Rights and Reasonable Expectations of the Probationer Sample Clauses

Rights and Reasonable Expectations of the Probationer. The probationer may expect to be acquainted with the evaluation criteria and any evaluation instruments prior to their use; the probationer may also expect a written response from the committee to requests or concerns for which the probationer makes a written statement or request to the committee; and the probationer may also expect classroom visitations to be scheduled in advance. Although the probationer may assist with the preparation of accompanying material to be sent to the Board of Trustees, it is the responsibility of the committee to prepare the formal reports and determine what materials will accompany those reports.
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Rights and Reasonable Expectations of the Probationer. The probationer may expect to be acquainted with the evaluation criteria and any evaluation instruments prior to their use; the probationer may also expect a written response from the committee to requests or concerns for which the probationer makes a written statement or request to the committee; and the probationer may also expect classroom visitations to be scheduled in advance. Although the probationer may assist with the preparation of accompanying material to be sent to the Board of Trustees, it is the responsibility of the committee to prepare the formal reports and determine what materials will accompany those reports. 4.5.1 Dismissal Due to Reduction in Force (RIF). Reduction in force (RIF) is deemed to constitute sufficient or adequate cause for dismissal/termination of tenured faculty members or probationary faculty employees prior to the written term of their individual appointment. Reduction in force shall include, but not be limited to any of the following grounds: a. Lack of funds. b. Inadequate enrollment. c. Reduction of allotments pursuant to Chapter 43.88 RCW, as now or hereafter amended. d. Changes in educational policy and/or goals. e. State Board for Community and Technical College (SBCTC) declaration of financial emergency pursuant to Laws of 1981, Chapter 13, Section 1, under the following conditions. 1. Reduction of allotments by the governor pursuant to RCW 43.88.110(2), or 2. Reduction by the Legislature from one biennium to the next or within a biennium of appropriated funds based on constant dollars using the implicit price deflator. 4.5.2 The Contract Administration Committee shall maintain an updated list reflecting new hires and changes in work assignments of each individual academic employee. Such list shall rank each full- time employee in the appropriate unit in accordance with the seniority procedures defined herein. The list shall be promulgated annually by November 15. 4.5.3 In applying the above, employees will be placed in the unit which reflects their unit of original hire with appropriate seniority from date of such assignment. In the event of a transfer in assignment, either voluntary or involuntary, the employee shall at the time of transfer have the choice of retaining previous seniority and assignment to the RIF unit reflecting original hire, or to be assigned to the new RIF unit with seniority accruing effective the date of transfer to the new assignment. Such choice, once made, may not be revoked.
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Rights and Reasonable Expectations of the Probationer. A. Sufficient rapport should be established between the probationer and the Appointment Review Committee so that the purposes of the visitations and evaluation sessions are clear. B. The visitations should be arranged so that the probationer will be prepared for the visit. C. The probationer should have been acquainted with the evaluative instrument prior to its use. D. Conferences with the probationer should be scheduled and should cover each category on the evaluation instruments used in the preparation for the conference(s). E. When disagreements occur between the probationer and his/her Appointment Review Committee and the probationer is unable to resolve the situation with the committee and chair, the probationer is encouraged to seek assistance in resolving the disagreement with the College contract administrator and/or the Federation President. F. A probationer shall be formally notified of non-renewal by the end of the second, fifth or eighth consecutive quarters of the probationer‘s probationary period, or any extension of that probationary period. G. The College shall make every reasonable attempt to limit a probationer‘s assignment to a workload of 1.000 and no more than three class preparations. H. In accordance with RCW 28B.10.648, a probationer may request a statement from the College President of the reasons of participating administrators for an unfavorable recommendation regarding continuation of probationary status or denial of tenure. I. In accordance with RCW 28B.50.864, a probationer whose contract is not renewed, or who is denied tenure, has the right to appeal the decision of the Board pursuant to RCW 34.05, Part V.
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Rights and Reasonable Expectations of the Probationer. The probationer may expect to be acquainted with the evaluation criteria and any evaluation instruments prior to their use; the probationer may also expect a written response from the committee to requests or concerns for which the probationer makes a written statement or request to the committee; the probationer may also expect classroom visitations to be scheduled in advance. Although the probationer may assist with the preparation of accompanying material to be sent to the Board of Trustees, it is the responsibility of the committee to prepare the formal reports and determine what materials will accompany those reports. B.4.5.1 Dismissal for Reduction in Force (RIF). Reduction in force is deemed to constitute sufficient or adequate cause for dismissal/termination of permanent faculty members or probationary faculty employees prior to the written term of their individual appointment. RIF shall include, but not be limited to, any of the following grounds:
Sample 1Sample 2
Rights and Reasonable Expectations of the Probationer. The probationer may expect to be acquainted with the evaluation criteria and any evaluation instruments prior to their use; the probationer may also expect a written response from the committee to requests or concerns for which the probationer makes a written statement or request to the committee; and the probationer may also expect classroom visitations to be scheduled in advance. Although the probationer may assist with the preparation of accompanying material to be sent to the Board of Trustees, it is the responsibility of the committee to prepare the formal reports and determine what materials will accompany those reports. D.4.5.1 Dismissal for Reduction In Force (RIF). Reduction in force is deemed to constitute sufficient or adequate cause for dismissal/termination of permanent faculty members or probationary faculty employees prior to the written term of their individual appointment. RIF shall include, but not be limited to, any of the following grounds: a. Lack of funds. b. Inadequate enrollment. c. Changes in educational policy and/or goals.
Sample 1

