Reversion Rights. An employee serving a trial service period may voluntarily revert at any time or the Employer, with one (1) working day’s written notice, may revert an employee who does not successfully complete their trial service period. The Employer will provide seven (7) calendar days’ written notice if the employee is reverted to a different institution or regional office. Reversion will be to a funded permanent position within the Agency that is:
a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.
b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections a and b above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. Pursuant to Article 19, Bid System, reverted employees will be permitted to exercise any bid rights they may have in the classification to which they are reverted. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the Agency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they had previously attained permanent status.
Reversion Rights. A) On termination of the job share or variable hours of work arrangement, the Permanent employee initiating the arrangement will revert to full-time hours of the position occupied. The employee backfilling the position will be governed by the Term Employment provisions.
Reversion Rights. A permanent employee who fails the probationary period or opts to revert to the previously held position will be placed at the previous rate of pay, including any increments he would have earned had he not assumed the new position. By mutual agreement, the employee may revert to a similar position.
Reversion Rights. 14.7.1 An employee who is promoted and fails to complete the required probationary period of one (1) year shall be returned to the classification in which the employee held permanency immediately prior to the promotion. To be eligible: 1) there must be an available, vacant position in the employee’s prior classification; or 2) the employee must have greater seniority than the least senior employee serving in that classification. A position is not available and vacant when the position is not being filled due to a hiring freeze.
14.7.2 In the event the returning employee cannot displace an employee in the classification immediately held prior to promotion, the returning employee may displace the least senior employee of the next previously held classification as per section 14.7.1.
14.7.3 Any employee displaced as a result of the application of this Article shall be entitled to the displacement provisions of sections 14.7.1
Reversion Rights. An employee established in the bargaining unit promoted or transferred to a job not in any bargaining unit prior to August 1, 1972 or after April 30, 1992 or to a job in another bargaining unit between January 1, 1995 and November 30, 1996 and who is later removed from such position but still in the employ of the Company shall be reassigned with his original plant and department seniority dates and the job seniority he held at the time of promotion or transfer.
Reversion Rights. An employee serving a trial service period may voluntarily revert at any time or the Employer, with one (1) working day’s written notice, may revert an employee who does not successfully complete his/her trial service period. Reversion will be to a funded permanent position within the agency that is:
a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.
b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections a and b above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. Pursuant to Article 19, Bid System, reverted employees will be permitted to exercise any bid rights they may have in the classification to which they are reverted. An employee who has no reversion options or does not revert to the highest classification in which he/she previously attained permanent status may request that his/her name be placed on the agency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where he/she had previously attained permanent status.
Reversion Rights. On the termination of the job share arrangement, the permanent employee will revert to regular full time hours of the position occupied. The non-permanent employee will be covered by Article 11 of the collective agreement. Letter of Understanding Job Share
Reversion Rights. On the termination of the job share arrangement, the permanent full- time employee will revert to the full-time schedule of the position occupied. Existing job sharing arrangements will be reviewed within 30 days of the signing of this Collective Agreement to ensure that they meet the criteria as established herein.
Reversion Rights. If an employee loses their position due to being "bumped" by another employee who is exercising Article10 rights, and a position with the same duties that they were bumped out of subsequently becomes vacant within one year, the following will apply:
Reversion Rights. If AstraZeneca decides not to file, prosecute or maintain any Patent Right under Section 8.4.1 or 8.4.3, it shall give Xxxxxxxxx reasonable notice to that effect sufficiently in advance of any deadline for any filing with respect to such Patent Right so as to permit Xxxxxxxxx to carry out such activity. Upon delivery of such notice, Xxxxxxxxx shall have the right to file, prosecute and maintain such Patent Right, and AstraZeneca shall perform such acts as may be reasonably necessary for Xxxxxxxxx to file, prosecute or maintain such Patent Right, at Xxxxxxxxx’x sole cost and expense. If Xxxxxxxxx does so elect, then AstraZeneca shall provide such cooperation to Xxxxxxxxx, including the execution and filing of appropriate instruments, as may reasonably be requested to facilitate the transition of such patent activities, and shall assign all of its right, title and interest to such Patent Right to Xxxxxxxxx. Any such Patent Right abandoned by AstraZeneca under Section 8.4.1 or 8.4.3 shall be deemed to be excluded from the Xxxxxxxxx Patent Rights or Joint Patent Rights, as applicable, and shall thereafter cease to be included within the scope of the licenses granted to AstraZeneca under Section 2.
