Recommendation for Permanency Sample Clauses

Recommendation for Permanency. During the month before a worker completes his/her probationary period, he/she will be reviewed for advancement to permanency. At this time, the District must determine whether to grant permanency. The supervising manager will review all of the worker's evaluations in reaching this determination. 7.2.1 If the supervising manager decides that employment will be continued, permanency will be recommended in writing through the regular evaluation form and will be approved by the supervising manager. This decision will be reviewed with the worker. Recommendation for permanency for a classified hourly employee will be made in writing through a letter from the supervising manager. The recommendation will be forwarded to the Office of Human Resources. . 7.2.2 If the supervising manager does not recommend that the worker or classified hourly employee be granted permanency, employment shall be terminated. 7.2.3 Once the worker has been granted permanency, he/she may only be dismissed for cause. (See Article 16, Disciplinary Action.) 7.2.4 A permanent worker remains subject to layoff for lack of work or lack of funds in accordance with his/her seniority and displacement rights, if any. (See Article 11, Section 11.1
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Recommendation for Permanency. During the month before an officer completes his/her probationary period, he/she will be reviewed for advancement to permanency. 4.2.1 If the supervising manager decides that employment will be continued, permanency will be recommended in writing through the regular evaluation form and will be approved by the supervising manager. This decision will be reviewed with the officer. The recommendation will be forwarded to the Office of Human Resources. . 4.2.2 If the supervising manager does not recommend that the officer be granted permanency, employment shall be terminated. 4.2.3 Once the officer has been granted permanency, he/she may only be dismissed for cause. (See Article 12, Disciplinary Action.) 4.2.4 A permanent officer remains subject to layoff for lack of work or lack of funds in accordance with his/her seniority and displacement rights, if any. (See Article 13, Section 13.1, Layoff.)
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Recommendation for Permanency. During the month before a worker completes their probationary period, they will be reviewed for advancement to permanency. At this time, the District must determine whether to grant permanency. The supervising manager will review all of the worker's evaluations in reaching this determination. 7.2.1 If the supervising manager decides that employment will be continued, permanency will be recommended in writing through the regular evaluation form and will be approved by the supervising manager. This decision will be reviewed with the worker. Recommendation for permanency for a classified hourly employee will be made in writing through a letter from the supervising manager. The recommendation will be forwarded to the Office of Human Resources. . 7.2.2 If the supervising manager does not recommend that the worker or classified hourly employee be granted permanency, employment shall be terminated. 7.2.3 Once the worker has been granted permanency, they may only be dismissed for cause. (See Article 16,
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Recommendation for Permanency. During the employee's eighth month of employment with the District, he or she will be reviewed for advancement to permanency. At this time, the District must determine whether his or her services warrant continuation for an indefinite period or whether the probationary period should be extended. The appropriate administrator or supervisor will review the employee's entire file in reaching this determination. 4.2.1 If the appropriate administrator or supervisor recommends permanency, recommendation will be in writing through the regular evaluation form. 4.2.2 If the appropriate administrator or supervisor does not recommend that the employee be granted permanency, termination or extension of the probationary period must be recommended. 4.2.3 A permanent employee may be dismissed only for cause (Article 14.5).
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Recommendation for Permanency. During the month before a supervisor completes his/her probationary period, he/she will be reviewed for advancement to permanency. At this time, the District must determine whether to grant permanency. The supervising administrator will review all of the supervisor's evaluations in reaching this determination. 5.3.1 If the supervising administrator decides that employment will be continued, permanency will be recommended in writing through the regular evaluation form and will be approved by the supervising administrator. This decision will be reviewed with the supervisor. The recommendation will be forwarded to the Office of Human Resources. 5.3.2 If the supervising administrator does not recommend that the supervisor be granted permanency, employment shall be terminated. 5.3.3 Once the supervisor has been granted permanency, he/she may only be dismissed for cause. (See Article 14, Disciplinary Action.)
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Recommendation for Permanency. 52 53 During the month before a worker completes his/her their probationary period,
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Recommendation for Permanency. During the month before a worker completes his/her probationary period, he/she will be re- viewed for advancement to permanency. At this time, the District must determine whether to grant permanency. The supervising manager will review all of the worker’s evaluations in reaching this determination. 7.4.1 If the supervising manager decides that employment will be continued, perma- xxxxx will be recommended in writing through the regular evaluation form and will be approved by the supervising manager. This decision will be reviewed with the worker. The recommendation will be forwarded to the Office of Human Re- sources. 7.4.2 If the supervising manager does not recommend that the worker be granted perma- xxxxx, employment shall be terminated. 7.4.3 Once the worker has been granted permanency, he/she may only be dismissed for cause. (See Article 16, Disciplinary Action.) 7.4.4 A permanent worker remains subject to layoff for lack of work or lack of funds in accordance with his/her seniority and displacement rights, if any. (See Article 11, Section 11.1, Layoff.)
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Related to Recommendation for Permanency