Related to Rights and Reasonable Expectations of the Probationer

  • Ability to Perform; Solvency The Seller does not believe, nor does it have any reason or cause to believe, that it cannot perform each and every covenant contained in this Agreement. The Seller is solvent and the sale of the Mortgage Loans will not cause the Seller to become insolvent. The sale of the Mortgage Loans is not undertaken with the intent to hinder, delay or defraud any of Seller's creditors;

  • Service Level Expectations Without limiting any other requirements of the Agreement, the Service Provider shall meet or exceed the following standards, policies, and guidelines:

  • OTHER CONDITIONS OF EMPLOYMENT Certificate based on Bachelors degree, 3 total years pay credit or classified step, Non-Probationary ,Base Salary = $36,500 Local Longevity Credit = $0, . All contracts are issued contingent upon employee having appropriate certification or endorsement or approved ALP. All contracts are also contingent upon successful completion of criminal background check. Where applicable, certified salaries include $3000 from the “Targeted Educator Compensation Act” of 2001. Where applicable the employee has also had included within Compensation For Services a stipend for 3 years of Local Longevity Credit.

  • Loyal and Conscientious Performance Noncompetition 2.1 During his employment by the Company, Executive shall devote his full business energies, interest, abilities and productive time to the proper and efficient performance of his duties under this Agreement. 2.2 During the term of this Agreement, Executive shall not engage in competition with the Company, either directly or indirectly, in any manner or capacity, as adviser, principal, agent, partner, officer, director, employee, member of any association or otherwise, in any phase of the business of developing, manufacturing and marketing of products which are in the same field of use or which otherwise compete with the products or proposed products of the Company. 2.3 Ownership by Executive, as a passive investment, of less than one percent (1%) of the outstanding shares of capital stock of any corporation with one or more classes of its capital stock listed on a national securities exchange or publicly traded in the over-the-counter market shall not constitute a breach of this paragraph.

  • Conditions of Employment It is a term and condition of employment and of the obligations and rights occurring under this Agreement, that an employee: i) properly use and maintain all appropriate protective clothing and tools and equipment supplied by the Company for specified circumstances; and ii) use any technology and perform any duties which are within the limits of the employee's skill, competence and training: and iii) Understand that termination of employment will be based on job requirements and skills and that the principle of "last on - first off' will not apply. It is the needs and requirements of the Company, together with the efforts, skills and abilities of the employee which will be the determining factors regarding the retrenchment of employees. However, where efforts, skills and abilities are equal then seniority shall take precedence; and iv) maintain commitment to, and comply with the Company's directions (consistent with the objectives of the Agreement) with respect to, safety, quality, site cleanliness and waste management; and v) provide and maintain an adequate kit of tools in accordance with Parent Award requirements; and vi) be committed to the objectives in Clause 4 of this Agreement All new employees (other than casuals) will be engaged on the basis of a 3-month probationary period, which shall count as service. The Company reserves the right to terminate a probationary employee at any time during this 3 month period subject to a week's notice or payment in lieu thereof. The Company's right to employ persons on a specified task and/or specified period basis is acknowledged.

  • Employability Executive acknowledges (i) that Executive has sufficient abilities and talents to be able to obtain, upon the termination of Executive’s employment, comparable employment from another business while fully honoring and complying with the above covenants concerning confidential information and contacts with the Company’s or any of its Affiliates’ customers or employees, and (ii) the importance to the Company and its Affiliates of the above covenants. Accordingly, for a period of one (1) year following the termination of Executive’s employment with the Company and upon the Company’s reasonable request of Executive, Executive shall advise the Company of the identity of Executive’s new employer and shall provide a general description, in reasonable detail, of Executive’s new duties and responsibilities sufficient to inform the Company of its need to request a court order to enforce the above covenants.

