Retention Standing Sample Clauses
The Retention Standing clause establishes the conditions under which a party retains certain rights, assets, or responsibilities during the term of an agreement. Typically, this clause clarifies what property, funds, or information remain under the control of a party, even as other obligations or transfers occur under the contract. For example, it may specify that a service provider retains ownership of proprietary tools or data used in delivering services. The core function of this clause is to ensure clear boundaries regarding what is retained versus what is transferred, thereby preventing disputes over ownership or responsibility during and after the contractual relationship.
Retention Standing. An individual's relative position on the retention register based on length of service, relative standing, veterans preference, and retention group.
Retention Standing. (1) Before the issuance of specific RIF notices, the Union will be provided a copy of the retention register(s) to be used to issue the notices. Amended registers will be provided to the Union as soon as they are prepared.
(2) The retention register will include: the employee’s tenure group, competitive level, original service date, and the adjusted service date.
(3) Employees’ performance ratings of record relevant to the issuance of specific RIF notices will be submitted to the servicing human resource office in sufficient time for retention standing to be determined.
(4) When employees affected by RIF are in the same competitive level with the same subgroup, ties will be broken in the following order: (1) length of service in NOAA/AOML; (2) total NOAA service; and (3) time at the current grade level.
Retention Standing. The procedures by which an employee’s retention standing and placement will be determined shall be executed in accordance with 5 C.F.R. Part 351, Subpart E.
Retention Standing. A. Retention standing is derived from an incumbent’s continuous service. Continuous service starts on the date of the original appointment on a permanent or contingent permanent basis in the classified service in the jurisdiction in which abolition of position occurs. For purposes of determining original appointment, completion of probation is not required. Prior service in another municipality is not included in the employee’s retention standing unless the individual was transferred.
1) A leave of absence is not an interruption of continuous service.
2) A period of time during which an employee is on a preferred list does not constitute an interruption of continuous service.
3) A resignation followed by a reinstatement more than one year after resignation constitutes a break in service and the original appointment date is the date of reinstatement.
4) Non-permanent (Temporary, provisional or unclassified) service preceding the original appointment is not included in the computation of retention standing. However, non-permanent service immediately preceded and followed by permanent classified service does not interrupt continuous service and is included in the computation of retention standing.
5) An employee who transfers into a different municipality maintains continuous service from the employee’s original appointment in the municipality from which the employee transferred. Retention standing and eligibility for examination are derived from the date of original appointment in the municipality from which the employee transferred.
B. In the case of disabled veterans, the date of original appointment shall be sixty months earlier than the actual date, while the date of original appointment of non-disabled veterans shall be thirty months earlier than the actual date. For the purpose of this Rule, the definition of “veteran” or “disabled veteran” is that contained in Section 85 of the State Civil Service Law. Spouses of veterans with a 100% service-connected disability may be entitled to additional retention standing pursuant to Section 85 of the State Civil Service Law.
C. When two or more employees were originally appointed on a permanent basis on the same date from the same eligible list, their retention rights are determined by their grade on that eligible list; the person having the higher grade has the greater retention right. If their scores were the same, preference for retention is at the discretion of the appointing authority.
D. Blind employees ar...
Retention Standing. 1. ORDER OF RETENTION FOR COMPETITIVE SERVICE
a. After grouping interchangeable positions into competitive levels, the Agency applies the four retention factors in establishing separate retention registers for each competitive level that may be included in the RIF. The name of each employee is listed in the retention register in the order of his or her retention standing. The retention register includes the name of each employee who holds a position in the competitive level, holds another position because of a temporary promotion from the competitive level, or is detailed from the competitive level. Employees on military duty with restoration rights are not included. Competing employees are placed on a retention register in the following groups and subgroups. The descending order of retention standing:
(1) By TENURE GROUPS is: Group I, Group II, and Group III.
(2) By SUBGROUPS, based upon eligibility for veteran's preference in RIF, within each tenure group is: Subgroup AD, Subgroup A, and Subgroup B.
(3) By LENGTH OF SERVICE within each subgroup: Employees are ranked beginning with the earliest service date (including performance credit).
b. Tenure groups for competitive service employees are comprised as follows:
(1) Group I - All career employees not serving a probationary period for appointment to a competitive position and other employees specified in 5 CFR 351.501(b)(1) (i) - (iv).
(2) Group II - All career-conditional employees, all employees serving a probationary period for initial appointment to a competitive position, and employees whose tenure status is pending final resolution by OPM.
Retention Standing. (1) The retention register will be prepared in accordance with 5 CFR 351.
(2) Management will provide a copy of the retention register, including the employee’s tenure group, competitive level, service computation date and adjusted service computation date, to the Union at the time specific RIF notices are issued.
(3) Employees who have received a specific notice (or their designated representative) will be permitted to review the applicable retention register so that the employee may consider how the competitive level was constructed and how the relative standing of the employee was determined.
(4) When employees affected by RIF are in the same competitive level with the same length of service as computed under 5 C.F.R. 351.503 and the same subgroup, ties will be broken in the following order:
(a) length of service in AOC;
(b) total NOAA service; and
(c) time at the current grade level.
Retention Standing. An employee’s position on the retention register. Pursuant to 5 CFR 351.501 through 504, competing employees will be classified on the retention register on the basis of their tenure, veteran preference, and length of service (augmented by performance) within their subgroup.
Retention Standing. When two or more Employees are tied in retention standing, i.e., two Employees in the same subgroup have the same service computation date, and one or more but not all tied Employees must be released from the competitive level, DOE shall break the tie on the basis of:
A. length of DOE service, and if a tie remains;
B. time in grade, and if a tie remains;
C. time within the organizational element, and if a tie remains; D. by lottery.
Retention Standing. (1) Before the issuance of specific RIF notices, the Union will be provided a copy of the annotated retention register(s) to be used to issue the notices. Amended registers will be provided to the Union as soon as they are prepared.
(2) The retention register will include: the employee's tenure group, competitive level, and original service date; and the adjusted service date.
(3) Employees and/or their designated representative(s) will be permitted to review the applicable retention register so that the employee may consider how the competitive level was constructed and how the relative standing of the employee was determined.
(4) Employees' performance ratings of record relevant to the issuance of specific RIF notices will be submitted to the servicing personnel office in sufficient time for retention standing to be determined. The due date would ordinarily be no more than 15 calendar days prior to the issuance date of specific notices.
(5) When employees affected by RIF are in the same competitive level with the same length of service as computed under 5 C.F.R. 351.503, as augmented by credit for performance under 5 C.F.R. 351.504, and the same subgroup, ties will be broken in the following order: (1) length of service in NOAA-GC; (2) total NOAA service; and (3) time at the current grade level.