Seniority System Sample Clauses

Seniority System. Teachers shall be ranked on the seniority lists according to the following: (a) For teachers whose teaching assignment commenced in the secondary schools of the Board prior to September 1, 2001, rank ordering shall remain consistent relative to other teachers as of August 31, 2014. (b) For teachers whose assignment began on or after September 1, 2001, teachers shall be ranked on the seniority lists according to the length of continuous employment as a secondary teacher of the Board from the beginning of the assignment. (i) Seniority shall be accumulated without regard to whether employment is full-time or part-time and shall accumulate during all periods while a teacher (1) is on an approved leave of absence, (2) is on sick leave, (3) LTD or workers’ Insurance benefits, (4) is redundant, and continues to retain recall rights. (c) When a teacher tenders his/her resignation, is terminated or loses his/her recall rights, his/her name will be removed from the seniority list.
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Seniority System. 10:01 A Site seniority system shall be established. All layoffs and assignment of shifts shall be made according to seniority and classification. Members dispatched to a job shall be entered on the seniority list, from date of hire.
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Seniority System. Section 1. Seniority shall be determined by the Union. The Parties agree it shall be the responsibility of the Union to develop and provide to the Employer a Seniority Roster. Section 2. The Employer shall utilize the most recent Seniority Roster from the Union for all seniority required areas of this Agreement and for any future signed Memorandums of Understanding/Memorandums of Agreement during the life of this Agreement. Section 3. The Union will provide the ATCFO with updates to the Seniority Roster. The Employer will implement the updated Seniority Roster as mutually agreed upon by the Parties.
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Seniority System. Teachers shall be ranked on the seniority lists by point totals from highest to lowest, with points allocated according to the following: (a) For teachers hired to teach in the secondary schools of the Board prior to September 1, 1979: (i) One (1) point is assigned for each year in which the teacher was hired to teach in the secondary schools of the Board or the elementary or secondary schools of its predecessor boards whether the service was continuous or broken. (Teachers who taught with the Board for less than a full school year shall receive a fraction of a point equal to the portion of the year during which they had a contract. Note: Teachers on leave granted by the Board continue to acquire seniority points.) (1) One-half (1/2) point for each complete year of teaching prior to employment by a predecessor school board. (2) One-half (1/2) point for each complete year of teaching outside of the secondary schools of the Board or its predecessor boards where such experience is recognizable for salary purposes by the Board. The maximum number of points granted under this provision for elementary experience will be four (4). (3) Points may not be acquired under both (1) and (2) above. (4) Teachers who worked for another board for less than a full school year shall receive a fraction of a point or half-point equal to the portion of the school year during which they had a contract. (5) Seniority points do not accrue for leaves granted by other boards. (iii) One (1) point for teachers in Category 1 or 2. Two (2) points for teachers in Category 3 or holding a specialist endorsement. Three (3) points for teachers in Category 4. (b) For teachers whose teaching assignment commenced in the secondary schools of the Board prior to September 1, 2001: (i) One (1) point is assigned for each year of unbroken service in which the teacher taught in the secondary schools of the Board. (Teachers who have taught with the Board for less than a full school year shall receive a fraction of a point equal to the portion of the year during which they taught. Note: Teachers on leave granted by the Board continue to acquire seniority points as having been on continuous service). (ii) One (1) point for teachers in Category 1 or 2. Two (2) points for teachers in Category 3 or holding a specialist endorsement. Three (3) points for teachers in Category 4. (c) For teachers whose assignment began on or after September 1, 2001, Teachers shall be ranked on the seniority lists according to th...
Sample 1
Seniority System. A. Clerk's Office Seniority Clerk's office seniority shall accrue to regular full-time employees of the Clerk's office and shall be based upon the total length of continuous service with the Clerk's office and shall be used for the purpose of determining layoff and recall rights.
Sample 1
Seniority System. 10.01 A Site seniority system shall be established. All layoffs and assignment of shifts shall be made according to seniority and classification. Members dispatched to a job shall be entered on the seniority list, from date of hire. * See XXX # 1 for Xxxxxx Lodge details. 10.02 In the event of lay offs bumping will be allowed to any lower classification to which the employee was last dispatched. 10.03 An employee shall have been continuously employed for one hundred and eighty (180) calendar days to be eligible for the above cited seniority system. 10.04 The Employer shall prepare and maintain a seniority list, and revise and keep said list current. A copy of the seniority list shall be forwarded to the Union upon request. 10.05 Employee dispatch slips shall show the dispatch number. The Employer is to ensure Supervisors and Job Stewards are supplied with a copy. Employees in the same classification who are dispatched on the same day, the lower the dispatch number assigned the greater the seniority that Employee has. 10.06 In the event of a layoff: (a) Work Permits shall be laid off before any member in each classification; (b) Employees who have not attained seniority status will be laid off before members who have attained seniority; (c) Employees who have obtained their seniority will be laid off in reverse order. Employees obtaining seniority on the same date will be laid off by reverse order of their dispatch number. 10.07 If an Employee is absent for bona fide sickness, recognized under the Health and Welfare Plan, or is absent because of a compensable injury by accident or Worker's Compensation Board, those days of absence are to be counted for the purpose of calculating seniority. Should an employee receive notice of lay off while on a bona fide Health & Welfare Compensation Claim they will not accumulate any further seniority effective their layoff date.
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Seniority System 
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Related to Seniority System