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  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

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  • INDEPENDENT ASSESSMENT COMMITTEE CHAIRPERSONS Xx. Xxxxxx Xxxxxxxxx Registered Nurses Association of Ontario 000 Xxxxxxxxxx Xxxxxx, Xxxxx 0000 Xxxxxxx, XX X0X 0X0 Telephone: (000) 000-0000, ext. 216 Fax: (000) 000-0000 E-mail: xxxxxxxxxxxxxx@xxxxxxxxx.xx Ms. Xxxxxxx Plain 0000 Xxxxxx Xxxx Xxxxxxxx, XX X0X 0X0 Telephone: (000) 000-0000 Email: xxxxxxx.xxxxx@xxxxxxxxx.xx BETWEEN: AND:

  • Classification Review Grand Valley State University and APSS shall jointly determine the review assessment survey instrument to be used at Grand Valley State University. The parties shall maintain a Joint Review Committee, composed of three members appointed by the Human Resources Office and three members appointed by the Alliance. Bargaining unit members questioning the assigned classification of their position may do so by using the following procedure: A. Meet with the Employment Manager in the Human Resources Office to discuss the review process, changes in their job responsibilities, duties and any other process questions they may have. B. PSS member will fill out the assessment survey and email to the Employment Manager along with any other documentation that supports the request. The survey instrument will be jointly administered/reviewed by the Assessment Team (consisting of the Employment Manager and an Alliance member of the Joint Review Committee). A meeting with the PSS is scheduled for a verbal review of the documentation and to answer any questions the Assessment Team may have. The supervisor or appointing officer is encouraged to attend. If the Assessment Team believes a job site visit is warranted as a result of the survey information, they will schedule a time for a joint visit. C. The completed survey instrument shall be coded. The survey results, as determined by the Assessment Team, shall be shared with the survey participant. D. After receiving the survey results, the survey participant, if they so choose shall have the opportunity to meet with the Joint Review Committee for additional input and appeal. Any additional information shall be reviewed by the Committee, and where the Committee feels it is necessary, the survey will be recoded, in a manner mutually agreeable. E. The Joint Review Committee shall then deliberate as to the merit of the upgrade requested by the participant. If the Committee is not able to reach a consensus, the University will decide on the classification. The Alliance may appeal that decision through the arbitration procedure of the collective bargaining agreement. Professional Support Staff members may engage in the review process no more than once per year. Supervisors questioning the assigned classification of a staff member’s position shall provide supporting rationale, complete an assessment survey instrument and discuss with Manager of Employment. The Manager of Employment shall notify an Alliance Representative that a Supervisor is reviewing a staff member’s classification. The review and outcome shall be completed within 45 working days unless the Alliance Representative and Manager of Employment mutually agreed to an extension. The Alliance will be provided with the scored instrument and any supporting rationale.

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