PART TIME REEMPLOYMENT PREFERENCE Sample Clauses

PART TIME REEMPLOYMENT PREFERENCE. ARTICLE 13-1 13-1.A - 13-1.B.4 PART TIME REEMPLOYMENT PREFERENCE
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PART TIME REEMPLOYMENT PREFERENCE. 41 The Parties agree to amend Article 16 effective July 1, 2021 as follows: 42 ARTICLE 16.0 – PART-TIME REEMPLOYMENT PREFERENCE
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PART TIME REEMPLOYMENT PREFERENCE. 13-1.D - 13-1.E.2.2 After management or designee has determined the number and distribution of assignments for an upcoming semester, assignments shall be made to those part-time faculty members that have established a re-employment preference to those assignments according to their seniority and modal load, as defined above. If there is a reduction in the assignments of part-time faculty members to a course that is also taught by full-time faculty members on an overload basis, the reduction in the assignments to part-time faculty members shall generally not exceed the proportionate reduction of overload hours assigned to unit members in that discipline or subject area. For example, if four sections of a course are currently offered, with two taught by part- time faculty members and two taught by full-time faculty members as overload assignments, and the determination is made to offer only two sections in the next semester, then one of those two sections must be assigned to part-time faculty. Management is not required under this Article to split a class in order to meet a faculty member’s modal load.
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PART TIME REEMPLOYMENT PREFERENCE. 13-1.D - 13-1.F.2 If there is a reduction in the assignments of part-time faculty members to a course that is also taught by full-time faculty members on an overload basis, the reduction in the assignments to part-time faculty members shall generally not exceed the proportionate reduction of overload hours assigned to unit members in that discipline or subject area. For example, if four sections of a course are currently offered, with two taught by part-time faculty members and two taught by full-time faculty members as overload assignments, and the determination is made to offer only two sections in the next semester, then one of those two sections must be assigned to part-time faculty. Management is not required under this Article to split a class in order to meet a faculty member’s modal load.
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PART TIME REEMPLOYMENT PREFERENCE. 13-1.F.3 - 13-1.I.1
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PART TIME REEMPLOYMENT PREFERENCE. 13-1.F - 13-1.H 13-1.D - 13-1.E faculty members that have established a re-employment preference to those assignments according to their seniority and modal load, as defined above. If there is a reduction in the assignments of part-time faculty members to a course that is also taught by full-time faculty members on an overload basis, the reduction in the assignments to part-time faculty members shall generally not exceed the proportionate reduction of overload hours assigned to unit members in that discipline or subject area. For example, if four sections of a course are currently offered, with two taught by part- time faculty members and two taught by full-time faculty members as overload assignments, and the determination is made to offer only two sections in the next semester, then one of those two sections must be assigned to part-time faculty. Management is not required under this Article to split a class in order to meet a faculty member’s modal load.
Sample 1

Related to PART TIME REEMPLOYMENT PREFERENCE

  • Reemployment List 1. When all paid or unpaid leaves of absence have been exhausted following an industrial accident or industrial illness, an employee shall be placed on the reemployment list for the class from which he/she was on leave for a period not to exceed thirty-nine (39) months.

  • Non-Discrimination in Benefits Grantee does not as of the date of this Agreement and will not during the term of this Agreement, in any of its operations in San Francisco or where the work is being performed for the City or elsewhere within the United States, discriminate in the provision of bereavement leave, family medical leave, health benefits, membership or membership discounts, moving expenses, pension and retirement benefits or travel benefits, as well as any benefits other than the benefits specified above, between employees with domestic partners and employees with spouses, and/or between the domestic partners and spouses of such employees, where the domestic partnership has been registered with a governmental entity pursuant to state or local law authorizing such registration, subject to the conditions set forth in Section 12B.2(b) of the San Francisco Administrative Code.

  • Reemployment Lists A. The following persons shall be placed on AGENCY/DEPARTMENTAL REINSTATEMENT LISTS as provided in 1., 2. and 3., below, in the order of their respective layoff points with the person having the largest number of layoff points listed first:

  • Non-Discrimination in Employment 9.3.1 CONTRACTOR shall comply with Executive Order 11246, entitled “Equal Employment Opportunity,” as amended by Executive Order 11375, and as supplemented in Department of Labor regulations (Title 41 CFR Part 60).

  • Reemployment in Same Class Following Layoff An employee who has acquired permanent status in a position and who is laid off because of lack of work or funds and is re-employed in the same class after such layoff shall be paid the salary step attained prior to layoff.

  • Nondiscrimination in Employment Consultant shall not discriminate against any employee or applicant for employment on any basis prohibited by law. Contractor shall provide equal opportunity in all employment practices. Consultants shall ensure that their subcontractors comply with this program. Nothing in this Section shall be interpreted to hold a Consultant liable for any discriminatory practice of its subcontractors.

  • Notification of Reemployment Opening 1. Any employee who is laid off and is subsequently eligible for reemployment shall be notified in writing by the District. Such notice shall be sent, with a “Proof of Service by Mail” form, to the last address given the District by the employee.

  • Supplemental Employment Benefit for Maternity and Parental Leave 8.5.1 Effective April 1, 2002, when on maternity or parental leave, an employee will receive a supplemental payment added to Employment Insurance benefits as follows:

  • NO DISCRIMINATION IN EMPLOYMENT In connection with the performance of work under this Agreement, the Contractor may not refuse to hire, discharge, promote, demote, or discriminate in matters of compensation against any person otherwise qualified, solely because of race, color, religion, national origin, ethnicity, citizenship, immigration status, gender, age, sexual orientation, gender identity, gender expression, marital status, source of income, military status, protective hairstyle, or disability. The Contractor shall insert the foregoing provision in all subcontracts.

  • Sick Leave to Establish EI Maternity Benefits If the Employee will be able to establish a new EI Maternity Benefit claim in the six weeks immediately following the birth of her child through access to sick leave at 100% of her regular salary, she shall be eligible for up to six weeks leave at 100% of her regular salary without deduction from the sick days or short term disability leave days (remainder of six weeks topped-up as SEB).

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