  • Performance Expectations The Charter School’s performance in relation to the indicators, measures, metrics and targets set forth in the CPF shall provide the basis upon which the SCSC will decide whether to renew the Charter School’s Charter Contract at the end of the charter term. This section shall not preclude the SCSC from considering other relevant factors in making renewal decisions.

  • GENERAL WORKING CONDITIONS Section 18-1. Employment begins and ends at each project site. Section 18-2. The selection of craft foremen and/or general foremen and the number of foremen required shall be entirely the responsibility of the Employer, it being understood that in the selection of such foremen and/or general foremen the Employer will give primary consideration to the qualified individuals available in the local area. After giving such consideration, the Employer may select such individuals from other areas. All foremen shall take orders from the designated Employer representatives. Craft foremen shall be designated working foremen at the request of the Employer. Section 18-3. There shall be no limit on production by employees nor restrictions on the full use of tools or equipment. Employees using tools shall perform any of the work of the trade and shall work under the direction of the craft foremen. There shall be no restrictions on efficient use of manpower other than as may be required by safety regulations. Section 18-4. Employees shall be at their place of work at the starting time and shall remain at their place of work performing their assigned functions under the supervision of the Employer until quitting time. The parties reaffirm their policy of a fair day’s work for a fair day’s wage. Section 18-5. All equipment assigned to a project shall be under the control of the Employer. The Employer shall have the right to determine how many pieces of equipment an individual employee shall operate. In an emergency, foremen shall operate any equipment assigned by the Employer, and there shall be no restriction on foremen in the use of the tools of his or her craft in such emergency. The foremen shall be from the craft normally operating the equipment. In accordance with currently recognized craft jurisdiction, the Employer shall determine the assignment of employees to start, stop, and maintain small portable construction equipment. Such work may be assigned to craft employees within a reasonable distance of their primary duties or an employee may be assigned full time to start, stop and maintain the Employer’s small, portable equipment on the job site. There shall be no over xxxxxxx of this type of equipment. The number of employees assigned to rigging and scaffolding operations shall be at the sole discretion of the Employer. The ratio of journeyperson to welders shall be determined solely by the Employer. Section 18-6. The Employer may utilize the most efficient methods or techniques of construction, tools or other labor saving devices to accomplish the work. Practices not a part of the terms and conditions of this Agreement, stand by crews and feather bedding practices will not be recognized. Section 18-7. It is recognized that specialized or unusual equipment may be installed and/ or serviced by individuals who have special training, skill, or qualifications and are not covered by this Agreement. Testing, inspection, or service performed on plant equipment under warranty may be performed by the vendor’s personnel. Section 18-8. Neither the Union nor its local unions shall coerce or in any way interfere with the Owner’s personnel, operation or facilities at the plant site. The Owner’s right to contract directly with other companies for work at the plant site shall not be limited, and the Union shall cooperate and not interfere with the Employer’s operations. Section 18-9. It is agreed that overtime is undesirable and not in the best interest of the industry or the employees; therefore, except in unusual circumstances, overtime will not be worked. Where unusual circumstances do exist, however, the Employer will have the right to assign specific employees and/or crews to perform such overtime work as is necessary to accomplish the job. Section 18-10. There will be no rest periods, organized coffee breaks or other non-working time established during working hours. Section 18-11. Individual seniority shall not be recognized or applied to employees working on projects under this Agreement. Section 18-12. The Employer shall establish such reasonable project rules as the Employer deems appropriate. These rules will be reviewed at the pre-job conference and posted at the project site by the Employer, and may be amended thereafter as necessary.

  • Objectives The Parties conclude this Agreement, among others, for purposes of: (a) Encouraging expansion and diversification of trade between the Parties; (b) Eliminating the barriers to trade in, and facilitate the cross-border movement of goods and services between the Parties; (c) Promoting fair competition in the Parties' markets; (d) Creating new employment opportunities; (e) Creating framework for furthering bilateral, regional and multilateral cooperation to expand and enhance the benefits of this Agreement; and (f) Providing forum and approach for resolution of disputes amiably.

  • Terms and Conditions of Employment The term “terms and conditions of employment” means the hours of employment, the compensation therefore including fringe benefits except retirement contributions or benefits, and the Board of Education’s personnel policies affecting the working conditions of the employees. The term is subject to the provisions of Section 179A of PELRA, as amended, regarding the rights of public employers and the scope of negotiations.

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