Staff Mobility. Either Party may invite and host an academic member of staff of the other Party for a visit.
Staff Mobility.
4.27.1 This clause applies only to the Dioceses of Rockhampton, Toowoomba and Townsville To enhance the mobility of teaching staff throughout the diocese, the following working arrangements will apply:
(a) each graduate primary teacher is offered employment (fixed-term or continuing) on the basis that:
(i) the first two (2) years of employment will be, subject to suitable vacancies, in a more focussed regional area;
(ii) after two (2) years’ service, the staff member agrees to a transfer to a remote area for a further two (2) year period; The employer will supply a schedule of remote schools;
(iii) such a determination will take into consideration the family commitments of the teacher;
(iv) at the completion of the second two (2) year period, the staff member may seek to relocate to a centre[s] nominated by the employee (subject to suitable vacancies existing).
(b) teachers relocating in terms of (a) above will be allowed reasonable expenses for personal travel and transportation of furniture and personal effects to the new centre subject to the following:
(i) the actual costs to be met by the employer will be negotiated between the teacher and the employer;
(ii) reasonable expenses will include transportation of the personal effects of the employee and the employee’s family and travel for the employee and the employee’s family; and
(iii) the actual mechanism of payment to the employee will be determined by the employer.
(c) recognition of remote area service
(i) a graduate primary teacher who undertakes service in a remote area in any of the Diocese of Rockhampton, Toowoomba or Townsville will have such service acknowledged should the teacher be employed by another Diocese as detailed in subclause 1; and
(ii) any remote area service completed by a teacher as detailed in paragraph (c) (i) will count towards the teacher’s two (2) year period of service in a remote area with the new Diocesan employer.
4.27.2 This clause applies only to the Diocese of Cairns To enhance the professional development of graduate primary teachers in their initial years of teaching in the Diocese, the following working arrangements will apply:
(a) each graduate primary teacher is offered employment (fixed-term or continuing) on the basis that:
(i) initial employment will be, subject to suitable vacancies, in a more focused regional area;
(ii) after a period of up to three (3) years’ service, the staff member, in consultation with the Principal and the Catholic Education Office S...
Staff Mobility a. The Partner Institutions will regulate the reception and/or employment of faculty members and administrative staff intended to participate in mobility under this Agreement, in conformity with their regulations and national law, where required and applicable.
b. Personnel covered by this Agreement will continue to comply with the contractual obligations of their originating university and will continue to receive their due remuneration and benefit from the rights that they are entitled to for their legal position, according to the legislative norms existing in the country of the originating university. In each case, the originating university will consider the duration of the stay as an ordinary service period, for all intents and purposes.
c. The Parties agree that all financial issues relating to payments due to mobile staff will be negotiated during the delivery of the programme and will depend on the availability of funds.
Staff Mobility. A. Transfers with Programs
(i) When programs are transferred, consolidated, or merged from one (1) facility or facilities to another, the Employer(s) will determine the number of staff required by classification. Qualified employees within the transferring program will be given the opportunity to move with the program. Where excess numbers of staff wish to move, staff will be selected based on mobility seniority. Where an insufficient number of staff by classification volunteer to move, the sending facility(s) shall fill the remaining positions in the program by utilizing the job posting/recall procedures in the applicable Collective Agreement(s). If vacancies continue to exist after the job competition, the Employer(s) reserves the right to transfer employees from the sending facility to fill the vacancies commencing with the most junior qualified employee.
(ii) Employees who are transferred in accordance with this memorandum shall retain seniority as described in (6) below, service and other portable benefits as set out in the Letter of Understanding on Redeployment Principles, and will be treated in all respects as if they had always been employees of the receiving facility.
(iii) The receiving facility will provide an orientation period to employees transferring to a new program site. The orientation period shall be of sufficient duration to assist the employee in becoming acquainted with essential information such as policies and procedures, routines, location of supplies and equipment, and fire and disaster plans.
