Release from Duty. When the best interest of the County requires the immediate removal of the employee from his/her position, any employee may be released from regularly assigned duties with pay and benefits by the Department Head for a period not to exceed eighty (80) working hours upon the approval of the Personnel Director. Upon showing of good cause by the appointing authority, such release from duty may be extended up to an additional eighty (80) work hours by the Personnel Director.
Release from Duty. If the attendance at meetings, hearings, appeals, or other proceedings relating to the grievance adjustment process, as set forth in Article 4.0, whether as a grievant, a witness, a representative of the Association, or otherwise, requires an employee's absence from his regular duty assignment, he shall be released from such duty assignment without loss of pay or other penalty.
Release from Duty. If attendance at mutually scheduled meetings, hearings, or appeals relating to the grievance adjustment process, whether as a grievant or witness, requires a certificated employee's (as covered by this Agreement) absence from his duty assignment, he shall be released without loss of pay. The Association shall reimburse the District for the cost of the substitute for the Association representative.
Release from Duty. An Employee who works so much overtime or recall between the end of the Employee's previous ordinary hours and the start of the next period of ordinary hours, that the Employee would not have at least ten consecutive hours off duty between the end of the overtime or recall and the start of the next rostered period of ordinary hours will, subject to this clause 55, be released after completion of such overtime or recall worked until the Employee has had ten consecutive hours off duty without loss of pay for rostered ordinary hours occurring during such absence.
Release from Duty. Named grievants and/or an Association representative shall be released from regular duties to attend meetings scheduled during work time in connection with the processing of any grievance.
Release from Duty. If attendance at any proceedings relating to the grievance adjustment process requires a certificated employee’s absence from a regular duty assignment, the employee shall be released from such duty without loss of pay or other penalty. Whenever possible, such proceedings shall be scheduled so as not to interfere with the performance of the employee’s assigned duties.
Release from Duty. All meetings, hearings, appeals, or other proceedings relating to the grievance adjusting process shall be scheduled outside of the normal school day, whenever possible. However, whenever a meeting, a hearing, an appeal, or other proceedings related to a grievance adjusting process require an employee's absence from the employee’s regular duty assignment, the employee shall be released from such assignment without loss of pay or without other penalty.
Release from Duty. Employees on the Employer-Union Committee may be released from duty without loss of regular pay for the purpose of attending meetings of this committee. Such leave of absences shall not be unreasonably withheld recognizing, however, the need for efficiency of operations of the Employer. Where meetings are held outside scheduled working hours for the Employee, no overtime will be paid. However, Employees shall be entitled to take time off in lieu at straight time for the time spent outside scheduled working hours at a time mutually agreed upon between the Employer and the Employee. The Employer shall reimburse the Union for fifty percent (50%) of the travel, meal and accommodation costs incurred for the Employee representatives. Such reimbursement shall be in accordance with the rates set out in Employer policy.
Release from Duty. On duty personnel who have signed-up to take the written examination shall be released from duty to take the examination. Personnel shall be released from duty one hour prior to the start time of the exam and shall report back to duty immediately after completing the examination and receiving their examination score. Seniority points for personnel who have signed-up for the written exam shall be computed and posted at least 7 days prior to the written exam. A maximum of 25 points for 20 years of service shall be awarded. Points for employees with less than 20 years service shall be computed as follows. Seniority in days of service shall be determined by subtracting the employee’s date of hire from the date on which the applicable current promotion list expires or was exhausted. An employee’s date of hire shall be adjusted to reflect any time not credited towards seniority as defined by the parties’ collective bargaining agreement. The current promotion list shall be considered to have been exhausted on the date the last eligible person on that list received (or refused) an initial appointment to the applicable rank. Years of seniority shall be determined by dividing seniority in days of service by 365.25. Years of seniority shall then be multiplied by 1.25 to determine an employee’s seniority points. Final value shall be rounded to 2 decimal places (hundredths). (Date of expiration or exhaustion of list - Employee date of hire) x 1.25/365.25
Release from Duty. On duty personnel who have signed-up to take the written examination shall be released from duty to take the examination. Personnel shall be released from duty one hour prior to the start time of the exam and shall report back to duty immediately after completing the examination and receiving their examination score. The Fire Chief will have available for his assignment up to 15 points to be added to the other point criteria for the purpose of establishing the promotional list for Assistant/Battalion Chief. These points will be given to the Commission prior to the assessment center. These points are at the discretion of the Chief. Chief's Merit points for personnel who have signed up for the written exam shall be computed and posted at least 7 days prior to the assessment center.
