OCCUPATIONAL GROUPS Sample Clauses

OCCUPATIONAL GROUPS. Certified by Florida Public Employees Relations Commission Certification 487 as amended by PERC Order Number 89-282 October 2, 1989 All regular full-time and regular part-time employees, regardless of source of funding, employed by the Volusia County School Board in the following job classifications: Bus Operators Custodian Custodian/Shift Leader Head Custodian Ground Crew Security Guard Technician Warehouseman Food Service Manager Food Service Assistant Manager Food Service Assistant Food Service Intern Lunchroom Hostess ROTC Clerk Gasoline Terminal Attendant Deliveryman Truck-Driver, Heavy Equipment Operator Mechanic - Transportation Mechanic - Maintenance Mechanic's Helper - Maintenance Mechanic's Helper - Transportation Bus Aide Campus Advisor Mental Health Technician None, no high school diploma, or GED Must complete required annual CEUs per USDA Professional Standards regulation Salary per AFSCME salary schedule Upon obtaining their GED employee will be moved laterally to an assistant 2 pay scale.
Sample 1
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OCCUPATIONAL GROUPS. Table 4 presents estimated effects of return migration on the labor market, where these estimates group the data by occupations. Thus, each worker’s wage and employment is a function of the proportion of return migrants in his region that have the same occupation. The first column of Table 4 presents regressions that include all occupations, while the next four columns present estimates of specific occupational groups: clerks and salesmen (column 2), farm workers (column 3), skilled laborers in construction and manufacturing (column 4), and unskilled laborers in construction and manufacturing (column 5). I do not present results for managers, teachers and engineers (the most skilled occupational group) because these estimated effects were consistently insignificant. As was the case in Tables 2 and 3, the basic results from this table imply that return migration has a positive effect on wages but a negative effect on employment. The findings are not as consistent as those from table 2 and 3. Of the ten OLS models estimated for the wage equation, only four had even marginal significance. For farm workers (column 3) and unskilled laborers (column 4), return migration tends to increase wages, but this is not necessarily true for any other occupation. The IV estimates in the wage equation are extremely unstable, which can be seen by the large standard errors reported. Therefore, there is very little confidence in the appropriateness of IV in these particular equations. The negative effect of migration on employment is considerably more consistent than the positive effect on wages. In the OLS estimates, the models both with and without district fixed effects show that the effect of migration in the full samples (column 1) was negative and significant. When separating the sample into specific occupations (columns 2-5) the effects are less consistent. For both clerks (column 2) and farm workers (column 3) the effect on employment is negative and significant, but only when not including district fixed effects. For unskilled laborers, the negative effect less sensitive to model specification. In the employment models using IV, there appears to be some estimation problems, as the standard errors get much larger in these equations. The negative effect of migration on employment shows up in these estimates for both the full sample model with and without district fixed effects, but the standard errors are ten times what they were in the OLS specification. Likewise, in o...
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OCCUPATIONAL GROUPS. Certified by Florida Public Employees Relations Commission Certification 487 as amended by PERC Order Number 89-282 October 2, 1989 All regular full-time and regular part-time employees, regardless of source of funding, employed by the Volusia County School Board in the following job classifications: Bus Operators Custodian Custodian/Shift Leader Head Custodian Ground Crew Security Guard Technician Warehouseman Food Service Manager Food Service Assistant Manager Food Service Assistant Food Service Intern Lunchroom Hostess ROTC Clerk Gasoline Terminal Attendant Deliveryman Truck-Driver, Heavy Equipment Operator Mechanic - Transportation Mechanic - Maintenance Mechanic's Helper - Maintenance Mechanic's Helper - Transportation Bus Aide Campus Advisor Mental Health Technician Please do not rely on these salary schedules for the most current salary schedule, please visit the school district’s human resources department at Please do not rely on these salary schedules for the most current salary schedule, please visit the school district’s human resources department at None, no high school diploma or GED, but must enroll in program prior to completion of probationary period Must complete Foundations class during first year of employment Salary as per AFSCME salary schedule High school diploma or GED Must complete Foundations class during first year of employment Six and one half percent pay increase above Assistant 1 level upon attainment of diploma or GED; salary as per AFSCME salary schedule High school diploma or GED, 1 year’s successful employment with Volusia County School Way Café Satisfactory score on district administered math test Successful completion of one of the two 12-week district-taught training courses