(iv) No new probationary/trial period will be served by transferring employees. Any transferring employee who had not yet completed their probationary period at the sending facility will complete the balance of the period required at the receiving facility. Should the transferred employee decide not to remain at the receiving facility, such employee shall provide written notice to the receiving facility no later than 60 days following the date of transfer. The employee shall be entitled to be placed on the Central Re-deployment list and the recall list of the sending facility.
Staff Mobility. By June 2016, the authorities will adopt legislation to introduce a new permanent mobility scheme (key deliverable), which will promote the use of job description and will be linked with an online database that will include all current vacancies. The new system will be implemented from January 1st 2017. Final decision on employee mobility will be taken by the receiving service with a vacant position, without involvement of the political level, and according to pre-defined rules to limit disruption in the departing service. This will rationalize the allocation of resources as well as the staffing across the General Government.
Staff Mobility.
3.4.1 The Employer and Employees acknowledge that for operational reasons Employees may be required to move temporarily or permanently to other parts of the site in the interests of providing quality resident care or for the professional development of staff. Examples of temporary moves may include the need to cover other Employee absences to ensure operations are not adversely affected and to maintain minimum staffing levels across the site.
3.4.2 Employees will only be moved into positions they are qualified to perform and will be given training and support as required to ensure a smooth transition to any new area. Every effort will be made to backfill behind the Employee who has moved so that the host area is not disadvantaged by reduced staffing levels.
3.4.3 The Employer will adopt a planned and systematic approach to such transfers prior to them occurring including:
(i) thorough orientation to the relevant areas;
(ii) no Employee will be required to work in an area in which there are no other Employees familiar with the area;
(iii) appropriate support will be provided by the after hours co-ordinator or appropriate supervisor to the Employee subject to the transfer; and
(iv) when such transfers occur the transferred Employee shall be offered the opportunity to express any concerns about the shift and discuss them with their supervisor.
Staff Mobility.
44.1 A continuing general staff member may be transferred to another vacant position at the same level without advertisement of the vacancy being required.
44.2 This provision also applies to continuing staff members wishing to transfer from a part time position to a full time vacancy at the same level or from a full time position to a part time vacancy.
44.3 The staff member seeking the transfer must either meet any essential requirements of the position being sought or be able to obtain those requirements within six months.
44.4 Such transfers are at the discretion of the University as to whether they occur or the vacancy is advertised. However, where a staff member's request for such a transfer is not approved, reasons will be provided to the staff member in writing.
44.5 In some cases, approval may be given by the University to a trial arrangement for a period of up to nine months.
Staff Mobility. FROM [Erasmus code or city of the sending institution] TO [Erasmus code or city of the receiving institution] Subject area ISCED CODE8 (optional) Subject area NAME (optional) Number of mobility periods TR ANKARA04 xxx - Any subject 2 staff* Min. 5 days per staff 2 staff* Min. 5 days per staff xxx TR ANKARA04 - Any subject 2 staff* Min. 5 days per staff 2 staff* Min. 5 days per staff Optional additional information Blended mobility The sending institution, following agreement with the receiving institution, is responsible for providing support to its nominated candidates so that they can have the recommended language skills9 at the start of the mobility period (see also section 5 “Preparation and Support”). Receiving institution [Erasmus code or city] Subject area (Optional) Language of instruction 1 Language of instruction 2 Recommended level Student Mobility [Minimum recommended level in at least one of the languages: B1] Staff Mobility [Minimum recommended level in at least one of the languages for teaching: B2] TR ANKARA04 Any subject English - B1 B2 xxx For more details on the language of instruction recommendations, see the course catalogue of each institution. The links to the course catalogue are provided in the first section.
Staff Mobility. Eitiıer Party nıay invite ancı lıost an acadcmic menıber of staff of the other Party for a visit.
Staff Mobility. 4.1 SCOPE
4.1.1 Training / Short Course
