Movement Between Positions Sample Clauses

Movement Between Positions. Applicable to all bargaining units except the Research Technologist and Research Technologist Supervisor bargaining units a. Movement between positions will comply with the following: Local 925 to Local 925 - During the first six (6) weeks of a new appointment employees who transfer, promote or voluntarily demote within a Local 925 bargaining unit may opt to return to the position they left as long as it is still available; or employees who do not meet supervisory expectations may be reassigned to the previous position. For employees who transfer or voluntarily demote, if the former position is no longer available, the employee may be reassigned in the same classification or be placed on the rehire list. Promotional employees have preemptive rights to their former position, if the position still exists even if it has been filled. Paid or unpaid leave taken during the six (6) week trial service period shall extend the length of the trial service period by the amount of paid or unpaid leave taken. Non-Local 925 Classified to Local 925 –Employees who transfer, promote, or voluntarily demote from a UW non-Local 925 classified position to a Local 925 position will be granted a six (6) week leave of absence without pay for the purpose of serving a six (6) week trial period. During the first six (6) weeks of the new appointment either the employee or the supervisor may end the appointment by providing notice to the employing official. The employee will be returned to the same position or a comparable position in the same class. This notice must be given prior to the end of the six (6) week trial period. For a brief time following the expiration of the six (6) week period, due to operational necessity, the employer may retain the employee in the position. Paid or unpaid leave taken during the six week trial service period shall extend the length of the trial service period by the amount of paid or unpaid leave taken. The six (6) week leave of absence period will not be extended. Local 925 to Non-Local 925 Classified – Local 925 employees who accept a non- Local 925 classified appointment at the UW will be granted a six (6) week leave of absence without pay from the Local 925 position. Employees who accept a non- Local 925 classified position will serve a probationary period in accordance with the rules governing that non-Local 925 classified position. During the first six (6) weeks of the new appointment, either the employee or the supervisor may end the new appoi...
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Movement Between Positions. 4.01 For purposes of the Letter of Intent job posting procedure, all movement between “Technician” positions shall be considered to be lateral moves. An employee engaged in the Regular position of “Technician” and appointed to a further “Technician” position shall retain his/her existing wage rate and increment date. 4.02 With the exception of moves into, out of, and within the Northern Region as provided for below, a Technician, making application to a vacant “Technician” position in another Headquarters, shall assume all expenses associated with any resulting relocation. 4.03 The Company shall assume any relocation costs in accordance with Corporate Policy 202.11 in instances where: 4.04 A minimum commitment of thirty-six (36) months service within the Region will be required of any employee appointed to a Northern Region vacancy via the Letter of Intent procedure before that employee may be considered for a lateral move out of the Region. If, during his/her Northern Region service, such employee applies and is appointed to a further Northern Region vacancy, (with the exception of Garden Hill/Island Lake, Churchill, Norway House), this commitment shall be renewed for an additional twenty-four (24) months from the date of that appointment.
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Movement Between Positions. 4.01 For purposes of the Letter of Intent job posting procedure, all movement between “Technician” positions (Technician 1, 2 or 3), shall be considered to be lateral moves. An employee engaged in the Regular position of “Technician” and appointed to a further “Technician” position through this process shall retain his/her existing wage rate and increment date. 4.02 With the exception of moves into, out of, and within the Northern Region as provided for below, a Technician (1, 2 or 3), making application to a vacant “Technician” position in another Headquarters, shall assume all expenses associated with any resulting relocation. 4.03 The Company shall assume any relocation costs in accordance with Corporate Policy 202.11 in instances where: 4.04 A minimum commitment of thirty-six (36) months service within the Region will be required of any employee appointed to a Northern Region vacancy via the Letter of Intent procedure before that employee may be considered for a lateral move out of the Region. If, during his/her Northern Region service, such employee applies and is appointed to a further Northern Region vacancy, (with the exception of Garden Hill/Island Lake, Churchill, Norway House), this commitment shall be renewed for an additional twenty-four (24) months from the date of that appointment.
Sample 1
Movement Between Positions. Employees who promote, transfer, or voluntarily demote into positions covered by this agreement, shall serve a Trial Service Period. Paid or unpaid leave taken during the four (4) month Trial Service Period shall extend the length of the Trial Service Period on a day-for-a- day basis for any day(s) that the employee takes paid time off, unpaid time off, or shared leave, except for time off taken for military service. Either the Employer or the employee may end the appointment by providing notice. During the first month of the Trial Service Period, employees have preemptive rights to their former position. After the first month but during remainder of trial service, employees who are not staying in the new position shall have the option to revert to their former position if it is still vacant or be placed on the rehire list.
Sample 1
Movement Between Positions. In the event an employee moves from an Assistant Teacher position to a Teacher position, the employee shall be entitled to longevity credit as described above in Paragraph A for prior service completed as an Assistant Teacher.
Sample 1
Movement Between Positions. Applicable to all bargaining units except the Research Technologist and Research Technologist Supervisor bargaining units a. Movement between positions will comply with the following: Local 925 to Local 925 - During the first six (6) weeks of a new appointment employees who transfer, promote or voluntarily demote within a Local 925 bargaining unit may opt to return to the position they left as long as it is still available; or employees who do not meet supervisory expectations may be reassigned to the previous position. For employees who transfer or voluntarily demote, if the former position is no longer available, the employee may be reassigned in the same classification or be placed on the rehire list. Promotional employees have preemptive rights to their former position, if the position still exists even if it has been filled. Paid or unpaid leave taken during the six (6) week trial service period shall extend the length of the trial service period by the amount of paid or unpaid leave taken.
Sample 1

