Review of Positions Sample Clauses

Review of Positions. A request for a review of a position may be made by either a department head or designee and/or an incumbent employee to determine whether or not the position has been properly allocated to a classification or to determine the accuracy of an existing position description. If the matter cannot be resolved at this level, the employee may request the Joint Labor/Management Committee (JLMC) to review the reclassification. In reviewing the position, the JLMC shall take into consideration the duties assigned to the employee in relation to the written job classification. The JLMC may receive written or oral information from the department head and/or the employee. The JLMC shall make a recommendation to the Mayor or designee for a final determination as to the allocation of the job to the classification. The JLMC shall establish its own rules and procedures for the review of jobs. Creation of and/or placement of new positions in the salary schedule are subject to City Council confirmation.
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Review of Positions. The Classified Personnel Administrator shall review the duties and responsibilities of positions as necessary to determine their proper classification. For the years 2024-2029, the review of positions will be conducted on a five
Sample 1
Review of Positions. The Classified Personnel Administrator shall review the duties and responsibilities of positions as necessary to determine their proper classification. For the years 2024-2029, the review of positions will be conducted on a five (5) year cycle. The financial impacts of implementation will be discussed at the onset of the study. If it is found that a position or positions should be modified, the Classified Personnel Administrator shall advise the Administration of the findings. The Classified Personnel Administrator shall report the recommendations of the District Administration regarding the findings of the Classified Personnel Administrator to the Association and the Personnel Commission. The Classified Personnel Administrator shall also report the findings in cases where the review indicates that no change in classification is necessary. Where negotiations are required, the District and the Association will attempt to reach agreement on items prior to presentation of such items to the Personnel Commission for action. Should a recommendation be presented and approved by the Personnel Commission prior to reaching agreement with the Association, implementation of those recommendations requiring negotiation shall be delayed until either agreement is reached or bargaining obligations have been met. When the District and the Association have agreement prior to Personnel Commission action, implementation shall become effective the day after the Personnel Commission action.
Sample 1
Review of Positions. Any employee may make a written request for a review of their current position to the Chief Talent/Human Resources Officer and the President of the ESG. The employee will also notify the department head. Any position that has a major content change will be reviewed by the Chief Talent/Human Resources Officer and the President of the ESG. A written decision with explanation must be returned to the employee or department head explaining within three months of the receipt of the request.
Sample 1

Related to Review of Positions

  • Posting of Positions Notice of any opening for a promotional position shall be posted in all schools and departments by the Division of Human Resources & Equity.

  • Filling of Positions A. PERMANENT POSITIONS 1. A permanent position is a position expected to last for more than three (3) months, except a permanent position shall not be created for pregnancy leave, medical leave, or other approved leave. A permanent position may be either full-time or part-time. When the Company determines that there should be a new permanent position or that a vacated permanent position should be filled it will announce such position for bid. The announcement shall state the domicile, number of positions available, their effective date and be posted via CrewTrac message to all Flight Attendants and in each domicile crew lounge for a period of no fewer than seven (7) calendar days. 2. Flight Attendants shall be allowed to submit a permanent bid and shall have the right to change their permanent bid any time prior to the vacancy bid closing. The Company shall establish guidelines under which bid forms are to be completed. An On-line permanent bid form will be made available to the Flight Attendants. The on-line form may be submitted at any time and will remain on file with the Company until it is requested to be removed or changed by the Flight Attendant. 3. When a part-time Flight Attendant position is available, full-time Flight Attendants shall be provided the opportunity to transfer to such positions in system seniority order prior to the Company hiring an external applicant. When a full-time Flight Attendant position becomes available, part-time Flight Attendants shall be permitted to transfer to such position in system seniority order prior to the hiring of an external applicant. 4. The Company will award permanent positions from the Permanent bid file, in system seniority order. If there are insufficient bidders, the Company may assign positions in reverse seniority order or assign them to newly hired Flight Attendants. Awards/assignments shall usually be posted in two (2) business days, but no later than five

  • Review of Personnel Files Every member shall be allowed to review any of his/her personnel files except "confidential law enforcement records" and "trial preparation records" as defined in Ohio Revised Code Section 149.43 at any time, upon request and reasonable notice. Such request shall be made to the supervisor directly responsible for maintenance of such files. Review of the files shall be made in the presence of such supervisor or the supervisor's designated representative. For the Division master personnel file, the request shall be made to the member's Subdivision Deputy Chief or his/her designated representative. Any member, or the member's Lodge representative, may copy documents in the member's file. The City may levy a charge for such copying, which charge shall bear a reasonable relationship to actual costs. A member will be notified in writing any time records within his/her personnel, background, IAB, and/or payroll file(s) are requested, as a public records request pursuant to Ohio Revised Code Section 149.43, provided the City determines that the request is proper under applicable law. A member may request copies of any records provided under this paragraph, and these copies shall be provided at no cost to the member.

  • Review of Personnel File Upon written authority from an employee, OC shall permit the President of the Union or their designate to review that employee's personnel file in the office in which the file is normally kept in order to facilitate the proper investigation of a grievance.

  • Abandonment of Position An employee who fails to report for duty for three consecutive working days without informing the Employer of the reason for their absence will be presumed to have abandoned their position. An employee will be afforded the opportunity within 10 days to rebut such presumption and demonstrate that there were reasonable grounds for not informing the Employer.

  • New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.

  • Review Scope The parties confirm that the Asset Representations Review is not responsible for (a) reviewing the Receivables for compliance with the representations and warranties under the Transaction Documents, except as described in this Agreement or (b) determining whether noncompliance with the representations and warranties constitutes a breach of the Eligibility Representations. For the avoidance of doubt, the parties confirm that the review is not designed to determine why an Obligor is delinquent or the creditworthiness of the Obligor, either at the time of any Asset Review or at the time of origination of the related Receivable. Further, the Asset Review is not designed to establish cause, materiality or recourse for any Test Fail (as defined in Section 3.05).

  • Review Process Limitations The Asset Representations Reviewer will have no obligation (i) to determine whether a Delinquency Trigger Event has occurred or whether the required percentage of Noteholders has voted to direct an Asset Representations Review under the Indenture, (ii) to determine which Receivables are subject to an Asset Representations Review, (iii) to obtain or confirm the validity of the Review Materials, (iv) to obtain missing or insufficient Review Materials except as specifically described herein, (v) to take any action or cause any other party to take any action under any of the Transaction Documents to enforce any remedies for breaches of representations or warranties about the Eligible Representations, (vi) to determine the reason for the delinquency of any Review Receivable, the creditworthiness of any Obligor, the overall quality of any Review Receivable or the compliance by the Servicer with its covenants with respect to the servicing of such Review Receivable, or (vii) to establish cause, materiality or recourse for any failed Test as described in Section 3.03.

  • Review Protocol A narrative description of how the Claims Review was conducted and what was evaluated.

  • ADB’s Review of Procurement Decisions 11. All contracts procured under international competitive bidding procedures and contracts for consulting services shall be subject to prior review by ADB, unless otherwise agreed between the Borrower and ADB and set forth in the Procurement Plan.

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