, student consultation, marking or grading and course administration, including grade appeals and cases of academic dishonesty. In the case of a two-hour lecture per week, or the equivalent of a two-hour lecture per week, the incumbent shall also be responsible for the first hour of seminar in each course. Upon request by an Instructor, the Employer and the Instructor will review the workload for the course to ensure that assigned duties can be completed within the assigned workload of 195 nominal hours per half credit course (see Article 22.01 (a)). If it is determined that the work cannot be completed within the assigned time, the Employer may either 1) amend the contract to provide enough nominal hours to complete assigned duties; 2) provide additional resources (e.g. TAs, Course Coordinators, Marker-Graders, etc) to assist the member in completing the work within the assigned time; or 3) confirm the original workload assignment. In the case that the employer confirms the original workload assignment, the employee may request written instruction on how to complete the duties in the assigned time. If requested by the employee, the employer shall provide such written instruction.
Dist No. 1 of Snohomish, 554 U.S. 527 (2008).
JOB When a vacancy occurs in any job which is likely to remain open for over four work weeks (or such longer period as the parties may mutually agree) notice of such vacancy shall be posted within eighteen working days of the vacancy arising and shall remain posted for five working days on the bulletin board or boards provided on the premises for that purpose. The Company shall provide the Union with a copy of each vacancy posted. All notices of vacancies shall designate the classification of the job vacant The of pay shall be determined from the schedule of wages herein. The Company will provide the Union with the name and employee number of the persons who applied for the job. If an employee applies for a posting and is named the successful applicant, he will be required to accept the position. A probationary period of sixty calendar days shall apply to promotions. If no applications are made, the Company shall then be free to choose an employee who did not apply for such job and is willing to accept it. Where the senior employee has relatively equal ability and qualifications for the vacancy in relation to other applicants, he shall receive the promotion. For the purposes of this paragraph, the senior employee shall mean the employee with the most continuous length of service within the bargaining unit. When the senior employee does not have relatively equal ability and qualifications for the vacancy in relation to other applicants and a less senior employee is chosen, the Company will make its choice known to the Union before announcing name of the successful applicant. Should the Union wish to make representations to the Company concerning the Company’s choice, the Union must do so within five working days and the Union and the Company agree to meet to discuss the Company’s choice. If thereafter this question is unresolved, it may be made the subject of a grievance. Any employee who applied for the job and was not chosen may within five working days after the Successful applicant has been declared, register a protest to the Union in writing. In the event that the protest is brought to the Company’s attention, the Company agrees to discuss with the Union and the employee the question of the and qualifications with a view to improving the employee’s opportunity for future postings. If thereafter this question is unresolved, it may be made the subject of a grievance. Company agrees to offer job training opportunities for posted positions to interested full-time employees with s ability and qualification to warrant such . training. A job vacancy shall be deemed not to exist where the work available for the job is not sufficient to warrant it being filled. The Company agrees all employees within the bargaining unit will become and remain, as a condition of employment, members of the Union during the of this Agreement. The Company shah new employees to make application for membership in the Union at the time of their hiring. The Company shall collect membership initiation fees as may be established by Union and forward the application form and such fees to Union the regular monthly dues remittance. The Company agrees to deduct from the pay of each regular employee, as a condition of employment, such dues as may from time to time be set by the Union and to forward the amount so deducted to Secretary-Treasurer of the Union. The Company agrees to supply to the Union a report showing annual Union Dues accumulation for each employee. The Company further agrees to record the annual Union Dues Deductions for each employee on his form. The Company agrees to forward to the Union on a monthly basis, a complete alphabetical listing of all employees, including their home address, starting date, plant location, department and Social Insurance Number, separated in full-time and part-time. The Company to officers, so designated by the Union, from each Local and to grant them time off with pay as may be reasonably necessary to service any grievance or grievance. The Company also agrees to a committee comprised of representatives of employees, so designated by the Union, for the purposes of collective bargaining or with the Company. The Committee wig be afforded the necessary time o pay to attend such meetings with representatives of the Company. representatives of the Union shall be entitled to visit any department covered by this Agreement for the purposes of observing working conditions, interviewing members and employees and ensuring the terms of this Agreement are being implemented. The interviewing of an employee shall be permitted after the appropriate management representative has given his consent, which shall not be unreasonably withheld Any condition of employment or working conditions now in effect will remain in effect changed by collective bargaining. The Union may use the Warehouse bulletin boards for the posting of Union notices. All such notices must be approved by the Warehouse Manager before being posted on the bulletin boards.
Longevity Pay If an employee leaves State Classified employment and later is rehired, he/she shall receive no longevity pay. However, once such a rehired employee has been in pay status for five (5) years, all previous service time shall be credited for longevity pay. The only exception shall be for employees rehired who repay severance pay received. (See Article 22, Section Q.)
Drivers Any and all drivers who drive the Vehicles you are renting/leasing from us shall be duly licensed, trained and qualified to drive vehicles of this type. Although we may, from time to time, recommend certain qualified drivers with whom we are familiar, we do not supply drivers. You must supply and employ any driver who drives our Vehicles (even if the driver is the registered owner of the vehicle or owner of a company that owns the vehicle) and that driver shall be deemed to be your employee for all purposes and shall be covered as an additional insured on all of your applicable insurance policies.