Related to Movement Between Positions

  • Open Positions In order to ensure that all interested employees are advised of employment opportunities, notice of job vacancies for regular full or part time positions will be sent to the Union, and job announcements will be posted on designated bulletin boards in the office. In addition, information about all job vacancies will be available to employees by calling the office and in pay envelopes. All regular full or part time vacancies will be posted and filled in accordance with this Agreement. Postings will include position requirements, minimum qualifications, substitute and preferred qualifications (if any) and base rate of pay.

  • Rest Between Shifts Article 7.10 of the Agreement applies in its entirety, except that the length of the rest period shall be eight (8) hours rather than eleven (11) hours, and beginning September 1, 2020, shall be ten (10) hours, rather than twelve (12) hours.

  • Minimum Break between Shifts (a) Where it is necessary to work extended overtime, it is agreed that no Employee shall resume or continue to work without having had ten consecutive hours off duty between the termination of the overtime and the commencement of the Employee’s ordinary work on the next day or shift. (b) In the event that an Employee agrees to a request from site management to resume or continue to work without having had ten consecutive hours off duty, the Employee shall be paid at double ordinary time rates until the Employee is released from duty for such period.

  • Disputes between a Contracting Party and an Investor (1) Any dispute which may arise between an investor of one Contracting Party and the other Contracting Party in connection with an investment on the territory of that other Contracting Party shall be subject to negotiations between the parties in dispute. (2) If any dispute between an investor of one Contracting Party and the other Contracting Party continues to exist after a period of three months, investor shall be entitled to submit the case either to: (a) The International Centre for Settlement of Investment Disputes having regard to the applicable provisions of the Convention on the Settlement of Investment Disputes between States and Nationals of other States opened for signature at Washington D.C. on 18 March 1965, or in case both Contracting Parties have not become parties to this Convention, (b) An arbitrator or international ad hoc arb1 tral tribunal established under the Arbitration Rules of the United Nations Commission on International Trade Law. The parties to the dispute may agree in writing to modify these Rules. The arbitral awards shall be final and binding on both Parties to the dispute.Arbitration Rules of the United Nations Commission on International Trade Law. The parties to the dispute may agree in writing to modify these Rules. The arbitral awards shall be final and binding on both Parties to the dispute.

  • 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

  • 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 they meet 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.

