Seniority Principles Sample Clauses

Seniority Principles. The Parties recognize that job opportunity and seniority should increase in proportion to length of service. It is agreed that the term "seniority" as used herein shall have reference to an employee's right to a job based upon his ability to efficiently fulfil the job requirements.
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Seniority Principles. The University recognizes the seniority principle as to the employees covered by this Agreement, and, subject to the conditions of Article XIII, the University will give preference in retention of employment, promotions and demotions to the employees having the greatest seniority.
Sample 1
Seniority Principles. (a) An employee shall not have any seniority, and shall be considered as a probationary employee until the employee shall have attained seniority status by actually working a total of sixty days (60) days worked which may be accumulated over a period of six (6) months. Upon completion of this probation period, an employee shall acquire seniority status, and shall have a seniority date back-dated to their date of original hire. (b) The Parties recognize that job opportunity and security shall increase in proportion to length of service. It is therefore agreed that in all cases of vacancy, promotion, demotion, transfer, vacations, layoff, termination and recall after termination, the senior employee shall be entitled to preference. (c) In recognition, however, of the responsibility of Management for the efficient operation of the Company, it is understood and agreed that in all cases referred to in Section 8.01 (a), (b) and (c) Management shall have the right to pass over any employee if it is established with the employee and the union that the employee does not have the ability to perform the work after being given reasonable trial or training period.
Sample 1
Seniority Principles. ‌ 14.01 The purpose of this Article is to provide satisfying employment and career growth opportunities while recognizing the role of seniority, to adapt to new and changing technologies and broaden individual employee skills, and to allow the Company to compete in global markets. (A) In applying the provision of this Article the Parties recognize the desirability in general of retaining employees with longer seniority, and the need to retain a working force which can meet the requirements of the work. (B) When seniority problems arise that are not provided for or anticipated by the Parties, they will be referred to the Bargaining Committee and the Company for resolution. 14.03 An employee will be on probation until 90 working days of service credits have been accumulated with the Company. Employees with less than 90 working days of service, the provisions of seniority do not apply. Seniority will then count from 90 working days of service back from when such service is accumulated and seniority thereby established. 14.04 Seniority lists will be posted in convenient locations. Seniority will be based on service credits with the Company, consistent with Article 13.04(C), of Article 13 - Service Rules. These lists will be revised at least semi-annually or as required and copies forwarded to the Local of the Union. 14.05 An employee who is laid off because of lack of work, and whose job opportunity results in being in a salary classification at a lower rate under the provisions of Article 14, will have rate maintenance at the former salary classification for a period of up to 39 weeks following the date of displacement. (A) In reducing the number of employees in a salary classification under an immediate supervisor, employees with the shortest seniority will be the first to be identified, subject to the remaining employees being able to meet the requirements of the work (B) A rearrangement of the above identified employees will be considered within the Seniority Department. This will be done on the basis of the identified employee being rearranged to the job of an employee with shorter seniority doing work in the salary classification and on which it is expected the identified employee can meet the core job requirements, within the familiarization period, with the training provided in Articles 14.08 (B) and 14.08 (C). (C) If a rearrangement is not successful, an employee identified for layoff will be further considered for a placement in the position of an em...
Sample 1

Related to Seniority Principles

  • Basic Principles The Electrical Contractor and the Union have a common and sympathetic interest in the Electrical Industry. Therefore, a working system and harmonious relations are necessary to improve the relationship between the Employer, the Union and the Public. Progress in industry demands a mutuality of confidence between the Employer and the Union. All will benefit by continuous peace and by adjusting any differences by rational common-sense methods.

  • General Principles Each Party shall implement its tasks in accordance with the Consortium Plan and shall bear sole responsibility for ensuring that its acts within the Project do not knowingly infringe third party property rights.

  • Applicable Principles Subject to the provisions of this Agreement, the Realized Tax Benefit or Realized Tax Detriment for each Taxable Year is intended to measure the decrease or increase in the Actual Tax Liability of the Corporation for such Taxable Year attributable to the Basis Adjustments and Imputed Interest, as determined using a “with and without” methodology described in Section 2.4(a). Carryovers or carrybacks of any tax item attributable to any Basis Adjustment or Imputed Interest shall be considered to be subject to the rules of the Code and the Treasury Regulations or the appropriate provisions of U.S. state and local tax law, as applicable, governing the use, limitation and expiration of carryovers or carrybacks of the relevant type. If a carryover or carryback of any tax item includes a portion that is attributable to a Basis Adjustment or Imputed Interest (a “TRA Portion”) and another portion that is not (a “Non-TRA Portion”), such portions shall be considered to be used in accordance with the “with and without” methodology so that: (i) the amount of any Non-TRA Portion is deemed utilized first, followed by the amount of any TRA Portion (with the TRA Portion being applied on a proportionate basis consistent with the provisions of Section 3.3(a)); and (ii) in the case of a carryback of a Non-TRA Portion, such carryback shall not affect the original “with and without” calculation made in the prior Taxable Year. The Parties agree that, subject to the second to last sentence of Section 2.1(a), all Tax Benefit Payments attributable to an Exchange will be treated as subsequent upward purchase price adjustments that give rise to further Basis Adjustments for the Corporation beginning in the Taxable Year of payment, and as a result, such additional Basis Adjustments will be incorporated into such Taxable Year continuing for future Taxable Years until any incremental Basis Adjustment benefits with respect to a Tax Benefit Payment equals an immaterial amount.

