Stipended Positions Sample Clauses

Stipended Positions. ‌ A. Each stipend position is considered a one-year appointment. An appointment or re- appointment to a position will require a recommendation by the Superintendent and an appointment by the Board. The Superintendent’s lack of recommendation and/or the Board’s lack of appointment or re-appointment to a position is not subject to the grievance procedure. B. Stipends are based on a school year position unless otherwise noted. C. In the event an employee who has served three (3) consecutive years in the same stipend position is not recommended for reemployment by his supervisor, the employee may appeal this decision to the Superintendent. If the employee is not recommended by the Superintendent or re-appointed by the Board, the employee may request in writing a hearing by the Board no later than five (5) days after notification of non-recommendation by the Superintendent or non-appointment by the Board. Upon receipt of such a written request the Board shall set a meeting within ten (10) days of receipt of the notification. The Board shall give or cause to be given reasons for the lack of recommendations or appointment at this meeting. The Board’s decision is final and not subject to the grievance process. D. The Board will review stipend activities yearly for continuance. Employees in these positions will be evaluated by their immediate supervisor annually and a copy of this evaluation will be forwarded to the Superintendent. E. Vacancies will be posted to RSU 26 employees. Qualified employees will be considered for these positions before being opened to the public. Notice of such vacancies shall be sent to employees via school email and posted in schools. F. These are extra curricular activities and thus must occur outside of the school’s regular hours. G. Co-curricular stipends shall be paid per point as follows: $315.00 2017-18 $320.00 2018-19 $325.00 2019-20 H. Years of Experience Points 1. Each year of experience shall be awarded 0.5 points to a maximum of three (3.0) points. 2. Whenever an appointee obtains ten (10) years or more of co/extra curricular activity experience in a specific activity, e.g. basketball, within Orono schools, the teacher shall be awarded an additional one (1.0) point. 3. With fifteen (15) years of experience the appointee will be awarded an additional 0.5 points, and with twenty (20) years of experience the teacher will be awarded an additional one (1.0) point. I. List of Stipends 1. The stipends of all employees covered by this...
Sample 1
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Stipended Positions. 1. The Board agrees to budget at least $24,000 a year for stipends for positions that go above and beyond regular duties. Administrators will work with the Union annually to establish stipends for proposed positions. 2. Agreements for stipended positions shall be on an annual basis. Re-nomination and appointments will be made on the basis of procedures and criteria the principal may, from time to time, develop and modify. Any written procedures and criteria will be made available upon written request from the candidates and the Henniker Teachers’ evaluations. 3. The School Board shall reserve the right to add or delete stipended positions from the list if it finds a change in school practices to be in the best interest of the school and the students.
Sample 1
Stipended Positions. The two positions of middle school and elementary science equipment handler will each receive during the school year: 2022-2023 $3,658 2023-2022 $3,658 Each building Pupil Services Team chairperson will receive during the school year: Elementary Middle School Senior High 2022-2023 $2,628 $3,281 $3,527 2023-2024 $2,628 $3,281 $3,527 In addition to remuneration, the PST chairperson in each building will be provided with clerical assistance. If there is one chairperson, they will not be assigned to non-instructional duties except in emergency situations as determined by the building principal. The stipend identified for approved PST/Sub CSE Chairpersons shall be paid in full to each approved PST/Sub CSE Chairperson assigned to the elementary, middle school, and high school levels. In the secondary schools, each co-chair will, as minimum, be released from homeroom and one supervisory period. Each building Child Study Team chairperson will receive during the school year: 2022-2023 $1,395 2023-2024 $1,395 The automated external defibrillator (AED) trainer will receive during the school year: 2022-2023 $1,260 2023-2024 $1,260 The position of Parking Lot Advisor will receive during the school year: 2022-2023 $1,920 2023-2024 $1,920 Each Turnkey Trainer will receive during the school year: 2022-2023 $1,208 2023-2024 $1,208 Each Technology Resource Teacher will receive during the school year: 2022-2023 $604 2023-2024 $604 Coaching stipends will be determined through use of a point system. The point values will be determined for each sport based on time, equipment, safety, management and job pressures. The document that explains how the point values are computed for each sport shall be filed in the HPEA office and with the Association and shall be available for teacher review. 1. Point Value - $202 per point in 2022-2024 Step increases will continue in each year 2. Total Point Values- See coaching schedules Save Harmless - In the case of those positions where the point system causes the new stipend to be less than the stipend currently received, the incumbent coach will receive the larger amount. The save harmless provision shall apply until the new stipend matches the coach’s present salary. 3. Increments – Steps 2, 3, 4, and 5 plus longevity steps 10th year, and 15th year, and 20th year. 2022-2024 Varsity Head $160 JV Head, Varsity/ $137 JV Assistant, Freshman Head, Freshman Assistant, Modified Head, Modified Assistant $124 Middle School $87 Intramural/ Extramural ...
Sample 1
Stipended Positions. All stipended positions shall be posted for at least two (2) weeks and shall be available, but not limited, to all members of the bargaining unit. Prior to engaging in stipended work, employees who engage in stipended work shall be provided with written documentation signed by both parties that outlines responsibilities and compensation. Club advisors are paid according to the following schedule. With prior approval of the administration, if more than one person performs a role, compensation shall be split equitably. Prior to the commencement of the work, the administration shall approve how the duties and commensurate compensation shall be split. The rate of pay for stipends not listed below shall be established annually by the CEO. Should the CEO create new stipended roles, a list, including a description of duties and the rate of pay, shall be submitted to the union for review. If requested by either the union or the CEO, the parties shall meet to negotiate the rate of pay. The CEO retains the right to discontinue any stipended roles that are no longer required. a. Xxxxxxx Xxxxxxx Athletic Director $3000 Athletic Coach $3000 per sport team, may be split between multiple coaches (e.g., head coach and assistant coach or two coaches, etc.) Homelessness Liaison $1000 504/RTI Coordinator $625 GSA Advisor $500 NHS Advisor $500 Student Government $500 Prom Committee $250 Yearbook Advisor $250 Other club $250 DC Trip Coordinator $500
Sample 1

