Rehire Process Sample Clauses

Rehire ProcessAn employee may be reemployed in the same classification from which the employee took the leave of absence with the approval of the Appointing Authority and the Human Resources Director or designee. Alternatively, the employee must apply through the Human Resources Department by the last day of the leave of absence. The employee will be placed on the eligible list for the classification from which he/she took the leave of absence without examination. Placement on the eligible list will be administered in accordance with the requalification provisions of the Personnel Rules. If the employee is not re-hired within ninety (90) calendar days of the expiration of such a leave the employee shall be terminated from County Fire service. If reemployed, the employee shall be required to serve a new probationary period. The Human Resources Director or designee has the discretion to waive the requirement to serve a new probationary period.
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Rehire ProcessAn employee may be reemployed in the same division in the classification from which the employee took the leave of absence with the approval of the Appointing Authority and the County’s Human Resources Director. Alternatively, the employee must apply through Human Resources by the last day of the leave of absence. The employee will be placed on the eligible list for the classification from which he/she took the leave of absence without examination. Placement on the eligible list will be administered in accordance with the re-qualification provisions of the Personnel Rules for Board- Governed Special District. If the employee is not re-hired within ninety (90) calendar days of the expiration of such a leave the employee shall be terminated from County Fire service. If reemployed, the employee shall be required to serve a new probationary period. The County’s Human Resources Director has the discretion to waive the requirement to serve a new probationary period.
Rehire Process. 22.6.1 Individuals who have been laid off shall be placed on a Rehire List for 18 (eighteen) months and shall be offered reemployment in order of 22.6.2 If and when a position opens, it must be offered to the highest ranked unit member on the Rehire List who holds the appropriate certification 22.6.3 No prospective employee may be offered a position until every unit member on the Rehire List who previously held the position and holds the appropriate credential has been offered the position. 22.6.4 Unit members who decline an offer of reemployment for a position requiring the same credential/professional experiences as the position from which they were laid off will be removed from the Rehire List and will have to reapply for consideration of future employment. 22.6.5 When a unit member is reemployed, the time spent on the Rehire List shall not constitute a break in service.
Rehire Process. A. A member in good standing who has separated from the DPS or the Fire Rescue Department may be eligible to return, without undergoing the Department's selection process, only when the MOS has requested consideration and is re-employed within one year of the date of separation, or as otherwise stated in this article. B. Any member who separates from the DPS or the Fire Rescue Department shall lose all seniority gained prior to their separation in the event the MOS is re-hired. X. XXXX retirees from other agencies may be hired by a Department at a rate of pay above that of a starting cadet. These persons may be hired at a rate of up to, and equal to, that of a current MOS in the same position with five years of service. The rate of pay will be determined by the pay scale in effect at the time of the hiring, or the average rate of current MOS with five years of service in the same position. X. XXXX retirees from the DPS or the Fire Rescue Department may be hired back by a Department at a rate of pay above that of a starting cadet. These persons may be hired at a rate of up to, and equal to, that of a current MOS in the same position with eight years of service. The rate of pay will be determined by the pay scale in effect at the time of the hiring, or the average rate of current MOS with eight years of service in the same position. X. XXXX retirees from the DPS or the Fire Rescue Department who are re-hired within 120 days from their date of separation will return without a probationary period and shall adhere to the following conditions: 1. PERA retirees are restricted from applying for or receiving positions within the Traffic Unit, and/or the Criminal Investigations Division for a period of two years from their date of re-hire. 2. PERA retirees are excluded from the promotional process. X. XXXX retirees from the DPS or the Fire Rescue Department who do not desire to re-hire with the aforementioned restrictions listed in subsection E. will have to adhere to the current Department hiring process. X. XXXX retirees will begin receiving their uniform allowance at the next quarterly scheduled disbursement following their date of re-hire.
Rehire ProcessEmployees shall be rehired, by seniority for two (2) years from the date of the displacement. Employees exercising their rehire rights shall have preference for hire before other candidates when applying for open positions within their most recently held classification subject to the following: a. Employees must follow the direction in their layoff packet identifying them as displaced employees in their application on the AHS website. b. Employees who are exercising their rehire rights must notify the recruiter. c. Displaced employees seeking to be rehired are subject to all requirements of the new hire process. d. Displaced employees may exercise their rehire rights for an open position so long as AHS has not already offered the position to another applicant.
Rehire Process. 19.6.1 Individuals who have been laid off shall be placed on a Rehire List for eighteen (18) months and shall be offered reemployment in order of seniority as defined herein. 19.6.2 If and when a position opens, it must be offered to the highest ranked unit member on the Rehire List who has previously been employed in that classification and is determined by OSA to be qualified for the position. The offer is to be made by phone call, email, and via certified mail to the address on file for the unit member. The unit member shall have five (5) business days from the date of the notice to respond to the offer. 19.6.3 No prospective employee may be offered a position until every unit member on the Rehire List who previously held a position in that classification and has been determined by OSA to be qualified has been offered the position. 19.6.4 Unit members who decline an offer of reemployment for a position in the classification from which they were laid off will be removed from the Rehire List and will have to reapply for consideration of future employment. 19.6.5 When a unit member is reemployed, the time spent on the Rehire List shall not constitute a break in service.