  • Settlement of Disputes between an Investor and a Contracting Party (1) Any dispute between an investor of one Contracting Party and the other Contracting Party in relation to an investment of the former under this Agreement shall, as far as possible, be settled amicably through negotiations between the parties to the dispute. (2) Any such dispute which has not been amicably settled within a period of six months may, if both Parties agree, be submitted: (a) For resolution, in accordance with the law of the Contracting Party which has admitted the investment to that Contracting Party's competent judicial, arbitral or administrative bodies; or (b) To International conciliation under the Conciliation Rules of the United Nations Commission on International Trade Law. (3) Should the Parties fail to agree on a dispute settlement procedure provided under paragraph (2) of this Article or where a dispute is referred to conciliation but conciliation proceedings are terminated other than by signing of a settlement agreement, the dispute may be referred to Arbitration. The Arbitration procedure shall be as follows: (a) If the Contracting Party of the Investor and the other Contracting Party are both parties to the convention on the Settlement of Investment Disputes between States and nationals of other States, 1965 and the investor consents in writing to submit the dispute to the International Centre for the Settlement of Investment Disputes such a dispute shall be referred to the Centre; or (b) If both parties to the dispute so agree, under the Additional Facility for the Administration of Conciliation, Arbitration and Fact-Finding proceedings; or (c) To an ad hoc arbitral tribunal by either party to the dispute in accordance with the Arbitration Rules of the United Nations Commission on International Trade Law, 1976, subject to the following modifications: The appointing authority under Article 7 of the Rules shall be the President, the Vice-President or the next senior Judge of the International Court of Justice, who is not a national of either Contracting Party. The third arbitrator shall not be a national of either Contracting party. The parties shall appoint their respective arbitrators within two months. The arbitral award shall be made in accordance with the provisions of this Agreement and shall be binding for the parties in dispute. The arbitral tribunal shall state the basis of its decision and give reasons upon the request of either party. (i) The appointing authority under Article 7 of the Rules shall be the President, the Vice-President or the next senior Judge of the International Court of Justice, who is not a national of either Contracting Party. The third arbitrator shall not be a national of either Contracting party. (ii) The parties shall appoint their respective arbitrators within two months. (iii) The arbitral award shall be made in accordance with the provisions of this Agreement and shall be binding for the parties in dispute. (iv) The arbitral tribunal shall state the basis of its decision and give reasons upon the request of either party.

  • Imbalances The parties hereto recognize that with respect to Section 2.01, on any Day, receipts of gas by Union and deliveries of gas by Union may not always be exactly equal, but each party shall cooperate with the other in order to balance as nearly as possible the quantities transacted on a daily basis, and any imbalances arising shall be allocated to the Facilitating Agreements and shall be subject to the respective terms and charges contained therein, and shall be resolved in a timely manner.

  • CFR PART 200 Procurement of Recovered Materials A non-Federal entity that is a state agency or agency of a political subdivision of a state and its contractors must comply with section 6002 of the Solid Waste Disposal Act, as amended by the Resource Conservation and Recovery Act. The requirements of Section 6002 include procuring only items designated in guidelines of the Environmental Protection Agency (EPA) at 40 CFR part 247 that contain the highest percentage of recovered materials practicable, consistent with maintaining a satisfactory level of competition, where the purchase price of the item exceeds $10,000 or the value of the quantity acquired during the preceding fiscal year exceeded $10,000; procuring solid waste management services in a manner that maximizes energy and resource recovery; and establishing an affirmative procurement program for procurement of recovered materials identified in the EPA guidelines. Does vendor certify that it is in compliance with the Solid Waste Disposal Act as described above? Yes

  • Time Off Between Shifts Failure to provide the minimum number of hours between the commencement of an employee's scheduled shift and the commencement of such employee's next scheduled shift shall result in payment of one and one-half (1½) times the employee's regular straight time hourly rate for only those hours which reduce the minimum hour period. Where the minimum period is reduced as a result of an approved change of shift(s) requested by the employee(s), such premium payment shall not apply. The minimum number of hours for purposes of this Article shall be determined locally and will be set out in the Local Provisions Appendix.

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