Re-employment in Other Departments Sample Clauses

Re-employment in Other Departments. Refer to the appropriate section of the County’s Personnel Manual as it relates to re-employment in other departments, currently in Chapter 13.C.3 (Re- Employment in Other Departments).
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Re-employment in Other Departments. Laid off employees may request to be considered for re-employment in other County departments for positions within current classifications or any equal or lower classifications for which they are determined to meet the minimum qualifications. Laid off employees shall notify the Human Resources Department, and shall complete the appropriate forms identifying positions for which they are potentially qualified. Qualified employees shall receive consideration by individual departments prior to open recruitment, and hiring of new employees for regular full-time or regular part-time position vacancies. Laid off employees shall be eligible to receive such consideration for a period of one (1) year from their effective date of layoff. It shall be the responsibility of the laid off employee to inform the Human Resources Department of any change of his/her contact information. Notification of recall shall be by registered mail, and employee’s response is required within ten (10) days of notification.
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Re-employment in Other Departments. Laid off Employees may request to be considered for re-employment in other County departments for positions within current classifications or any equal or lower classifications for which they are determined to meet the minimum qualifications. Laid off Employees shall notify the County Human Resources Office and shall complete a Layoff Application identifying positions for which they are potentially qualified. Qualified Employees shall receive consideration by individual departments prior to opening a recruitment and hiring of new Employees for regular full-time or regular part-time position vacancies. Laid off Employees shall be eligible to receive such consideration for a period of one (1) year from their effective date of layoff. It shall be the responsibility of the Employee on layoff to inform the Employer of any change in their address. Notification of recall shall be by registered mail, and Employee response required within fifteen (15) calendar days of notification.
Sample 1
Re-employment in Other Departments. Laid off employees may request to be considered for re-employment in other County departments for positions within the employee’s former classifications or any equal or lower classifications for which the employee is determined to meet the minimum qualifications. Laid off employees shall notify the Human Resources Department, and shall complete the appropriate forms identifying positions for which they are potentially qualified. Qualified employees shall receive consideration by individual departments prior to open recruitment, and hiring of new employees for regular full-time or regular part-time position vacancies. Laid off employees shall be eligible to receive such consideration for a period of twelve (12) months from their effective date of layoff. A recalled employee shall be subject to the probationary period as outlined in Section D (Definitions). It shall be the responsibility of the laid off employee to inform the Human Resources Department of any change of their contact information. Notification of recall shall be by registered mail, and the employee’s response is required within ten (10) days of receipt of the notification.
Sample 1
Re-employment in Other Departments. Laid-off employees may request to be considered for reemployment in other County departments for positions within current classifications or any equal or lower classifications for which they are determined to meet the minimum qualifications. Laid off employees shall notify the Human Resources Department, and shall complete the appropriate forms identifying positions for which they are potentially qualified. Qualified employees shall receive consideration by individual departments prior to open recruitment, and hiring of new employees for regular full-time or regular part-time position vacancies. Laid off employees shall be eligible to receive such consideration for a period of one (1) year from their effective date of layoff. A recalled employee shall be subject to the probationary period as outlined in Section D (Definitions). It shall be the responsibility of the employee on layoff to inform the Human Resources Department of any change of his/her contact information. Notification of recall shall be by registered mail, and employee response required within ten
Sample 1
Re-employment in Other Departments. Laid off employees may request to be considered for reemployment in other County departments for positions within current classification or any equal or lower classification for which they are determined to meet the minimum qualifications. Laid off employees shall notify the Human Resources Division and shall complete a Layoff Personnel Form identifying positions for which they are potentially qualified. Qualified employees shall receive consideration by individual departments prior to open recruitment and hiring of new employees for regular full-time or regular part-time position vacancies. Laid off employees shall be eligible to receive such consideration for a period of one (1) year from their effective date of layoff.
Sample 1

Related to Re-employment in Other Departments

  • Employment Agencies Prior to enlisting the services of an employment agency, the Hospital will attempt to contact part-time staff who would normally perform the duties in question.

  • Employment Pool a. All certificated employees who are not recommended for retention in accordance with these procedures shall be terminated from employment and placed in an employment pool for possible re-employment for a period of up to two (2) years. Employment pool personnel will be given the opportunity to fill open positions within the categories or specialties identified in Section 2.A.3. for which they are qualified under Section 2.A.5. If more than one such employee is qualified for an open position, the criteria set forth in Section 2.A.6. shall be applied to determine who shall be offered such position.