Sample 1
OCCUPATIONAL GROUPS. Certified by Florida Public Employees Relations Commission Certification 487 as amended by PERC Order Number 89-282 October 2, 1989 All regular full-time and regular part-time employees, regardless of source of funding, employed by the Volusia County School Board in the following job classifications: Bus Operators Custodian Custodian/Shift Leader Head Custodian Ground Crew Security Guard Technician Warehouseman Food Service Manager Food Service Assistant Manager Food Service Assistant Food Service Intern Lunchroom Hostess ROTC Clerk Gasoline Terminal Attendant Deliveryman Truck-Driver, Heavy Equipment Operator Mechanic - Transportation Mechanic - Maintenance Mechanic's Helper - Maintenance Mechanic's Helper - Transportation Bus Aide Campus Advisor Mental Health Technician 1 11.74 14.50 12.54 14.23 15.84 18.47 13.46 12.80 11.50 11.50 2 11.95 14.76 12.77 14.48 16.12 18.82 13.70 13.02 11.50 11.68 3 12.16 15.03 12.99 14.74 16.41 19.16 13.94 13.25 11.50 11.89 4 12.37 15.30 13.22 15.01 16.72 19.51 14.19 13.49 11.55 12.09 5 12.58 15.57 13.46 15.28 17.02 19.87 14.44 13.73 11.75 12.30 6 12.81 15.86 13.69 15.55 17.33 20.23 14.70 13.97 11.96 12.52 7 13.04 16.14 13.94 15.83 17.65 20.61 14.97 14.23 12.17 12.74 8 13.26 16.43 14.19 16.12 17.96 20.99 15.23 14.48 12.38 12.96 9 13.51 16.73 14.44 16.41 18.30 21.39 15.51 14.73 12.60 13.19 10 13.74 17.03 14.70 16.71 18.63 21.78 15.79 15.01 12.82 13.43 11 13.98 17.35 14.97 17.01 18.98 22.19 16.07 15.27 13.05 13.67 12 14.24 17.66 15.23 17.33 19.32 22.60 16.36 15.54 13.28 13.91 13 14.49 17.98 15.50 17.64 19.69 23.02 16.67 15.83 13.52 14.15 14 14.75 18.32 15.79 17.96 20.04 23.46 16.96 16.11 13.76 14.41 15 15.02 18.65 16.07 18.29 20.42 23.89 17.28 16.40 14.00 14.67 16 15.29 19.00 16.36 18.62 20.79 24.34 17.59 16.71 14.25 14.94 17 15.56 19.34 16.66 18.97 21.18 24.79 17.91 17.01 14.51 15.20 18 15.85 19.71 16.96 19.32 21.57 25.26 18.24 17.32 14.76 15.47 19 16.13 20.06 17.28 19.68 21.98 25.74 18.57 17.63 15.03 15.76 20 16.42 20.44 17.59 20.04 22.38 26.22 18.92 17.95 15.30 16.04 21 16.72 20.81 17.91 20.41 22.81 26.72 19.26 18.29 15.57 16.33 22 17.02 21.21 18.24 20.79 23.23 27.23 19.62 18.62 15.86 16.63 23 17.34 21.59 18.57 21.18 23.67 27.74 19.98 18.97 16.14 16.93 24 17.65 22.00 18.92 21.57 24.10 28.26 20.36 19.31 16.43 17.23 25 17.97 22.41 19.26 21.97 24.56 28.80 20.73 19.67 16.74 17.55 26 18.31 22.83 19.62 22.38 25.02 29.34 21.12 20.03 17.04 17.87 27 18.64 23.25 19.98 22.80 25.49 29.90 21.51 20.41 17.36 18.20 28 18.99 23.69 20.36 23.2...
Sample 1
OCCUPATIONAL GROUPS. Certified by Florida Public Employees Relations Commission Certification 487 as amended by PERC Order Number 89-282 October 2, 1989
Sample 1
OCCUPATIONAL GROUPS. Because of the close relationship existing among certain job classifications, they have been brought together for seniority purposes into the following occupational groups: 1. Animal Care Specialist Group Leader; Animal Care Specialist 2. Equipment Operator, Heavy; Grounds Specialist 3. Laborer Group Leader; Janitor Group Leader; Laborer, Installations; Laborer; Janitor 4. Lead Communications Specialist; Communications Specialist 5. Lead Control Analyst; Control Analyst 6. Maintenance Mechanic I; Maintenance Mechanic II; Maintenance Trainee 7. Waste Management Mechanic; Waste Management Mechanic Trainee 8. Stationary Engineer; Auxiliary Equipment Operator; Utilities Laborer* 9. Shipping Specialist; Group Leader, Receiving; Group Leader, Central Stores; Storekeeper**; Stock Handler**; Material Handling Specialist** 10. Waste/Water Treatment Operator * The job title “Utilities Laborer” became a separate job classification in the collective bargaining agreement effective June 4, 1985. For seniority purposes, however, it remained in Occupational Group No. 3. Effective with the contract dated June 6, 1987, the “Utilities Laborer” job classification was moved to Occupational Group No. 8 for seniority purposes. Seniority in that classification will include all time any employee was classified as a Utilities Laborer, beginning on June 4, 1985, or later. Thereafter, seniority in the Utilities Laborer job classification will be governed in accordance with applicable terms under Article VIII of the collective bargaining agreement. **Effective June 17, 2002 the Material Handling Specialist job classification shall become effective and the job classification of Stock Handler and Storekeeper shall be deleted.
Sample 1
OCCUPATIONAL GROUPS. Assemblers
Sample 1
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Related to OCCUPATIONAL GROUPS