  • Seniority Rosters The Employer agrees to furnish the Union each January 31 and July 31 with rosters of all employees who accrue seniority, their current and prior classifications, and start date in each classification and University start date per Section 1. Employees who have accepted positions outside the bargaining unit do not accrue class seniority in the bargaining unit when employed in positions outside the bargaining unit, but retain prior seniority earned in the bargaining unit. When two (2) or more employees have the same classification seniority date, ties shall be broken by recognizing the employee with the greater University seniority first. If a tie still continues, the employee's seniority position shall be determined by lot.

  • Seniority Roster The District shall maintain an updated seniority roster, indicating employee's class seniority and hire date seniority. Such rosters shall be available to CSEA.

  • Super Seniority For purposes of layoff and recall only, the President shall head the seniority list, provided however, that such officer must have the necessary skill and experience to perform the required work. The Sheriff agrees that this section shall not be applied in an arbitrary manner.

  • Seniority List The Employer shall maintain a seniority list showing the date upon which each employee's service commenced. An up-to-date seniority list shall be sent to the Union and posted on all bulletin boards in January of each year.

  • Seniority Lists A copy of the seniority list will be posted by January 31st and July 31st of each calendar year on designated bulletin boards with a copy forwarded to the bargaining unit president. Included in the list shall be a breakdown of total hours paid for part-time employees. All lists will include date of hire. Any errors noted in the seniority list should be noted and the employer notified within thirty (30) days, after which the list shall be considered final.

  • SENIORITY, LAYOFF AND RECALL A. Upon the offer of a position as a non-probationary bargaining unit member, as set forth in Article 7 [B], and the acceptance of the offer, the employee shall be entered on the seniority list, with seniority retroactive to the first day of employment as a probationary employee. There shall be no seniority among probationary employees. B. Seniority shall be defined as the length of continuous service within a classification within the bargaining unit. Bargaining unit members, who transfer between classifications, or another bargaining unit, or to a supervisory position, will have seniority in his/her former classification frozen. Bargaining unit members simultaneously assigned to more than one (1) classification will accrue seniority in both classifications. Ties on the seniority list shall be broken by the first three digits of the bargaining unit member’s social security number with the bargaining unit member having the higher number being placed first. Seniority shall accumulate while on approved leaves and shall not be considered an interruption in continuous service. Bargaining unit members will lose seniority if the bargaining unit member quits, retires, is discharged, is absent for three (3) or more consecutive days without approval, or fails to return from recall in a timely fashion. C. Classifications for purposes of this Agreement shall mean the following: Classification I: Special Education Paraeducators: providing instructional support, behavior management, daily living needs and/or community based support services. Classification II: Overload Paraeducators: providing classroom overload support services. Classification III: Title I Paraeducator D. It is specifically recognized that it is within the sole discretion of the Board to reduce its staff. Layoff shall be defined as a reduction in the number of bargaining unit members or a reduction in the bargaining unit member’s hours. In the event it becomes necessary to lay off, the following procedures will be implemented: 1. Temporary and probationary employees within the affected classification will be laid off first, provided that the remaining bargaining unit members within the classification are qualified and available to perform the work for the positions scheduled to be retained. 2. In the event it is necessary to lay off bargaining unit members with seniority, the bargaining unit member[s] in the position being eliminated shall be laid off on the basis of seniority, provided that the remaining bargaining unit members within the classification are qualified and available to perform the work of that position. Bargaining unit members affected by a layoff shall have the right to displace the least senior bargaining unit member in that classification, if they are qualified and can perform the duties of that position. E. Attempts will be made by the Employer to keep bargaining unit members likely to be affected by layoff informally updated. Bargaining unit members scheduled to be laid off shall be given at least fifteen [15] working days written notice prior to the effective date of the layoff. Upon request, the Employer will meet with the Association President to view the layoff list prior to its implementation. F. Bargaining unit members currently working in the unit shall be eligible for a vacancy before laid-off bargaining unit members are recalled. However, bargaining unit members on layoff shall be recalled before granting any positions to external candidates. Bargaining unit members will be recalled to positions within the classification from which the bargaining unit member was laid off in the inverse order of layoff, provided the bargaining unit member is qualified and can perform the work of that position. Notice of recall will be sent by Certified mail to the bargaining unit member’s last known address on file with the Human Resources Office of the Employer. It shall be the bargaining unit member’s responsibility to keep the Employer notified as to his/her current mailing address. A copy of recall notices will be sent to the Association President. Bargaining unit members will have five (5) calendar days to return to work, except under extenuating circumstances authorized by the Superintendent. The refusal to grant an extension shall not be subject to the grievance procedure. A bargaining unit member who declines a recall for which she/he is qualified shall forfeit his seniority and employment rights under this Agreement. Recall rights shall terminate twenty-four [24] months from the effective date of the bargaining unit member’s layoff. Thereafter, a bargaining unit member shall lose his/her rights to recall. G. For purposes of layoff, displacement and recall, the requirement that a bargaining unit member be qualified and able to perform the work of a position includes the requirement of the work of instructional support, living assistance, community-based support and/or behavior management support, as may be required in the particular position in question.

