Personnel Policy Manual Sample Clauses

Personnel Policy Manual. Where this Agreement conflicts with the Personnel Policy Manual, this Agreement shall govern. Otherwise the Employees shall be subject to the terms and conditions of the Personnel Policy Manual. Mutually approved changes to this contract will be documented through a Memorandum of Understanding.
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Personnel Policy Manual. All provisions of the Ouray County Personnel Policy Manual shall apply to Employee as a Contract Employee, excluding provisions applicable only to full-time or part-time benefitted employees.
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Personnel Policy Manual. The Employer will distribute a copy of the Personnel Policy Manual (along with any revised sections) to each bargaining unit member within six (6) months of ratification of the collective agreement. Further revisions, if any, during the life of the Collective Agreement will also be provided to each member of the bargaining unit. Any employee hired during the term of this agreement will be provided with a copy of the Personnel Policy Manual and collective agreement on the first day of employment. The terms outlined in this agreement shall remain in full force and effect for the duration of the current collective agreement and are enforceable pursuant to the grievance and arbitration procedures defined therein. Signed this 26th day of February, 2013. For the Employer For the Union
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Personnel Policy Manual. The Employer will distribute a copy of the Personnel Policy Manual (along with any revised sections) to each bargaining unit member within six (6) months of ratification of the collective agreement. Further revisions, if any, during the life of the Collective Agreement will also be provided to each member of the bargaining unit. The terms outlined in this agreement shall remain in full force and effect for the duration of the current collective agreement and are enforceable pursuant to the grievance and arbitration procedures defined therein. Signed this day of , 2008 at Windsor Ontario. FOR THE UNION: FOR THE EMPLOYER: This letter will serve as confirmation of an understanding that has been reached between the Parties during contract negotiations with respect to: The parties agree to allow part-time bargaining unit members to work at more than one site up to a maximum of thirty-five (35) scheduled hours of work per week. For the purpose of this Letter of Understanding, Outreach is deemed to be a site. Part-time employees who are working at more than one site pursuant to this Letter of Understanding will maintain their status as part-time employees under this collective agreement. Any Part-time or Full-time employee interested in working at more than one site must identify the alternative sites they are interested in working at and their availability during the following week on the call-in list before Thursday at 4:00 p.m. of every week. The site, at which the part-time employee is currently working, shall be deemed their “primary site”. However, Seniority will accumulate for each site and will be maintained by the Employer. Extra hours of work will be offered to bargaining unit members who have identified their availability and interest in working at a site on the call-in list in the order provided below:
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Personnel Policy Manual. Section 1. The provisions of the current City Manual of Personnel Policies (“PPM”), is incorporated by reference into this Agreement. The PPM was last modified in 2015 and a copy this included in the Agreement as Appendix 1. The policies represent the status quo, except as modified by provision of this Agreement, are applicable to bargaining unit employees and shall be enforceable pursuant to the grievance and arbitration provisions of this Agreement. 1.1 EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION I 1.2 ACCOMMODATION POLICY I 1.3 EMPLOYMENT PROCESS I 1.4 EMPLOYMENT OF RELATIVES I 1.5 IMMIGRATION CONTROL AND I-9 FORM S I 1.6 EMPLOYEE CATEGORIES I 1.7 PROBATION I 1.8 WORKWEEK/OVERTIME/CALLBACK M Article 13 1.9 MEAL PERIODS I 1.10 REST BREAK I
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Personnel Policy Manual. It is understood and agreed that the City of Millville Personnel Policies, found at Chapter 46 of the City Code, shall apply in all cases and for all matters not covered by this Agreement. In the event the City of Millville Personnel Policies conflict with any provision of this Agreement, this Agreement shall be controlling and binding upon the parties. In all other instances, the Personnel Policy Manual shall prevail. In the event the City shall determine that a change in the Personnel Policy Manual is required, it will notify the Union, in writing, of the proposed change. If, after fourteen (14) calendar days, the Union has not objected to the change, the failure to object shall be considered consent to modify the Personnel Policy Manual and the parties shall thereafter be bound by the modification. If the Union objects to the change, the parties agree to meet and negotiate over changes involved if the change involves a negotiable term and condition of employment and is not a managerial prerogative.
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Related to Personnel Policy Manual

  • Personnel Policies The School shall adopt, update, and adhere to personnel policies. These policies must be made readily accessible from the School’s website or school office, as described in Section 11.4. 1. If the policy is not available from the School’s website, the School shall submit the current policy to the Commission.

  • Travel Policy Section 1. Travel allowances and reimbursements, including meal, lodging and transportation expenses, shall be as provided in the Department of Administrative Services, Oregon Accounting Manual Travel Policy (OAM #40.10.00.PO). However, Section .105 of the policy shall read as follows: Personal telephone calls to immediate family members or significant others to confirm the traveler’s well being while on travel status are allowed. Employees shall be reimbursed for one (1) phone call home on the first day of travel and every other day for a five (5) to ten (10) minute call. When authorized by the Agency, employees will be provided access to State phone cards or State phone card numbers. When State phone cards are not available or the employee does not charge the call to his/her hotel room, employees shall provide receipts. Personal telephone bills reflecting the eligible calls made during travel status can serve as a receipt. The Employer shall give the Union at least thirty (30) days advance notice of any proposed changes to this policy. Such changes which involve a mandatory subject of bargaining shall be subject to negotiation if requested by the Union.

