Non-Tenured Employees Sample Clauses

Non-Tenured Employees. It is understood that a leave of absence for child rearing leave is not to be extended to a non-tenured employee beyond the end of the contract year in which the leave is obtained.
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Non-Tenured Employees. 1. The Board shall give to each non-tenured employee either of the following on or before the dates shown below in G.2. &.3: i.) A written offer of a contract for employment for the next succeeding year. ii.) A written notice that such employment shall not be offered.
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Non-Tenured Employees. The renewal of employment for non-tenured Faculty shall be for one school year. Contracts shall be issued subject to the provisions stated in Article XVI - Evaluation Procedures for Non-Tenured Employees.
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Non-Tenured Employees. Child-rearing leave shall be granted to non-tenured employees for the balance of the school year (concluding June 30) in which the child is born. The provisions of
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Non-Tenured Employees. During and after a non-tenured Employee's second year of 10 employment at the College, and prior to the date that such Employee acquires tenure, 11 non-continuance or termination of employment shall be only for just cause. If the cause is 12 questioned, the Federation may process the matter through the Grievance Procedure set 13 forth in Article IV of this Agreement, subject to and contingent upon the following: 14 (i) If the Employee was hired prior to July 1, 2014, arbitration under Step 5 of the 15 Grievance Procedure shall be advisory, and the decision of the arbitrator will not be 17 arbitrator, the Federation may appeal the matter to the Board of Trustees, or an 18 appropriate sub-committee of the Board, which shall hold a hearing on the appeal at 19 its next regularly scheduled meeting. The Chairman of the Board or her or his 20 designee shall reply in writing to the Federation within seven (7) days after the 21 Board’s next regularly scheduled meeting. The decision of the Board shall be final 22 and binding on the parties, and will be implemented immediately. 23 (ii) If the Employee was hired on or after July 1, 2014, arbitration under Step 5 of the 24 Grievance Procedure shall be the final and binding step for such Employees.
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Non-Tenured Employees. The Board need not grant or extend the leave of absence of any non-tenured employee beyond the end of the contract school year in which the leave is obtained.
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Non-Tenured Employees. At least once during each of the four (4) probationary years, one (1) written evaluation will be completed during the school term prior to February 1. The final summative evaluation shall include a recommendation for re-employment or for non-renewal.
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Non-Tenured Employees. A written annual evaluation report must be completed by the employee’s supervisor prior to statutory deadlines. This evaluation must be based upon evidence of job performance throughout the year. At least two (2) formative reports must be given to the employee during his/her first work year.
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Non-Tenured Employees 
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Related to Non-Tenured Employees

  • Newly Hired Employees All employees hired to an insurance eligible position must make their benefit elections by their initial effective date of coverage as defined in this Article, Section 5C. Insurance eligible employees will automatically be enrolled in basic life coverage. If employees eligible for a full Employer Contribution do not choose a health plan administrator and a primary care clinic by their initial effective date, and do not waive medical coverage, they will be enrolled in a Benefit Level Two clinic (or Level One, if available) that meets established access standards in the health plan with the largest number of Benefit Level One and Two clinics in the county of the employee’s residence at the beginning of the insurance year. If an employee does not choose a health plan administrator and primary care clinic by their initial effective date, but was previously covered as a dependent immediately prior to their initial effective date, they will be defaulted to the plan administrator and primary care clinic in which they were previously enrolled.

  • Rehired Employees Amounts forfeited upon termination of employment because of the failure to meet the applicable vesting requirements shall not be reinstated or re-credited if an individual is subsequently rehired or re-employed by the School Corporation. However, if the board shall have approved a leave of absence of not more than one (1) fiscal year for an employee, such period of leave shall not result in forfeiture provided the employee shall promptly return to employment following the expiration of the period of leave.

  • Retired Employees An employee who retires from University service, at age 55 with five (5) years of service, age 50 with fifteen (15) years of service or at any age with thirty (30) years of service, who is eligible to maintain participation in the UPlan, may indefinitely maintain medical and dental coverage with the University at his/her own expense. Medicare coverage is primary for retirees over 65, and for totally disabled employees who qualify for Medicare, and must coordinate with the UPlan Retiree Medical plan options. If retired or totally disabled employees elect not to continue coverage in the UPlan at the time they leave employment, they may not elect to do so at a later date. (see also Section 5E.)

  • Covered Employees Employees with rights under this Article include permanent status employees and exclude provisional employees, employees in their original probationary periods and other employees who do not have permanent status. Employees with limited status, including employees who voluntarily accept a promotion, transfer, or demotion from a permanent position to a limited service position are also excluded; however, an employee with limited status in a limited service position has rights under this article with three (3) or more years of prior service as a Permanent status classified employee or after three (3) consecutive years in one (1) or more limited service position(s), or any combination of three

  • Disabled Employees If an employee becomes disabled with the result that he is unable to carry out the regular functions of his position, the Hospital may establish a special classification and salary with the hope of providing an opportunity of continued employment.

  • Key Employees The Adviser is not aware that (i) any of its executives, key employees or significant group of employees plans to terminate employment with the Adviser or (ii) any such executive or key employee is subject to any noncompete, nondisclosure, confidentiality, employment, consulting or similar agreement that would be violated by either the Adviser’s present or proposed business activities, except, in each case, as would not reasonably be expected, individually or in the aggregate, to have an Adviser Material Adverse Effect.

  • Affected Employees 6.8(a) Affiliate............................................................................... 5.1(a)(iii) Agreement...............................................................................

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • TIME EMPLOYEES Part-time employee means an employee whose weekly scheduled hours of work on average are less than those established in Article 25 but not less than those prescribed in the Public Service Labour Relations Act.

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