OUTLIERS Sample Clauses

OUTLIERS. Employees who are earning more base salary than the amount of the base salary assigned to the step where the employee belongs. The District shall provide a list of all outliers to the Association annually including their name, SAP number, pay grade, step and/or years of experience as appropriate, and base salary. Employees transferring into the unit will be placed at the pay grade and experience level commensurate with the position and the employee’s years of qualified experience. No new outliers will be created unless specifically agreed upon by the bargaining teams of both the District and the Association. Should such an agreement be made, a list of the affected employees shall be made including the name of the affected employee and their category prior to reaching tentative agreement.
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OUTLIERS. Further discussion regarding the outliers will occur in the spring 2017 semester. Pursuant to the Education Employment Relations Act, the Napa Valley Community College District (District) and the Napa Valley College Faculty Association (Association) agree as follows: The MOU for Program/Department Coordinators, which was signed on October 20 and October 21, 2016 is incorporated into this MOU by reference and hereinafter referred to as the October 2016 Program/Department Coordinator MOU. The October 2016 Program/Department Coordinator MOU states: “Program/Department coordinator stipends and reassigned time percentages for spring 2017 and the 2017-2018 academic year will be documented in an MOU signed by the District and Association. Each spring the District and Association will document the program/department coordinator annual stipends based on step 8 of the existing CBA salary schedule as indicated below. Annual stipends will be incorporated into the corresponding year’s Contract/Regular Academic Faculty Salary Schedule.” The Association and District agree the program/department coordinator annual stipends and reassigned percentages beginning with the Spring 2017 semester are documented on Appendix A, which is attached. All other terms and conditions of the October 2016 Program/Department Coordinator MOU are incorporated into this MOU by reference. This agreement may only be modified by written agreement signed by both parties. The parties further agree to continue to bargain the successor contract to the 2012-2015 collective bargaining agreement and will incorporate into it whatever language results from that negotiation. By signing this MOU, without waiving or limiting any legal or contractual rights the parties may have: A. This agreement does not preclude the negotiation of additional terms or compensation as part of the successor agreement. B. This agreement will be incorporated into the successor agreement as an Appendix. APPENDIX E (Continued) PROGRAM/DEPARTMENT COORDINATOR COMPENSATION MOU APPENDIX A Program / Department Annual Stipend* % Accounting (ACCT) $4,355.63 10% Administration of Justice (ADMJ) $10,889.08 25% Business (BUSI) $8,711.26 20% Child and Family Studies and Education (CFS, EDU, LGBT) $10,889.08 25% Computer Studies (COMP, COMS) $8,711.26 20% Counseling (COUN) $13,066.89 30% Digital Design and Graphics Technology (DDGT) $4,355.63 10% Emergency Medical Services (EMS, EMT) $17,422.52 40% English (ENGL) $17,422.52 40% ESL and Learnin...
Sample 1
OUTLIERS. Having established a large sample of potential Xxxxx break analogue candidates, we performed an initial visual inspection of the SDSS images for each source in order to identify any obvious outliers whose photometry was unsatisfactory for the purposes of the planned analysis. We also inspected all candidates again to confirm that their visible features confirmed them to be suitable candidates. Five sources (shown in Fig 2.3), which had passed the initial inspection, were identified in the second inspection and subsequently excluded from the analysis. One possible reason why these sources passed the initial selection process is that their SDSS-recorded sizes were in agreement with the compactness required of the candidate objects. However, it is likely that due to the SDSS spectroscopic fibre size of 3 arcseconds, only the brightest knots of star formation were catalogued. Hence, through visual inspection it was possible to determine that the actual size of these objects was larger, making them unsuitable analogue candidates. Another reason is likely to be that several of the outliers have very nearby neighbours or are undergoing merging processes. Since we initially selected based on the GALEX -determined location and due to this survey’s larger point spread function, confusion may have arisen between the sources and their neighbouring systems. Hence, while these objects fulfil the photometric and spectroscopic selection criteria, they are clearly unsuitable analogues to high-redshift Xxxxx break galaxies as they form part of larger systems, which in some cases appear to be undergoing merger-driven starburst events. It is therefore important to conduct a visual inspection to ensure such systems are excluded from further analysis.
Sample 1
OUTLIERS. Analysis result characterized as deviation from the other results in a study.
Sample 1

Related to OUTLIERS

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • Self Scheduling The Home and the Union may agree to implement a self-scheduling process. Self-scheduling is the mechanism by which employees in a Home create their own work schedules. The purpose of self scheduling is to improve job satisfaction and quality of work life for the participating employees. Self scheduling requires a collaboration of employees and management to ensure proper coverage of the Home and to meet the provisions of the Collective Agreement. It is agreed that self scheduling will be negotiated locally by the Home and the Union and will include a trial period. Each Home must have the majority agreement of the full-time and part-time employees who vote on the issue to agree on a trial period of up to six months. Once the trial period is complete, each Home must have a minimum of 66⅔% agreement of the full-time and part-time employees who vote on the issue to continue with the new schedule on a permanent basis.

