Order of Re-Employment Sample Clauses

Order of Re-Employment. Permanent a) Permanent Full-time employees, who elect to go on layoff under 02 a) ii), who have exercised their bumping rights to positions with a lower maximum hourly rate of pay, who have been unable to bump under Article 10.03, or who have been placed on the re- employment list in accordance with Article 21.04, or who have been placed on the re-employment list as outlined in other articles of this agreement, shall be ranked in order of union seniority. Employees placed on the re-employment list under Article 21.06 c) shall be re-employed as outlined below, only after all other employees on the re-employment list have been reviewed in accordance with 10.06 c) . b) There shall be an onus on an employee whose name is placed on the re-employment list to identify in writing to the Public Service Commission and his administrative head, any classification level/occupation, pay, geographic or other restriction(s) he wishes to place on his re-employment rights. An employee on the re-employment list due to layoff shall be entitled to reject three (3) callbacks and then shall have his name removed from the re-employment list and lose eligibility for severance pay. Employees on the re-employment list for any other reasons, who refuse to accept an offer of employment under conditions previously indicated as acceptable, shall have their name removed from the re-employment list. c) The senior employee on the re-employment list shall have the right, prior to the application of Article 9. 02 a) to re-employment in a vacancy under the following conditions: i) Action to fill the vacancy is initiated by management; ii) The vacancy is in a classification level/occupation in the Union Local the employee belonged to immediately prior to the employee being placed on the re-employment list. iii) The classification level/occupation is at the same, or a lower pay level, as was the employee’s classification level/occupation immediately prior to the employee being placed on the re-employment list. iv) The employee is qualified for the vacancy. d) An employee who, while on the re-employment list, takes a lower paid position will have his name remain on the re-employment list for the last position in which he held permanent status for the balance of the three (3) year period. e) An employee who is placed on the re-employment list shall be eligible to remain on the list for a period of three (3) years unless his name is removed from the list by the application of other Articles of thi...
Sample 1
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Order of Re-Employment. Subsequent to the lay-off, if ECRA determines that vacancies exist in teaching or service fields, contract offers shall be made to individuals on the appropriate ECRA Re-employment List (for the specified teaching or service field) as follows: a. Individuals who were permanent employees shall be made offers of re- employment first, followed by Probationary 5, then Probationary 4, then Probationary 3, then Probationary 2, and finally Probationary 1 employees. Within each status the individual(s) with the earliest seniority date shall be made offers of re-employment first except that, as between individuals who have the same seniority date, they shall be re-employed in the inverse order of their termination; b. If an offer of re-employment is not accepted, the individual's name shall be removed from the ECRA Re-employment List; c. Individuals re-employed from the Re-employment List shall be placed in the status to which they would have been entitled but for the termination, provided however, that time spent on said List shall not be counted toward eligibility for permanent status; they shall have restored their initial seniority dates as defined herein.
Sample 1
Order of Re-Employment a) Permanent employees, who elect to go on layoff under 10.02 a) ii), who have exercised their bumping rights to lower paid positions, who have been unable to bump under Article 10.03, or who have been placed on the re-employment list in accordance with Article 18.04, or who have been placed on the re-employment list as outlined in other articles of this agreement, shall be ranked in order of union seniority. Employees placed on the re-employment list under Article
Sample 1

Related to Order of Re-Employment

  • Re-employment An employee who resigns their position and within 90 days is re-employed, will be granted a leave of absence without pay covering those days absent and will retain all previous rights in relation to seniority and benefits subject to any benefit plan eligibility requirements.

  • Probationary Employment All employees will initially be engaged on a three month probationary period on a Grade as nominated by the employer with monthly reviews during which time the employee's suitability for continued employment will be assessed. During this period the employer undertakes to provide monthly feedback to the employee in terms of the employee's progress. At the end of this three month period or before at the discretion of the employer should performance not be satisfactory the employee's services will be terminated by giving one (1) days notice. Should the employee choose to resign one (1) weeks notice must be provided to the employer. This period can be extended with the mutual agreement of both the employer and employee prior to completion of the probationary period. Upon satisfactory completion of the probationary period, the employee's position will be confirmed in writing

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Grantee Employment Nothing contained in this Agreement, and no action of the Company or the Committee with respect hereto, shall confer or be construed to confer on the Grantee any right to continue in the employ of the Company or any of its Subsidiaries or interfere in any way with the right of the Company or any employing Subsidiary to terminate the Grantee's employment at any time, with or without cause; subject, however, to the provisions of any employment agreement between the Grantee and the Company or any Subsidiary.