  • LAYOFF AND RE-EMPLOYMENT A. Layoff shall be defined, for the purpose of this Article, as a termination of a permanent full-time or permanent part-time employee resulting from the elimination of the employee’s position by the Town or being displaced by an employee whose position was eliminated. The Town shall notify the Association of any intended layoffs as soon as possible prior to notification to any affected employees. An employee subject to layoff, shall receive written notice of such layoff no less than thirty (30) days prior to the effective date of such layoff. A copy of such notice shall be sent to the Association. The Department of Human Resources shall provide a copy of the relevant seniority list to the Association at the time the notice of layoff is issued to the Association. The Association may make reasonable requests, in writing, for a position’s seniority list from the Department of Human Resources, and the Department of Human Resources shall provide a copy of the requested seniority list within ten (10) business days of its receipt of the request. For the purposes of this Article, a permanent part time employee shall be deemed subject to a layoff if such employee’s regularly scheduled hours are reduced to an extent causing the employee to become an unrepresented part-time employee and therefore no longer covered by the terms of the collective bargaining agreement. In the event the Town eliminates a full time position, full time temporary followed by full time probationary employees in the affected title in that department shall be laid off prior to any permanent full time employee occupying such title in that department. In the event it becomes necessary to lay off a permanent full time employee, such layoff shall be affected in reverse order of Town-wide seniority of the permanent full time employees in the affected title in that department. A permanent full time twelve-month employee who is laid off may elect to displace in Town government, the least senior full-time employee in that title in the following order: (i) twelve-month employee in that title, (ii) eleven-month employee in that title, (iii) ten-month employee in that title, (iv) part time twelve- month employee in that title, (v) part-time eleven-month employee in that title, or

  • Supported Employment Supported employment is provided to an individual who has paid, individualized, competitive employment in the community (i.e., a setting that includes non- disabled workers) to help the individual sustain that employment. It includes individualized support services consistent with the individual’s plan of services and supports as well as supervision, self-employment, and training. Optional*† E. Behavioral Support: Specialized interventions by professionals with required credentials to assist an individual to increase adaptive behaviors and to replace or modify maladaptive behavior that prevent or interfere with the individual’s inclusion in home and family life or community life. Support includes: ▪ assessing and analyzing assessment findings so that an appropriate behavior support plan may be designed; ▪ developing an individualized behavior support plan consistent with the outcomes identified in the individual’s plan of services and supports; ▪ training and consulting with family members or other providers and, as appropriate, the individual; ▪ and monitoring and evaluating the success of the behavioral support plan and modifying the plan as necessary. Optional*† F. Nursing: Treatment and monitoring of health care procedures prescribed by physician or medical practitioner or required by standards of professional practice or state law to be performed by licensed nursing personnel. Optional

  • Re-employment An employee who resigns her position and within sixty (60) days is re-employed, shall be granted a leave of absence without pay covering those days absent and shall retain all previous rights in relation to seniority and other fringe benefits subject to any benefit plan eligibility requirements.

  • Rehabilitative Employment (a) During a period of total disability under this plan, a disabled employee may engage in rehabilitative employment in which case the benefit from this plan will be reduced by 50% of the employee's rehabilitative employment income that exceeds $50 per month. The benefit from this plan will be further reduced by the amount that remuneration from rehabilitative employment plus the benefit from the L.T.D. plan exceeds 75% of the employee's basic wage at date of disability.

  • Layoff and Reemployment A. Application Whenever it is necessary because of a lack of work or funds, or whenever it is advisable in the interest of economy to reduce the number of permanent and/or probationary employees (hereinafter known as "employees") in any State agency, the State may lay off employees pursuant to this Section.

  • Other Employment Executive shall not be obligated to seek other employment in mitigation of the amounts payable or arrangements made under this section 3, and the obtaining of any such other employment shall in no event result in any reduction of Company’s obligations to make the payments and arrangements required to be made under this section 3, except to the extent otherwise specifically provided in this Agreement.

  • Regular Employment The Employer may fill a position with a regular employment appointment for positions scheduled to work twelve (12) months per year.

  • Employment and Training Administration The ratio of trainees to journeymen on the job site shall not be greater than permitted under the plan approved by the Employment and Training Administration. Every trainee must be paid at not less than the rate specified in the approved program for the trainee's level of progress, expressed as a percentage of the journeyman hourly rate specified in the applicable wage determination. Trainees shall be paid fringe benefits in accordance with the provisions of the trainee program. If the trainee program does not mention fringe benefits, trainees shall be paid the full amount of fringe benefits listed on the wage determination unless the Administrator of the Wage and Hour Division determines that there is an apprenticeship program associated with the corresponding journeyman wage rate on the wage determination which provides for less than full fringe benefits for apprentices. Any employee listed on the payroll at a trainee rate who is not registered and participating in a training plan approved by the Employment and Training Administration shall be paid not less than the applicable wage rate on the wage determination for the classification of work actually performed. In addition, any trainee performing work on the job site in excess of the ratio permitted under the registered program shall be paid not less than the applicable wage rate on the wage determination for the work actually performed. In the event the Employment and Training Administration withdraws approval of a training program, the contractor will no longer be permitted to utilize trainees at less than the applicable predetermined rate for the work performed until an acceptable program is approved.

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