  • Policy Grievances Where either party to this agreement disputes the general application, interpretation or alleged violation of an article of this agreement, the dispute shall be discussed initially with the Administrator, his/her designate or the Union within 14 calendar days of the occurrence. Where no satisfactory agreement is reached, either party, within a further 14 calendar days, may submit the dispute to arbitration, as set out in Article 9 -Arbitration of this agreement.

  • CONTINUITY OF OPERATIONS Engage in any business activities substantially different than those in which Borrower is presently engaged, (2) cease operations, liquidate, merge, transfer, acquire or consolidate with any other entity, change its name, dissolve or transfer or sell Collateral out of the ordinary course of business, or (3) pay any dividends on Borrower's stock (other than dividends payable in its stock), provided, however that notwithstanding the foregoing, but only so long as no Event of Default has occurred and is continuing or would result from the payment of dividends, if Borrower is a "Subchapter S Corporation" (as defined in the Internal Revenue Code of 1986, as amended), Borrower may pay cash dividends on its stock to its shareholders from time to time in amounts necessary to enable the shareholders to pay income taxes and make estimated income tax payments to satisfy their liabilities under federal and state law which arise solely from their status as Shareholders of a Subchapter S Corporation because of their ownership of shares of Borrower's stock, or purchase or retire any of Borrower's outstanding shares or alter or amend Borrower's capital structure.

  • ACCIDENT AND INJURY REPORTING If Contractor, its agents, employees, or subcontractors are present at Purchaser’s premises, Contractor promptly will report in writing all injuries, accidents, property damage, near-miss incidents, or any claims regarding damages or injury involving Contractor, its agents, employees, or subcontractors occurring at such premises. Contractor agrees to cooperate and assist in any Purchaser investigation of incidents.

  • EMPLOYEE EVALUATIONS 6.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

  • Oversights If failure to pay any premium due or to perform any other act required by this Agreement is unintentional and is caused by misunderstanding or oversight, the Reinsured and the Reinsurer will adjust the situation to what it would have been had the misunderstanding or oversight not occurred.

  • Self-Evaluation Each regular faculty member shall provide a self-evaluation. It shall address, among other items, the faculty member's fulfillment of professional responsibilities as referenced in Section 18.2.3 and an assessment of his or her own performance. The faculty member will share the self-evaluation with the Faculty Evaluation Committee and the first-level manager or designee. The self-evaluation will become part of the evaluation report.

  • Reviews (a) During the term of this Agreement and for 7 years after the term of this Agreement, the HSP agrees that the Funder or its authorized representatives may conduct a Review of the HSP to confirm the HSP’s fulfillment of its obligations under this Agreement. For these purposes the Funder or its authorized representatives may, upon 24 hours’ Notice to the HSP and during normal business hours enter the HSP’s premises to: inspect and copy any financial records, invoices and other finance- related documents, other than personal health information as defined in the Enabling Legislation, in the possession or under the control of the HSP which relate to the Funding or otherwise to the Services; and inspect and copy non-financial records, other than personal health information as defined in the Enabling Legislation, in the possession or under the control of the HSP which relate to the Funding, the Services or otherwise to the performance of the HSP under this Agreement. (b) The cost of any Review will be borne by the HSP if the Review: (1) was made necessary because the HSP did not comply with a requirement under the Enabling Legislation or this Agreement; or (2) indicates that the HSP has not fulfilled its obligations under this Agreement, including its obligations under Applicable Law and Applicable Policy. (c) To assist in respect of the rights set out in (a) above, the HSP shall disclose any information requested by the Funder or its authorized representatives and shall do so in a form requested by the Funder or its authorized representatives. (d) The HSP may not commence a proceeding for damages or otherwise against any person with respect to any act done or omitted to be done, any conclusion reached or report submitted that is done in good faith in respect of a Review.