Pay on Re-Employment. 10.8.1 Where, as a result of a competition, a permanent employee from the re-employment list is employed in a position that has a lower maximum salary, the rate of pay shall be equivalent to the rate formerly received (if an identical rate exists in the new band), or the next higher rate (if an identical rate does not exist in the new band), or the maximum rate (if the rate in the former position exceeds the maximum of the new pay band). 10.8.2 Where, as a result of a competition, a permanent employee from the re-employment list is employed in the same or similar position, the rate of pay shall be at the same step in the pay band for the position as at the time of lay-off, including any time which may have been earned toward an increment.

Pay on Re-Employment. Where, as a result of a competition, a permanent employee from the re-employment list is employed in a position that has a lower maximum salary, the rate of pay shall be equivalent to the rate formerly received (if an identical rate exists in the new band), or the next higher rate (if an identical rate does not exist in the new band), or the maximum rate (if the rate in the former position exceeds the maximum of the new pay band). Where, as a result of a competition, a permanent employee from the re-employment list is employed in the same or similar position, the rate of pay shall be at the same step in the pay band for the position as at the time of lay-off, including any time which may have been earned toward an increment. Pay on Bumping or Saskatchewan Polytechnic Initiated Lateral Movement or Relocation Where, as a result of a bump or a Saskatchewan Polytechnic initiated lateral movement, or a Saskatchewan Polytechnic initiated relocation a permanent employee is employed in the same or similar position, the rate of pay shall be at the same step in the band as at the time of lay-off, or previous to the lateral movement or relocation, including any time which may have been earned toward an increment. If an employee has no available bump, except to a position with a lower maximum salary, the employee will be red-circled for two (2) years or until the maximum salary of the new position equals or exceeds their current salary, whichever provides the greater benefit, including any time which may have been earned toward an increment.

Pay on Re-Employment. 10.9.1 Where, as a result of a competition a permanent Employee who has had her job abolished is re-employed in a position with a classification that has a lower maximum salary, the rate of pay shall be equivalent to the rate formerly received (if an identical rate exists in the new range), or the maximum rate (if the rate in the former position exceeds the maximum of the new range). 10.9.2 Where, as a result of a competition a permanent Employee who has had her job abolished is re-employed in the same position, the rate of pay shall be at the same step in the range for the position as at the time of lay-off, including any time which may have been earned toward an increment.

Pay on Re-Employment. Where, as a result of a competition a permanent employee who has had their job abolished is re-employed in a position with a classification that has a lower maximum salary, the rate of pay shall be equivalent to the rate formerly received (if an identical rate exists in the new range), or the maximum rate (if the rate in the former position exceeds the maximum of the new range). Where, as a result of a competition a permanent employee who has had their job abolished is re-employed in the same position, the rate of pay shall be at the same step in the range for the position as at the time of lay-off, including any time which may have been earned toward an increment.

Pay on Re-Employment. 10.8.1 Where, as a result of a competition a permanent employee from the re-employment list, is employed in a position with a classification that has a lower maximum salary, the rate of pay shall be equivalent to the rate formerly received (if an identical rate exists in the new range), or the next higher rate (if an identical rate does not exist in the new range), or the maximum rate (if the rate in the former position exceeds the maximum of the new range). 10.8.2 Where, as a result of a competition a permanent employee from the re-employment list is employed in the same or similar position, the rate of pay shall be at the same step in the range for the position as at the time of lay-off, including any time which may have been earned toward an increment.

Related to Pay on 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.
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.
Continuing Employment (a) Continuing employment means full-time or fractional-time employment that does not have a fixed end date or a contingency upon which the employment contract will come to an end. (b) All employment other than fixed-term employment and casual employment will be continuing employment. (c) Notwithstanding subclause 16.0(b) above, the University may employ a person in Continuing (Contingent Funded Research) employment on a full-time or fractional-time basis in accordance with the terms of this Agreement.
Leave When Employment Terminates When the employment of an employee is terminated for any reason, the employee or his/her estate shall, in lieu of earned but unused vacation leave, be paid an amount equal to the product obtained by multiplying the number of days of earned but unused vacation leave by the daily rate of pay applicable to the employee immediately prior to the termination of his/her employment.
At-Will Employment; Termination The Company and Executive acknowledge that Executive’s employment is and shall continue to be at-will, as defined under applicable law, and that Executive’s employment with the Company may be terminated by either party at any time for any or no reason, with or without notice. If Executive’s employment terminates for any reason, Executive shall not be entitled to any payments, benefits, damages, awards or compensation other than as provided in this Agreement. Executive’s employment under this Agreement shall be terminated immediately on the death of Executive.
During Employment During Employee’s employment hereunder, Employee shall not engage, directly or indirectly, as an employee, officer, director, partner, manager, consultant, agent, owner (other than a minority shareholder or other equity interest of not more than 1% of a company whose equity interests are publicly traded on a nationally recognized stock exchange or over-the-counter) or in any other capacity, in any competition with the Company or any of its subsidiaries.
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
in Employment If the total value of this contract is in excess of $10,000, Pur- chaser agrees during its performance as follows:
Employment Termination 12.1 Subject to the terms and conditions of the National Building and Construction Industry Award 2000, it is agreed that it is the company’s prerogative to determine the order of selection of employees for employment or retrenchment subject always to the following: a) All relevant legislation governing unfair dismissal, discrimination, etc. will be observed; b) Voluntary terminations will be encouraged as a first step; c) The seniority of employees – within classifications, experience or skills held – will be considered by the company in selecting employees for retrenchment; d) The Grievance Procedures set out in Clause 9 of this Agreement will apply in the event of any concerns arising regarding retrenchments.
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.

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