  • Definitions Principles of Construction Section 1.1. Definitions 1 Section 1.2. Principles of Construction 16

  • Cost Principles The Subrecipient shall administer its program in conformance with 2 CFR Part 200, et al; (and if Subrecipient is a governmental or quasi-governmental agency, the applicable sections of 24 CFR 85, “Uniform Administrative Requirements for Grants and Cooperative Agreements to State and Local Governments,”) as applicable. These principles shall be applied for all costs incurred whether charged on a direct or indirect basis.

  • Governing Principles 1. The implementation of this Memorandum of Understanding shall in all aspects be governed by the Regulation and subsequent amendments thereof. 2. The objectives of the EEA Financial Mechanism 2014-2021 shall be pursued in the framework of close co-operation between the Donor States and the Beneficiary State. The Parties agree to apply the highest degree of transparency, accountability and cost efficiency as well as the principles of good governance, partnership and multi-level governance, sustainable development, gender equality and equal opportunities in all implementation phases of the EEA Financial Mechanism 2014-2021. 3. The Beneficiary State shall take proactive steps in order to ensure adherence to these principles at all levels involved in the implementation of the EEA Financial Mechanism 2014-2021. 4. No later than 31/12/2020, the Parties to this Memorandum of Understanding shall review progress in the implementation of this Memorandum of Understanding and thereafter agree on reallocations within and between the programmes, where appropriate. The conclusion of this review shall be taken into account by the National Focal Point when submitting the proposal on the reallocation of the reserve referred to in Article 1.11 of the Regulation.

  • Definitions and Principles of Construction Section 1.1 Defined Terms 1 Section 1.2 Principles of Constructions 1

  • EMPLOYEE REPRESENTATIVES The Union may, by written notice to the Director or Human Resources and the Director of Health and Human Services, designate members as shop stewards. Shop stewards shall be permitted reasonable time for Union activities. Total employee time in all the union bargaining units spent on Union business during each week shall not exceed twenty-eight (28) hours, and no individual employee shall spend more than four (4) hours of County time on Union business exclusive of the Safety Committee. Union activity shall be defined as participating in resolution of contract disputes during the life of the Agreement and the adjustment of grievances of employees in the bargaining unit, subject to the limitations set forth in this Agreement. These permitted activities performed during the normal employee duty time of such designated shop stewards shall fall within one of the following categories: 1. Discuss with an employee a grievance or complaint. 2. Make inquiries in order to obtain relevant information related to a grievance, including discussions with supervisors, other employees or other management officials. 3. Assist employees in preparation for, or represent employees in, the appeal and review steps of the grievance procedure or in arbitration. 4. Participate in discussions or meetings with supervisors, other management officials, or other involved parties, e.g., the Union, regarding grievances and such other issues directly related to wages, hours or working conditions, and mutually agreed-upon matters. 5. Prepare for scheduled meetings between the County and the Union When any shop xxxxxxx is conducting business as defined above, the xxxxxxx will request the permission of his/her immediate supervisor in reasonable advance of any meeting, advising the supervisor of his/her destination and when he/she expects to return. Upon returning to his/her duty station, the shop xxxxxxx will notify his/her supervisor. Upon arriving at the workplace of an employee to be represented, the shop xxxxxxx shall normally be permitted to contact the employee. The represented employee also shall be required to request permission for time off in reasonable advance of any meeting. To the maximum extent possible, interviews between representatives and the employees will be held away from other employees and away from the public. All union activities shall be conducted in such a manner as not to disrupt departmental business or the activities of the employees involved.

  • Employee Representative The employee may choose someone to represent him or her at any step in the procedure. No person hearing a grievance need recognize more than one representative for any employee at any one time, unless he or she so desires.

  • Vacation Scheduling (a) Employees shall indicate their vacation preference by February 1st of each year, and the Employer shall post the final vacation schedule by April 1st of each year. Choice of vacation period shall be based on seniority but shall be determined by the Director of Resident Care or designate having due regard to the proper operation of the Home. Vacation requests made after the posting of the vacation schedule shall be determined by the Director of Care or designate having due regard to the proper operation of the Home on a first come first serve basis, not on seniority. (b) Vacations may be taken at any time of year, and the Employer will grant request where possible, provided that vacation quotas shall not be unduly restrictive, and vacation shall not be unreasonably withheld. The Employer will give consideration to an employee’s request for vacation between the period of December 15 and January 15, provided the employee will be fulfilling her or his commitment to work either Christmas or New Year’s. (c) Employees may request pursuant to Article 13.08 to have the weekend off prior to or following their vacation. The Employer will endeavour to schedule such request subject to the following: i) Where the weekend off is granted and the employee was otherwise scheduled to work on those days, such extra days will be deemed to be vacation days; ii) The employee must have such vacation entitlement available; and, iii) The weekend off being requested must be contiguous with (i.e. consecutive with) the employee’s original vacation. (d) Prior to leaving on vacation, an employee shall be notified of the date on which to report back for work following vacation if the posted work schedule does not cover the employees’ vacation period, if the information is known to the employer. (e) Full-time employees will be granted time off in single days or multiples thereof upon request, provided the employer agrees to that request. The maximum allotment of these days will be five (5) days.

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