NON-UNION PROMOTIONS Sample Clauses

NON-UNION PROMOTIONS. The person who receives a non-union promotion will lose no seniority rights or promotional rights within a five
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NON-UNION PROMOTIONS. The person who receives a non-union promotion will lose no seniority rights or promotional rights within a five (5) year period after the acceptance to this position. Within a five (5) year period, he may elect to return to his former rank and/or his elevated position if his seniority so warrants. If the employee is rejected by the Department Head within the five (5) year period, he shall return to the ranks in his former position or the position which may have been open to him during the five (5) year absence. After the five (5) year period, seniority credit for employees promoted to any position outside the bargaining unit shall be frozen and cease to accumulate. If a non-union employee is relieved of his position through demotion and/or other circumstances, only those employees who have not fulfilled age and/or service requirements for a full retirement may return to the ranks. The employee shall return to the rank allowed by his frozen seniority status and at the next opening or promotion within the department, he may exercise his bidding rights using only his bargaining unit seniority. Length of service in a non-union position shall not be considered. All other benefits such as vacations, longevity, etc., shall be based on the employee's length of service with the City of Trenton. The City shall have the right to place a qualified employee promoted to a non-bargaining unit position at any established pay grade step identified for that position. The following guideline for minimum placement is recognized based upon the employee's years of service with the City of Trenton: Years of Service Minimum Starting Level 6 to 10 years 11 to 19 years 20 or more years Step 2 Step 3 Step 4
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NON-UNION PROMOTIONS. Dear Xxxx: Any employee transferred or promoted out of the bargaining unit and returned back to the bargaining unit shall retain their seniority gained while the bargaining unit, so long as they are returned to the bargaining unit within three (3) months. After this period, they shall forfeit all seniority rights to the bargain- ing unit. Sincerely, SOUTHWIRE CANADA COMPANY Xxxx Executive Human Resources Dear Xxxx: Re: Continental Shift For purpose of clarity, reference to wage entitlement for hours not worked for persons on the continuous hour shift will be paid at the continental rate. Without limiting the foregoing this process relates to statutory holidays, bereavement, union leave, jury duty. Sincerely, SOUTHWIRE CANADA COMPANY Xxxx Executive Human Resources Re: Implementation of the Continuous hour shifts Dear Xxxx: The purpose is to implement these shifts in all affected groups by posting all positions in several steps. The Casting group would not follow the steps. All employees in the affected groups will have first choice to accept or refuse the positions in their groups as follows: The day shift position may be accepted by the cur- rent day shift employee in the group. The afternoon and midnight shift employees may accept either of the two off-shift positions. The second day shift position will be considered as a new position and will be posted plant wide. Employees in the continuous hour shift groups who accept an off-shift continuous hour shift position will have the right to apply for the second day shift position. Plant seniority will govern who is eligible for these positions. Employees in the affected groups who decline continuous hour shift positions will have super-seniority for all positions posted for their current shifts for the first move. All positions created as a result of the filling of the continuous hour shift positions will be posted. Employees in the continu- ous hour shift groups who decline continuous hour shift positions shall apply for an open position created by the filling of the vacant continuous hour shift positions. These employ- ees, upon accepting a posted position in a lower wage classifica- tion, exclusive of continuous hour shift openings will receive a portion of to be divided equally amongst all affected employees to a maximum of per employee. These employees will not have the right to apply for subsequent for the continuous hour shift for a period of months, with the exception of Group Leader positions. All su...
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Related to NON-UNION PROMOTIONS

  • Sales Promotions In addition to decreasing prices for the balance of the Contract term due to a change in market conditions, the Contractor may conduct sales promotions involving price reductions for a specified lesser period. The Contractor must submit documentation identifying the proposed: (1) starting and ending dates of the promotion, (2) commodities or contractual services involved, and (3) promotional prices compared to then-authorized prices.

  • Employer Union Relations 7.1 Representation at Meetings with the Employer No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. To implement this, the Union shall supply the Employer with the names of its officers and, similarly, the Employer shall supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

  • Special Promotions (a) We may offer Special Promotions to you, on particular terms.

  • Promotional Opportunities Each university shall promote upward mobility of employees by announcing opportunities as they occur. In all cases, it is the employee’s responsibility to make proper application for such positions. If an employee meets the minimum and special qualifications for a position, he/she will be considered.

  • Promotion Procedure The rate of pay of an employee promoted shall be established in the new pay range at the nearest step which exceeds the existing rate by at least five (5) percent, but shall not exceed the maximum of that pay range except that whenever the rate of pay prior to promotion is above the maximum of the pay range established for the position to which the employee is being promoted, the present rate shall be retained.

  • Joint Labor/Management Committees Purpose and Membership. Joint Labor/Management Committees are established to provide a forum for communications and problem-solving between the two parties and to deal with matters of a general personnel Union/Employer concern, as well as professional practices within the hospital related to patient care and professional issues. The Committees will work toward the improvement of patient care and recommend ways and means to improve patient care; and will address problems and concerns related to staffing and workloads. The Committees’ function will be limited to an advisory capacity and shall not include any decision making or collective bargaining authority. Committee memberships:

  • Health Promotion Effective January 1, 2014, the Employer shall provide a voluntary employee incentive program that offers taxable cash payments not to exceed $300 per employee per calendar year to employees who participate in health promotion activities and programs offered by the Employer. The Employer shall establish the specifics of the programs through the Health Benefit Committee. This provision shall expire on June 30, 2015 unless mutually agreed otherwise by the parties. All approved vendors contracted with the health plan administrator shall be permitted to provide services on state premises for employees.

  • Investment Promotion 1. Each Contracting Party shall promote investments in its territory by investors of the other Contracting Party and admit such investments in accordance with its legislation.

  • Investment Promotion and Protection 1. Bearing in mind the respective powers and competences of the Community and the Member States, cooperation shall aim to establish a favourable climate for private investment, both domestic and foreign, especially through better conditions for investment protection, the transfer of capital and the exchange of information on investment opportunities.

  • JOINT LABOR MANAGEMENT COMMITTEE In order to encourage open communication, promote harmonious labor relations, and resolve matters of mutual concern, the parties agree to create a joint labor- management committee. The committee will be governed by the following principles:

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