  • Professional Growth The Superintendent shall devote the Superintendent’s time, attention, and energy to the direction, administration, and supervision of the District. The Board, however, encourages the continued professional growth of the Superintendent through the Superintendent’s active attendance at and participation in appropriate professional meetings at the local, regional, state and national levels. The Board shall encourage the use of data and information sources, and shall encourage the participation of the Superintendent in pertinent education seminars and courses offered by public or private institutions or by educational associations, as well as the participation in informational meetings with those individuals whose particular skills, expertise, or backgrounds would serve to improve the capacity of the Superintendent to perform the Superintendent’s professional responsibilities for the District. In its encouragement of the Superintendent to grow professionally, the Board shall permit a reasonable amount of release time for the Superintendent as the Superintendent and the Board deem appropriate, to attend such seminars, courses or meetings. The District does hereby agree to provide in the District’s budget during the term of this Contract for the benefit of the Superintendent, a professional development budget per contract year to be used for registration, travel, meals, lodging, and other related expenses. The District shall pay the Superintendent’s membership dues to the American Association of School Administrators, the Texas Association of School Administrators, and the Texas Association of Suburban/Mid-Urban Schools, as well as other memberships necessary to maintain and improve the Superintendent’s professional skills.

  • OCCUPATIONAL HEALTH & SAFETY (a) It is a mutual interest of the parties to promote health and safety in workplaces and to prevent and reduce the occurrence of workplace injuries and occupational diseases. The parties agree that health and safety is of the utmost importance and agree to promote health and safety and wellness throughout the organization. The employer shall provide orientation and training in health and safety to new and current employees on an ongoing basis, and employees shall attend required health and safety training sessions. Accordingly, the parties fully endorse the responsibilities of employer and employee under the Occupational Health and Safety Act, making particular reference to the following:

  • Health Care Operations “Health Care Operations” shall have the same meaning as the term “health care operations” in 45 CFR §164.501.

  • Minority and Women’s Business Enterprises Compliance Award of this Contract was based, in part, on the Minority and/or Women’s Business Enterprise (“MBE” and/or “WBE”) participation plan as detailed in the Minority and Women’s Business Enterprises Subcontractor Commitment Form, commonly referred to as “Attachment A” in the procurement documentation and incorporated by reference herein. Therefore, any changes to this information during the Contract term must be approved by MWBE Compliance and may require an amendment. It is the State’s expectation that the Contractor will meet the subcontractor commitments during the Contract term. The following MBE/WBE Division (“Division”) certified MBE and/or WBE subcontractors will be participating in this Contract: [Add additional MBEs and WBEs using the same format.] MBE or WBE COMPANY NAME PHONE EMAIL OF CONTACT PERSON PERCENT A copy of each subcontractor agreement must be submitted to the Division within thirty (30) days of the effective date of this Contract. The subcontractor agreements may be uploaded into Pay Audit (Indiana’s subcontractor payment auditing system), emailed to XXXXXxxxxxxxxx@xxxx.XX.xxx, or mailed to MWBE Compliance, 000 X. Xxxxxxxxxx Street, Indianapolis IN 46204. Failure to provide a copy of any subcontractor agreement may be deemed a violation of the rules governing MBE/WBE procurement and may result in sanctions allowable under 25 IAC 5-7-8. Requests for changes must be submitted to XXXXXxxxxxxxxx@xxxx.XX.xxx for review and approval before changing the participation plan submitted in connection with this Contract. The Contractor shall report payments made to Division certified subcontractors under this Contract on a monthly basis using Pay Audit. The Contractor shall notify subcontractors that they must confirm payments received from the Contractor in Pay Audit. The Pay Audit system can be accessed on the IDOA webpage at: xxx.xx.xxx/xxxx/xxxx/xxxxxxxx.xxx. The Contractor may also be required to report Division certified subcontractor payments directly to the Division, as reasonably requested and in the format required by the Division. The Contractor’s failure to comply with the provisions in this clause may be considered a material breach of the Contract.