Related to Rehire Process

  • Sale Process If a Non-Economic Facility is marketed for sale in accordance with Section 5.02 and Manager receives an offer therefor which it wishes to accept on behalf of the relevant TRS and Owner, Manager shall give the relevant TRS prompt notice thereof, which notice shall include a copy of the offer and any other information reasonably requested by such TRS. If the relevant TRS, on behalf of the relevant Owner, shall fail to accept or reject such offer within seven (7) Business Days after receipt of such notice and other information from Manager, such offer shall be deemed to be accepted. If the offer is rejected by the relevant TRS on behalf of the relevant Owner, and if Manager elects to continue marketing the Non-Economic Facility by providing written notice to the relevant TRS within seven (7) days of such rejection and Manager does not obtain another offer within ninety (90) days that is accepted by the relevant TRS, the Non-Economic Facility shall be deemed to have been sold to the relevant TRS on the date, at the price and on such other terms contained in the offer. If a Non-Economic Facility is sold to a third party or deemed to have been sold to the relevant Owner pursuant to such offer, effective as of the date of sale or deemed sale: (i) the Management Agreement shall terminate with respect to such Non-Economic Facility; (ii) Aggregate Invested Capital shall be reduced by an amount equal to the net proceeds of sale after reduction for the costs and expenses of the relevant TRS, the relevant Owner and/or Manager (or, in the case of a deemed sale, the net proceeds of sale determined by reference to such offer, after reduction for any amounts actually expended and any amounts which would reasonably have been expected to have been expended if the sale had been consummated by the relevant TRS, the relevant Owner and/or Manager). If the reduction in Aggregate Invested Capital is less than the Invested Capital of the Non-Economic Facility sold or deemed to have been sold, the difference shall be proportionately reallocated to the Invested Capital of the remaining Facilities.

  • Due Process 1. No certificated employee shall be disciplined without just cause. 2. The specific grounds forming the basis for official disciplinary action shall be made available to the employee in writing. If an employee is requested to give information which the District understands may lead to disciplinary action against that employee, the District shall advise the employee of the right to representation. If a request for representation is made, the interview shall not take place for a reasonable period of time to allow for the representative’s attendance. 3. Any complaint against an employee by a parent, student, or other person, which if proven true would provide the basis for discipline, shall be called to the attention of the employee within ten (10) days of receipt. Any complaint not called to the attention of the employee within ten (10) days of receipt may not be used as a basis for disciplinary action against the employee. 4. The District agrees to follow a policy of progressive discipline which generally includes verbal warning and written reprimand provided, however, that any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates said action. (a) A verbal warning is an official verbal notification of employee misconduct. The warning should include the reason(s) for the warning and notice that future misconduct could result in more severe disciplinary action. Documentation of the verbal warning may be noted in the administrator’s working file. (b) A written reprimand is an official written notification of employee misconduct. A written reprimand should include the reasons for the reprimand and notice that future misconduct could result in more severe disciplinary action. (c) Any suspension of a teacher pending charges shall be with pay until official action by the Board of Directors. 5. Subject to the other provisions of this Agreement, any non-provisional employee receiving notification of non-renewal of contract, discharge, or adverse effect may elect to have the matter heard by either a hearing officer in accordance with RCW 28A.405.310 or an arbitrator in accordance with the grievance procedure.

