Point System. Violation Categories Points to Be Assigned Driving while intoxicated or unlawful blood alcohol content 10 Speeding--15 miles or less over posted limits 3 Speeding--over 16 miles over posted limit 4 Careless driving 3 Reckless driving 5 Failing to observe a stop sign 3 Failing to observe a red light 3 Failing to observe a traffic instruction sign 3 Operating without valid Florida driver's license or improper (revoked, suspended, etc.) license 10 Improper lane changing 3 Failing to have vehicle under control 3 Crossing private property to avoid traffic light or stop sign 1 Driving on wrong side of road 3 Improper turning 3 Violation Categories Points to Be Assigned Failing to yield-enter through highway 3 Improper backing 3 Following too close 2 Improper passing 3 Leaving scene of accident (property damage) 5 Leaving scene of accident (injury) 10 School bus driver failing to stop at R.R. crossing(excluding tracks at compound) unloaded 3 School bus driver failing to stop at R. R. crossing loaded 10 Fleeing or attempting to elude police officer 10 Passing a school bus whose red lights are flashing and whose stop arm is out 10 Seatbelt/child restraint violation 1 Failing to observe any other established driving law or regulation--points to be established 0 to 10 using the above schedule as a guide to determine the number of points according to similar severity. Defective Equipment 2 Improper License Plate 3
Point System. The point system, as listed below, includes credit for credit courses, job-related adult education courses, attendance at workshops and/or seminars, membership in professional organizations, and service on District committee by administrative appointment or election as classified representative. 3 semester unit course 3.00 2 semester unit course 2.00
Point System. An employee's eligibility to drive for the Company will be determined by a point system. The point system will also be used to determine an applicant's eligibility for hire. An employee may be considered a NEGLIGENT OPERATOR of a motor vehicle and be subject to termination when his or her driving record shows the following "point count": The DMV keeps a public record of all traffic convictions and accidents for 36 months or longer depending on the type of conviction. Records of more serious convictions, like reckless or drunk driving, are kept for up to seven years. A traffic conviction for driving unsafe counts as one point. Any "at fault" accident also is normally counted as one point. Two points are charged against you if you are convicted of reckless driving, of driving under the influence of alcohol/drugs, of hit-and-run driving, of evading a peace officer, of driving while your license is suspended or revoked, or for driving on the wrong side of the road. This list is not all-inclusive. Any driver with too many "points" may lose his or her driver's license. Serious violations while driving a Company vehicle or a personal vehicle in the course of Company business that may result in immediate termination regardless of the points accumulated include but are not limited to: • Driving under the influence of alcohol or a controlled substance. • Involved in a criminal offense involving a motor vehicle. • Driving while one's license or insurance is expired, suspended or revoked. • Having an open container of alcohol in a motor vehicle. • Reckless driving, drag racing or attempting to elude an officer. • Leaving the scene of a collision in which you are involved. No applicant with more than two points on a driving record will be considered for hire or transfer into a driving position. Likewise, applicants with a SERIOUS VIOLATION on their driving records will not be considered for hire.
Point System. 1. The points will be computed based on the completion of the last five (5) school years and summer sessions. Priority will be given to the teacher within the school who has the fewest points during a completed five-year period.
a. In order to qualify for a full year's credit of regular teaching, the teacher must have taught at least 75% of the regular school year.
b. In order to qualify for a half-year credit of regular teaching, the teacher must have taught at least 50% of the regular school year.
2. One (1) point will be assigned for each full-time teaching or counseling assignment during the past five summer sessions.
3. One-half (1/2) point will be assigned for each half-time summer session teaching or counseling assignment during the past five summer sessions.
4. One (1) point will be assigned for each year the teacher was not employed by the District during the regular school year for the same five-year period.
5. Tie-Breakers:
a. Order of Employment number
b. Least recency of summer school teaching assignment
6. A list of summer school applicants showing current summer school points and BCC, LDS authorizations will be available at each school site prior to summer school assignments being made.
Point System. Each co-curricular program has been assigned a category, and therefore a salary, on this schedule through the use of the Point Total Evaluation worksheet.
Point System. (1) A Point System shall be established for specific clothing items identified in
10.1 C (5). Employees may elect to transfer the value of such clothing items to points. Points associated with these items are based on one point per current dollar of cost at the time of issue.
(2) Points can be used to obtain items listed on Schedule “AA” - Point System - Optional Clothing Items for Use at Work. The point value of items listed in Schedule “AA” - Point System - Optional Clothing Items for Use at Work are based on one point per current dollar of cost at the time of issue.
(3) All Points will be rounded to the nearest dollar. Employees will not be entitled to cash out value of points.
