Order of Retrenchment Sample Clauses

Order of Retrenchment. 5.3.1. Once the final determination has been made that retrenchment is necessary, the following factors shall determine which BUFM(s) within the affected unit(s) shall be released: 5.3.2. BUFMs shall be recommended for release starting with the lowest numbered category: 5.3.2.1. Adjunct/Part-Time 5.3.2.2. QRF Assistant Professor 5.3.2.3. QRF Associate Professor 5.3.2.4. QRF Professor 5.3.2.5. Tenure-Track Assistant Professor
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Order of Retrenchment. After determination by the Board of Regents of the need to retrench and its assessment of institutional needs, the following order of layoffs shall be followed within the Program, Department, Division, or comparable unit to be retrenched: 1. Part-time Faculty, including Lecturers 2. Non-tenured Faculty 3. Tenured Faculty Within each of these groups of Faculty Members, more senior Faculty shall be accorded priority over less senior Faculty. For the purposes of this section, seniority is defined as the total period of full-time continuous service since the date of initial appointment, with the understanding that of two (2) Faculty Members having the same length of service, the one with the higher rank, or placed on the higher step with the same rank, shall be regarded as the more senior. Approved leaves with or without pay do not count as breaks in continuous service. No retrenchment shall be effectuated with respect to full-time personnel in a Department, Division, or comparable unit or program while other persons are teaching overload in the same subject in that unit.
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Order of Retrenchment. 1. If the College determines that retrenchment is necessary, retrenchment shall be made in the following order within each affected program or discipline throughout the district: a. Temporary faculty members b. Probationary faculty members c. Regular status faculty members 2. Retrenchment shall be made in inverse order of seniority throughout the district-wide affected program or discipline, provided the remaining faculty members have the necessary qualifications to teach the remaining courses and/or perform the remaining duties. A faculty member is qualified to teach if they meet the minimum qualifications of the most recent job announcement or have taught the remaining courses within the last five (5) years.
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Order of Retrenchment. If all reasonable efforts to find alternatives to retrenchment are exhausted and retrenchment is required as a last resort, the order of faculty retrenchment shall be as indicated below. It is understood that this order shall be absolute in any retrenchment situation, anything to the contrary notwithstanding.
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Order of Retrenchment. When it has been determined that retrenchment within a major is necessary, Administration will provide a seniority list to the President of the Association. The seniority list will be organized by the major for which the faculty member is assigned, with faculty listed with rank in order of years of service at the University. 1. Having specialized credentials necessary to perform the assigned responsibilities and/or teach a course or courses essential to a designated major(s). 2. Having expertise in a scholarly area that is necessary to perform the assigned responsibilities and/or to teach a course or courses essential to a designated major(s). 3. Having the demonstrated competence that is necessary for the continued accreditation of a major. Such decisions shall not be arbitrary or capricious. Faculty members who have been placed on a retrenchment list may apply to other available faculty positions for which they are fully qualified. Post-doctoral faculty will not be retrenched so long as their funding is 100% external.
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Order of Retrenchment. Affected full-time professional staff within a given discipline or non-teaching area as described above shall be retrenched in the inverse order of their accrued seniority; provided the remaining professional staff members in the discipline or non-teaching area have the qualifications to teach the courses or perform the duties remaining and required. Consistent with the foregoing, the order of retrenchment shall be: Faculty NTP 1) Adjunct Appointments Part-time Appointments 2) Temporary Appointments Temporary Appointments 3) Term Appointments Term Appointments 4) Continuing Appointments Continuing Appointments
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Order of Retrenchment. (i) Discussions before terminations (a) Where the company has made a definite decision that the job being done by anyone pursuant to paragraph (a) of subclause (i) of clause 3 is not longer required, and that decision may lead to termination of employment, the company shall hold discussions with the employees directly affected and with the union to which they belong. (b) The discussions shall take place as soon as is practicable after the company has made a definite decision which will invoke the provisions of paragraph (a) of this subclause and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any terminations of the employees concerned. (c) For the purposes of the discussions the company shall, as soon as practicable, provide to the employees concerned and the union to which they belong, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of employees normally employed and the period over which the terminations are likely to be carried out, provided the company shall not be required to disclose confidential information which would adversely affect the employer. (d) In the case of sale or transmission of a business, if a retrenchment is accepted and a redundancy package received then no transfer of employment shall occur. If the transfer of the employee to the purchaser does occur, no redundancy shall apply and the new employer shall recognise continuity of service. (ii) Management will seek to maintain the most suitable mix of staff at all times, to meet the needs of the business and to ensure the ongoing viability of the enterprise. (iii) The retrenchment process will ensure that skills and needs of the ongoing business are able to be met. However, in the event of all things being equal, the retrenchment will be on the basis of seniority in work area and the principle of "last on first off" shall apply. (iv) Apprenticeship period is counted as time worked.
Sample 1
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Related to Order of Retrenchment