  • Grievance Process (a) Either party, with the agreement of the other party, may submit a grievance to Grievance Mediation at any time within ten (10) working days after the Employer’s decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitrator. (b) Grievance Mediation shall be scheduled within twenty (20) working days of the grievance being submitted to mediation, or longer period as agreed by the parties. (c) No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure. (d) The parties shall agree on a mediator. (e) Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedings shall be made and legal counsel shall not be used by either party, unless otherwise mutually agreed. (f) If possible, an agreed statement of facts will be provided to the Mediator, and if possible, in advance of the Grievance Mediation Conference. (g) The Mediator will have the authority to meet separately with either party. (h) If no settlement is reached within five (5) working days following Grievance Mediation, the parties are free to submit the matter to Arbitration in accordance with the provisions of the collective agreement. In the event that a grievance which has been mediated subsequently proceeds to arbitration, no person serving as the Mediator may serve as an Arbitrator, unless otherwise mutually agreed. Nothing said or done by the mediator may be referred to Arbitration. (i) The Union and Employer will share the cost of the Mediator, if any.

  • Consultative Process This Agreement recognises a commitment of the parties to develop working arrangements which will bring success to the operations of the Company through the ability to implement flexible work arrangements to meet the requirements of customers and the personal, study or family commitments of employees.

  • Complaints Process The School shall establish and adhere to a process for resolving public complaints which shall include an opportunity for complainants to be heard. The final administrative appeal shall be heard by the School's Governing Board, except where the complaint pertains to a possible violation of any law or term under this Contract. The complaints process shall be readily accessible from the School’s website, as described in Section 11.4.1.

  • CENTRAL GRIEVANCE PROCESS The following process pertains exclusively to grievances on central matters that have been referred to the central process. In accordance with the School Boards Collective Bargaining Act central matters may also be grieved locally, in which case local grievance processes will apply.

  • Acceptance Process All deliverables must be received and accepted in writing by Department’s Grant Manager before payment. The Grantee shall work diligently to correct all deficiencies in the deliverable that remain outstanding, within a reasonable time at Grantee’s expense. If Department’s Grant Manager does not accept the deliverables within 30 days of receipt, they will be deemed rejected.

  • Formal Process The Formal Process is a process in which an Employee requests a formal hearing and a panel is convened to gather evidence and make a decision regarding the Employee’s concern. If an Employee is unable to get his concern resolved through the Informal Process, he may request a Formal Hearing by filing an Issue Resolution Form within three (3) business days following completion of the Informal Process. Employees may seek the assistance of a FC member or the Employee Advocate to assist in the preparation of an Issue Resolution Form. A FC facilitator shall, on a rotating basis, facilitate but shall be a non-voting participant in any Formal Hearings that may arise following the submission of an Issue Resolution Form. The FC facilitator will contact the Employee within two (2) business days of receiving the Issue Resolution Form. The Employee will select, at random, five (5) FC members to sit on the Formal Hearing Panel. The Hearing Panel will consist of three (3) bargaining unit FC members and two (2) management FC members. The Employee will randomly select four (4) bargaining unit FC member names and discard one such name of his or her choosing, and randomly select three (3) management FC names and discard one such name of his or her choosing for the Hearing Panel. The panel will convene within 10 business days of receiving the Issue Resolution Form. The panel will collect evidence and fully review all details of the Employee’s concern in order to reach a final decision about whether the Agreement and the Employees’ Charter have been fairly applied to the Employee. Employees may be assisted in the Formal Process, including the Formal Hearing, by the Employee Advocate, if they so choose. The Employee Advocate’s role in the Formal Process shall be to:

  • Informal Process The Informal Process provides an Employee with the opportunity to resolve his or her concern by using the open door process, with the assistance of a FC member, within 30 calendar days of the date the Employee became aware of the issue. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee is encouraged to take this concern up with his immediate supervisor or may request the assistance of the Employee Advocate or a FC member to facilitate resolution of the issue.

  • Process a. The grievance shall be referred to one of the following arbitrators: i. Xxxx Xxxxx ii. Xxxxx Xxxxxx iii. Xxxxx Xxxxxxxx

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