  • Alcohol Policy Where contractually bound, the employer will apply the Drug and Alcohol Management Program (DAMP) as contained at Appendix M.

  • Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.

  • Personnel Practices Section 1. The parties agree to establish a Labor-Management Committee to consult on personnel practices. The Committee will consist of five (5) representatives selected by the County and five (5) representatives by the SEIU Local 721. The Chief Executive Officer will designate a representative from CEO/Employee Relations and Department of Human Resources who have authority to resolve issues. The Committee will meet quarterly and consult on County-wide personnel practices including, but not limited to, performance evaluations, appraisals of promotability, grievance, arbitration, appeal processes, and resolution and payment of awards. Section 2. Dignity and Professionalism in the Workplace 1. The Union and Management are committed to working together to ensure a healthy and professional work environment free from emotional and psychological abuse and intimidation and to promote dignity for all workforce members. 2. The Union and Management agree to work together to develop a training program open to managers and SEIU Local 721 represented employees through the Workforce Development Program, the Million Dollar Training Fund and/or other sources of funding designated to promote dignity, prevent and reduce intimidation and other forms of emotional and psychological abuse in the workplace and create awareness of its negative impact. 3. Labor and Management are committed to working together to address complaints of intimidation and other forms of emotional and psychological abuse in the workplace in a timely manner. 4. The County Department of Human Resources is committed to working with the Union to develop policy to promote dignity and respect at the workplace and to prevent intimidation and other forms of emotional and psychological abuse in the workplace. Section 3. Communication through County E-mail Recognizing that e-mail is a standard medium of business communication, the County will meet with representatives of the Union to consider the feasibility of communication with bargaining unit members through their County e-mail addresses. This workgroup will complete its work within 60 days of the Board of Supervisors’ approval of the MOU. The workgroup will present recommendations to the Board of Supervisors for any policy changes. Section 4. Education Based Discipline Education-Based Discipline (EBD) is offered when an employee must serve a suspension from duty as a result of some type of policy violation, but rather than serving the suspension days at home with a loss of pay, some or all of those days can be substituted for a relevant training class or classes. Participation in the program is voluntary for the employee. The Personnel Practices Committee defined in Section 1 will meet to discuss expansion of EBD to all departments in the County.

  • PROCUREMENT ETHICS Contractor understands that a person who is interested in any way in the sale of any supplies, services, construction, or insurance to the State of Utah is violating the law if the person gives or offers to give any compensation, gratuity, contribution, loan, reward, or any promise thereof to any person acting as a procurement officer on behalf of the State of Utah, or who in any official capacity participates in the procurement of such supplies, services, construction, or insurance, whether it is given for their own use or for the use or benefit of any other person or organization.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Workplace Safety Insurance 20.1 Each member covered by this Agreement who is absent on account of injuries received while on duty and who is receiving a pension, salary or wage award from the Workplace Safety and Insurance Board shall be entitled to be paid the difference between the pension wage and salary award from the Workplace Safety and Insurance Board and his or her current net salary as long as such member remains in the employ of the Niagara Police Board. This shall be applied such that the combination of any WSIB salary or wage award plus the employer top-up shall, in total, equal the net pay of the member's current salary. The non- economic loss portion of any WSIB pension payments shall not be considered as being a salary or wage award, and hence shall not form part of these calculations. Any member who does not comply with the provisions of the Workplace Safety & Insurance Act or Regulations thereto and subsequently receives a salary or wage award or an amount less than the prevailing maximum payable, due to such non-compliance, shall not receive from the Niagara Police Board the difference between the wage or salary award paid by the Workplace Safety & Insurance Board and his or her current net salary. For the purpose of this Clause, net pay shall be the pay for the rank of the member as shown in Appendix "A" less those deductions required under Government Statutes, pension plans and as provided for in this Agreement. 20.2 Subject to the terms of this Article, each member covered by this Agreement who is injured as a result of carrying out his/her duties shall not be deprived of his/her vacations or statutory holidays as a result thereof, and shall accumulate such vacation credits and statutory holidays as he/she might otherwise receive. 20.2.1 Each member shall be entitled to accumulate the float time that he/she might otherwise receive for a period of three (3) months following the injury. 20.2.2 In respect of members who have been off work and receiving WSIB benefits for less than two

  • Quality Assurance Program An employee shall be entitled to leave of absence without loss of earnings from her or his regularly scheduled working hours for the purpose of writing examinations required by the College of Nurses of Ontario arising out of the Quality Assurance Program.

  • Drug and Alcohol Policy 67.1 The Parties agree to apply the Drug and Alcohol Management Program (as amended from time to time) contained in Appendix G. 67.2 The Employer may refer an Employee affected by drugs or alcohol to the services provided by Incolink.

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