(4) Upon completion of the second calendar year of service an employee is eligible to participate in the Point System.
(5) In the fall of the year preceding the year of entitlement, employees may convert the current value at the time of issue to equivalent point value of up to 1 pair of trousers, 2 work shirts, and 2 t-shirts.
(6) Employees who elect to convert items identified in 10.1 C (5) to points will receive no less than the minimum annual issue of 1 pair of trousers, 1 work shirt and 1 t-shirt.
(7) In the fall of each year, employees may elect to utilise available points for items listed in 10.1 C(5) to obtain items listed in Schedule “AA” - Point System - Optional Clothing Items for Use at Work or defer unused points for conversion to the fall of the year of entitlement.
(8) An employee who defers the use of some or all of his/her eligible points must use that number of points in the year of entitlement. Deferred points that are not used in the year of entitlement shall be cancelled and the dollar value will be split evenly between the Honour Guard and the VFRS Band by year end.
(9) Employees who would be eligible for a uniform allotment and make application to the Fire Chief in their last 2 years of employment giving notice that they will be retiring on superannuation, will not be subject to
10.1 C.(5) (6) and (7) above and can exceed the maximum allowable in order to accumulate points for a retirement blazer listed under Schedule “AA” - Point System - Optional Clothing Items for Use at Work.
Point System. 1. A Flight Attendant will be credited with a maximum of twelve (12) Uniform points in accordance Section 20. of this agreement.
2. Flight Attendants may use these points as credit towards the purchase of uniform items, however; the cost(s) for any item(s) which exceed(s) the Flight Attendant’s accumulated points will be absorbed by the Flight Attendant.
3. Flight Attendants who do not use all of the accrued points in 2012 shall automatically carry-over all unused points into 2013. There will be no carry-over after 2012.
Point System. 1. The points will be computed based on the completion of the last five (5) school years and summer sessions. Priority will be given to the teacher within the school who has the fewest points during a completed five-year period.
Point System. A. 50 points for each completed year of Bedford Fire Department Full- Time/Call service.
B. 35 points for each completed year of any other fire department Full- Time/Call service.
C. 25 points for an Associates Degree D. .35 points for a Bachelors Degree E. .10 points each for certification of (points shall be cumulative): 1. EMT-I 2. EMT-P 3. Fire Officer I & II 4. Hazmat Technician 5. Rescue System I 6. Fire Inspector I 7. Swift Water Technician
Point System. In the ratio that each Participant's Points for the Plan Year bears to the total Points of all Participants entitled to receive an allocation for the Plan Year. (CHOOSE (1) AND/OR (2))
(1) Points for each Plan Year of Service.
(2) Points for each $____________ of Compensation. [X] (c) TWO-TIERED INTEGRATED ALLOCATION FORMULA - MAXIMUM DISPARITY. First, in the ratio that each Participant's Compensation plus Excess Compensation (ELECTED IN (F) BELOW) for the Plan Year bears to the total Compensation plus Excess Compensation of all Participants entitled to receive an allocation for the Plan Year, not to exceed the maximum disparity rate, subject to the provisions of Section 18.04 of the Plan. Second, any remaining amount in the ratio that each Participant's Compensation for the Plan Year bears to the total Compensation of all Participants entitled to receive an allocation for the Plan Year. [ ] (d) THREE-TIERED INTEGRATED ALLOCATION FORMULA. First, in the ratio that each Participant's Compensation for the Plan Year bears to the total Compensation of all Participants entitled to receive an allocation for the Plan Year, but not exceeding 3% of each Participant's Compensation. Second, in the ratio that each Participant's Excess Compensation (ELECTED IN (F) below) for the Plan Year bears to the total Excess Compensation of all Participants entitled to receive an allocation for the Plan Year, not to exceed the maximum disparity rate, subject to the provisions of Section 18.04 of the Plan. Finally, any remaining amount in the ratio that each Participant's Compensation for the Plan Year bears to the total Compensation of all Participants entitled to receive an allocation for the Plan Year. [ ] (e) FOUR-TIERED INTEGRATED ALLOCATION FORMULA. First, in the ratio that each Participant's Compensation for the Plan Year bears to the total Compensation of all Participants entitled to receive an allocation for the Plan Year, but not exceeding 3% of each Participant's Compensation. Second, in the ratio that each Participant's Excess Compensation (ELECTED IN (F) below) for the Plan Year bears to the total Excess Compensation of all Participants entitled to receive an allocation for the Plan Year, but not exceeding 3% of each Participant's Excess Compensation. Third, in the ratio that each Participant's Compensation plus Excess Compensation for the Plan Year bears to the total Compensation plus Excess Compensation of all Participants entitled to receive an allocation for the Pl...