  • Order of Recall As vacancies occur, employees will be recalled to available work in the order of the seniority providing skill; competence and ability are considered substantially equal in the judgment of the Employer. Subject to the above qualifications, an employee on layoff shall be offered reinstatement to vacant positions prior to any employees being newly hired and after any appropriate internal transfers as further set forth in this section. Employees regularly assigned to a specific unit, department or facility will be given preferential consideration for transfer to other shifts or positions in that unit, department or facility over all other employees except more senior employees returning from layoff status to their previous unit and shift or position and department/facility. If any offer of recall is accepted, the employee shall be deemed recalled and be removed from the recall roster. Any recall of employees out of seniority will be communicated to the Union representative in advance of the recall.

  • Order of Reduction The Total Payments shall be reduced in the following order: (i) reduction on a pro-rata basis of any cash severance payments that are exempt from Section 409A of the Code, (ii) reduction on a pro-rata basis of any non-cash severance payments or benefits that are exempt from Section 409A, (iii) reduction on a pro-rata basis of any other payments or benefits that are exempt from Section 409A, and (iv) reduction of any payments or benefits otherwise payable to Executive on a pro-rata basis or such other manner that complies with Section 409A; provided, in case of clauses (ii), (iii) and (iv), that reduction of any payments attributable to the acceleration of vesting of Company equity awards shall be first applied to Company equity awards that would otherwise vest last in time.

  • Retrenchment At any time during an individual’s service, the individual may be subject to retrenchment in accordance with the provisions of Article 22 of the Agreement. In such cases, the notice provisions and all other terms of that article shall apply, anything above to the contrary notwithstanding.

  • Order of Layoff Employees shall be laid off in order of seniority pursuant to Government Code Sections 19997.2 through 19997.7 and applicable State Personnel Board and Department of Personnel Administration rules.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • Mail Order Catalog Warnings In the event that, the Settling Entity prints new catalogs and sells units of the Products via mail order through such catalogs to California consumers or through its customers, the Settling Entity shall provide a warning for each unit of such Product both on the label in accordance with subsection 2.4 above, and in the catalog in a manner that clearly associates the warning with the specific Product being purchased. Any warning provided in a mail order catalog shall be in the same type size or larger than other consumer information conveyed for such Product within the catalog and shall be located on the same display page of the item. The catalog warning may use the Short-Form Warning content described in subsection 2.3(b) if the language provided on the Product label also uses the Short-Form Warning.

  • Start-Up and Synchronization Consistent with the mutually acceptable procedures of the Developer and Connecting Transmission Owner, the Developer is responsible for the proper synchronization of the Large Generating Facility to the New York State Transmission System in accordance with NYISO and Connecting Transmission Owner procedures and requirements.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

  • Evacuation (1) If the Combatant Commander orders a mandatory evacuation of some or all personnel, the Government will provide assistance, to the extent available, to United States and third country national contractor personnel. (2) In the event of a non-mandatory evacuation order, unless authorized in writing by the Contracting Officer, the Contractor shall maintain personnel on location sufficient to meet obligations under this contract.

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