  • Part-Time Employment Monthly compensation for part-time employment will be pro-rated based on the ratio of hours worked to hours required for full-time employment. In the alternative, part-time employees may be paid the appropriate hourly rate for all hours worked.

  • Pre-Employment Testing Nothing in this Contract shall limit the right of the City to conduct any tests it may deem appropriate for persons seeking employment prior to their date of hire. The parties agree that the Lodge has no role or responsibility with regard to any such pre-employment testing.

  • Supported Employment Natural Supports

  • Equal Employment During the performance of this Agreement or any related Work Order, the CONSULTANT shall: A. Not discriminate against any employee or applicant for employment because of race, color, religion, age, sex, handicap, or national origin. The CONSULTANT shall take affirmative action to ensure that applicants are employed and that employees are treated during employment without regard to their race, color, religion, age, sex, handicap, or national origin. Such action shall include, but not be limited to the following: Employment, upgrading, demotion, or transfer; recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship. The CONSULTANT shall post in conspicuous places, available to employees and applicants for employment, notices to be provided setting forth the provisions of this nondiscrimination clause. B. In all solicitations or advertisements for employees placed by or on behalf of the CONSULTANT, it must state that all qualified applicants will receive considerations for employment without regard to race, color, religion, age, sex, handicap, or national origin.

  • NON-DISCRIMINATION IN HIRING AND EMPLOYMENT Competitive Supplier agrees to conduct its operations and activities under this ESA in accordance with all applicable state and federal laws regarding non-discrimination in hiring and employment of employees.

  • Casual Employment 24.1 A casual Employee is an Employee employed on an occasional basis and whose work pattern is not regular and systematic. When a person is engaged on a casual basis, they will be supplied in writing that the engagement is to be as a casual, the job to be performed, the classification level, the actual or likely length of engagement including number of hours to be worked per week, and the relevant rate of pay. 24.2 A casual Employee shall be entitled to all of the applicable rates and conditions of employment prescribed by this Agreement except annual leave, personal leave, and payment for public holidays on which no work is performed. A casual Employee is entitled to unpaid bereavement leave, domestic violence leave and unpaid career’s leave. 24.3 Except on Saturdays and Sundays, on each occasion a casual Employee is required to attend work, the Employee shall be entitled to payment for a minimum of eight (8) hours work (with 0.8 of an hour on each of these days accruing toward an RDO) plus the relevant fares and travel allowance prescribed by clause 0 below. On Saturdays and Sundays, a casual Employee is entitled to payment for a minimum of four (4) hours, plus the relevant fares and travel allowance prescribed by clause 0 below. 24.4 A casual Employee for working ordinary time shall be paid 125% of the hourly rate prescribed in APPENDIX 1 for the Employee's classification. 24.5 A casual Employee required to work overtime, or weekend work shall be entitled to the relevant penalty rates prescribed in this Agreement: (a) where the relevant penalty rate is time and a half, the Employee shall be paid 175% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification (b) where the relevant penalty rate is double time, the Employee shall be paid 225% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification; and (c) where the relevant penalty is a public holiday, the Employee shall be paid 275% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification. 24.6 For the purposes of clarity, the applicable contributions to BUSSQ, XXXX, CIPQ and BEWT or other funds nominated herein, must be made by the Employer in respect of casual Employees. A casual Employee shall also be entitled to receive, in addition to their casual rate, penalty payments for Overtime, work performed on weekends, work performed on public holidays and RDOs, Domestic Violence leave and unpaid cultural leave. 24.7 Termination of all casual engagements shall require one hour's notice by either the Employer or Employee, or the payment or forfeiture of one hour's pay, as the case may be. This clause will not reduce the entitlements of injured Employees.

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