  • Fish and Wildlife Service 2002c. Colorado pikeminnow (Ptychocheilus lucius) recovery goals: amendment and supplement to the Colorado Squawfish Recovery Plan.

  • Health Overcoming or managing one’s disease(s) as well as living in a physically and emotionally healthy way;

  • OCCUPATIONAL SAFETY AND HEALTH A. Consultant will perform the Services in compliance with the most current versions of all laws, standards, rules, and regulations of the Occupational Safety and Health Act, and all state and federal laws and regulations relating to safety and health standards. Consultant shall perform the Services in compliance with, will furnish only supplies, articles, and equipment that comply with such laws, standards, and regulations. B. Consultant shall immediately notify Valley Water in the event of any personal injury accident or occurrence occurring during the performance of the Services. Upon Valley Water’s request, Consultant shall provide Valley Water with documentation fully describing the accident and injury and the actions implemented to prevent similar occurrences.

  • Disabled Veteran Business Enterprises This section is applicable if Contractor received a disabled veteran business enterprise (“DVBE”) incentive in connection with this Agreement. Contractor’s failure to meet the DVBE commitment set forth in its bid or proposal constitutes a breach of the Agreement. If Contractor used DVBE subcontractor(s) in connection with this Agreement: (i) Contractor must use the DVBE subcontractors identified in its bid or proposal, unless the Judicial Council approves in writing replacement by another DVBE subcontractor in accordance with the terms of this Agreement; and (ii) Contractor must within sixty (60) days of receiving final payment under this Agreement certify in a report to the Judicial Council: (1) the total amount of money Contractor received under the Agreement; (2) the name and address of each DVBE subcontractor to which Contractor subcontracted work in connection with the Agreement; (3) the amount each DVBE subcontractor received from Contractor in connection with the Agreement; and (4) that all payments under the Agreement have been made to the applicable DVBE subcontractors. A person or entity that knowingly provides false information shall be subject to a civil penalty for each violation.

  • Occupational Safety and Health Acts Contractor(s) who perform any work under this contract shall fully comply with the provisions of the Federal Occupational Safety and Health Act of 1970 and any amendments thereto and regulations pursuant to the act. Any Contractor who fails to do so may be terminated for cause as set forth below.

  • OCCUPATIONAL HEALTH AND SAFETY 34.01 The parties recognize the need for a safe and healthy workplace. The Employer shall be responsible for providing safe and healthy working conditions. The Employer and Employees will take all reasonable steps to eliminate, reduce or minimize all workplace safety hazards. Occupational health and safety education, training and instruction provided by the Employer, shall be paid at the Basic Rate of Pay, to fulfill the requirements for training, instruction or education set out in the Occupational Health and Safety Act, Regulation or Code. (a) There shall be an Occupational Health and Safety Committee (Committee), which shall be composed of representatives of the Employer and representatives of the Local and may include others representing recognized functional bargaining units. This Committee shall meet once a month, and in addition shall meet within 10 days of receiving a written complaint regarding occupational health or safety. An Employee shall be paid the Employee’s Basic Rate of Pay for attendance at Committee meetings. A request to establish separate committees for each site or grouping of sites shall not be unreasonably denied. The Employer shall provide training at no cost to all Employees on the Committee to assist them in performing their duties on the Committee. Training shall be paid at the Employee’s Basic Rate of Pay. (b) Minutes of each meeting shall be taken and shall be approved by the Employer, the Local, and other bargaining groups, referred to in (a), prior to circulation. (c) The purpose of the Committee is to consider such matters as occupational health and safety and the Local may make recommendations to the Employer in that regard. (d) If an issue arises regarding occupational health or safety, the Employee or the Local shall first seek to resolve the issue through discussion with the applicable immediate supervisor in an excluded management position. If the issue is not resolved satisfactorily, it may then be forwarded in writing to the Committee. (e) The Committee shall also consider measures necessary to ensure the security of each Employee on the Employer’s premises and the Local may make recommendations to the Employer in that regard. (f) (i) Should an issue not be resolved by the Committee, the issue shall be referred to the Chief Executive Officer (CEO). A resolution meeting between the Local and the CEO, or designate(s), shall take place within 21 calendar days of the issue being referred to the CEO. The CEO or designate(s) shall reply in writing to the Local within seven (7) calendar days of the resolution meeting.

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