  • Seniority Unit Layoff List Selection shall next be made from the Seniority Unit Layoff List unless the vacancy is being filled by an employee with more classification seniority who has received notice of permanent layoff.

  • Seniority Retention Laid off employees shall retain their seniority accumulated up to the time of layoff as follows: (a) If laid off after three (3) months’ continuous employment – up to three (3) months; or (b) If laid off after twelve (12) or more months’ continuous employment – up to one (1) year.

  • Seniority Verification Process i. The new school district shall provide the employee with the necessary verification form at the time the employee achieves continuing contract status. ii. The employee must initiate the seniority verification process and forward the necessary verification forms to the previous school district(s) within ninety (90) days of receiving a continuing appointment in the new school district. iii. The previous school district(s) shall make every reasonable effort to retrieve and verify the seniority credits which the employee seeks to port.

  • Screening After you sign and date the consent document, you will begin screening. The purpose of the screening is to find out if you meet all of the requirements to take part in the study. Procedures that will be completed during the study (including screening) are described below. If you do not meet the requirements, you will not be able to take part in the study. The study investigator or study staff will explain why. As part of screening, you must complete all of the items listed below: • Give your race, age, gender, and ethnicity • Give your medical history o You must review and confirm the information in your medical history questionnaire • Give your drug, alcohol, and tobacco use history • Give your past and current medication and treatment history. This includes any over-the-counter or prescription drugs, such as vitamins, dietary supplements, or herbal supplements, taken in the past 28 days • Height and weight will be measured • Physical exam will be done • Electrocardiogram (ECG) will be collected. An ECG measures the electrical activity of the heart • You may be tested for COVID-19 o Blood tests for human immunodeficiency virus (HIV), hepatitis B, and hepatitis C o Blood tests to see how your blood clots ▪ Fibrinogen ▪ PT/INR/aPTT o Blood tests for amylase and lipase (enzymes that help with digestion, Part B only) o Blood tests for a lipid (fats) panel (Part B only) ▪ Total cholesterol ▪ Triglycerides ▪ HDL ▪ Direct HDL o Blood tests to check your thyroid function (Part B and Part C only) ▪ TSH ▪ Free T4 o Urine to test for drugs of abuse (illegal and prescription) o Urine tests to check your albumin/ creatinine ratio o Females who have not had a period for at least 12 months in a row will have a blood hormone test to confirm they cannot have children • The study investigator may decide to do an alcohol breath test • The use of proper birth control will be reviewed (males only) • You will be asked “How do you feel?” HIV, hepatitis B, and hepatitis C will be tested at screening. If anyone is exposed to your blood during the study, you will have these tests done again. If you have a positive test, you cannot be in or remain in the study. HIV is the virus that causes acquired immunodeficiency syndrome (AIDS). If your HIV test is positive, you will be told about the results. It may take weeks or months after being infected with HIV for the test to be positive. The HIV test is not always right. Having certain infections or positive test results may have to be reported to the State Department of Health. This includes results for HIV, hepatitis, and other infections. If you have any questions about what information is required to be reported, please ask the study investigator or study staff. Although this testing is meant to be private, complete privacy cannot be guaranteed. For example, it is possible for a court of law to get health or study records without your permission.

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