Related to Stipended Positions

  • 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.

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • New Position An approved position not reflected in the current year budget complement.

  • Other Positions Executive shall immediately resign, and shall be deemed to have immediately resigned without the requirement of any additional action, from any and all position Executive holds with the Company and its Affiliates on Executive’s Date of Termination.

  • Term Position A position occupied by a full-time or part-time nurse for a specified period of time, up to a maximum of sixty (60) weeks, where patient/client/resident census or workload necessitates a temporary increase in staffing, if mutually agreed, to replace a nurse(s) who is/are on vacation or leave of absence, or to carry out a special short term project or where the Employer has provided notice of permanent deletion of position(s) under the Memorandum of Understanding regarding Employment Security, or as otherwise mutually agreed between the Union and the Employer. If the Employer determines there is a term position to be filled by a nurse, the term position shall be posted in accordance with Article 30. This shall not preclude the Employer from utilizing part-time nurses and/or casual nurses to work available shifts as specified in Articles 34 and 35 when the Employer decides that a term position is not required. The Employer shall provide written confirmation of the start and expiry dates of the term position prior to the nurse's commencement in the position. This period may be extended if the Employer so requests and the Union agrees. The maximum duration specified in paragraph 1 above for term positions shall not apply in situations where a nurse is absent indefinitely due to Workers Compensation and/or illness and/or accident or where there is a temporary vacancy due to leave for Public Office. In these cases, the Employer shall state on the job posting that the said term position is an "Indefinite Term" which will expire subject to a minimum of twenty-four

  • Return to Former Position (a) An employee who has had at least 12 months' continuous service with an employer immediately before commencing part-time employment after the birth or placement of a child has, at the expiration of the period of such part-time employment or the first period, if there is more than one, the right to return to his or her former position. (b) Nothing in Clause 2.4.3(a) shall prevent the employer from permitting the employee to return to his or her former position after a second or subsequent period of part-time employment.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Return to Position Upon return from FMLA leave, the employee shall be returned to the same or equivalent position in the same class and work location, including the same shift or equivalent schedule, unless the University and the employee agree in writing to other conditions and terms under which such leave is to be granted.

  • Temporary Positions A) The Employer may create regular temporary positions for vacation relief for more than one (1) incumbent for up to six (6) months duration. B) The Employer may create regular temporary project positions (i.e. grant funded, capital projects, pilot projects, or term specific assignments) for up to twelve (12) months’ duration. These positions are not renewable after the end date of the project, unless the Union and Employer agree to renew/extend the time limits. C) These positions will be posted and filled in accordance with Article 17.01-

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