TEMPORARY JOB ASSIGNMENT Sample Clauses

TEMPORARY JOB ASSIGNMENT. In the event it becomes necessary to temporary fill a position because of a Bargaining Unit member’s absence for any reason, the Association and the Employer agree to the following procedure: 1. The Association shall be informed in writing by the Director of Human Resources of any temporary job assignment. Any employee assigned to a temporary job must consent to same in writing. 2. In filling full-time temporary job assignments as described in this Article such jobs will first be offered to qualified full-time Bargaining Unit members before being filled by an individual outside the Bargaining Unit. In filling part-time job assignments as described in this Article, such jobs will first be offered to qualified part-time Bargaining Unit members before being filled by an individual outside the Bargaining Unit. 3. A temporary job assignment shall not exceed six (6) months unless mutually agreed to by both the Association and the Employer. 4. A negative evaluation while filling a temporary job assignment shall not be made part of an employee’s personnel file. 5. An employee shall be compensated in the manner indicated in Article XXVII, Compensation in a Higher Classification, while employed in a temporary job assignment. 6. A temporary job assignment shall not be offered to any currently employed Bargaining Unit member or outside individual while any Bargaining Unit member qualified to fill the temporary job assignment remains on lay off. The Employer shall recall any laid off Bargaining Unit member who is qualified to fill such a temporary job assignment.
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TEMPORARY JOB ASSIGNMENT. The CITY has the right to temporarily assign employees from one job classification to another to cover for employees who are absent from work (for the duration of such absence) due to illness, accident, vacation, or leaves of absence. The CITY shall also have the right to temporarily assign employees to fill jobs or temporary vacancies or take care of unusual conditions or situations, which may arise. It is understood and agreed that an employee temporarily assigned in accordance with the provision of this section shall not acquire any permanent title or right to the job to which he is temporarily assigned. It is further understood and agreed that any employee who is temporarily assigned under the provisions of this section and works eight (8) or more hours on the job shall receive the rate of pay for the job to which he is assigned or his regular rate of pay, whichever is higher, for the time spent on said job each time he is assigned thereto and all hours thereafter until he is removed from said job. The CITY agrees not to abuse this provision for the purpose of avoiding the payment of the higher rate of pay. No employee shall assume responsibilities unless assigned thereto by their Department Head or by the City Manager.
Sample 1
TEMPORARY JOB ASSIGNMENT. A. The NHRA may make a temporary job assignment which will be filled as required based on ability, experience required, and seniority. The employee who accepts a temporary assignment to a higher paid classification shall only be paid the higher rate if s/he has worked eighty (80) hours in that classification during the Contract year. B. Employees may be temporarily assigned to work in any position of the same or lower classification without change in rate of pay. Article XVIII Training and Educational Reimbursement A. New employees will be given sufficient training to gain efficiency in their classification. B. Employee training will be the function of every supervisor. C. Employees will be trained on any new equipment purchased for Maintenance. D. Employees are encouraged to improve their skills or acquire new skills and knowledge. The NHRA will reimburse employees for part, or all the cost of tuition paid by them for courses of instruction, subject to budget limitations. Employees desiring to qualify under the reimbursement policy must submit their request in writing to the Executive Director for approval prior to June 30 for the forthcoming academic year. The course to be taken must be approved by the Executive Director to be eligible for reimbursement. E. One thousand dollars ($1,000) is the maximum allowed to be reimbursed to any employee during one (1) school year. To qualify, the employee must notify the Executive Director prior to June 30 of any budget year, and the employee must submit his/her request for reimbursement within thirty (30) days of receiving his/her grade. The employee must submit proper documentation with his/her request for reimbursement, clearly indicating the cost of tuition, registration fees, books, etc. Courses eligible for tuition reimbursement and proper documentation are as follows: 1. Job related courses that maintain or improve skills required by the individual's employment 2. NHRA related courses designed to improve skills or knowledge necessary for upgrading to a higher-level position 3. Reimbursement schedules The job or NHRA related course will receive 100 percent reimbursement for a passing grade or for a course not graded, providing the successful completion of the course. Any employee successfully completing a program which is reimbursed in whole or in part by the NHRA is expected to remain in the employ of the NHRA for at least twelve (12) months following said completion, excluding disciplinary removal.
Sample 1
TEMPORARY JOB ASSIGNMENT a. Buildings in Downtown/Century City. i. Buildings in Downtown/Century City will have a sufficient number of temporary employees determined by the Employer, regularly assigned to them by the Union, according to seniority. These will be referred to as ‘Regular Temporary Employees.’ ii. Building Supervisors in this area will offer temporary job assignments only to the Regular Temporary Employees assigned to their specific building. Assignments will be offered by seniority. iii. If a building in this area requires a temporary employee assigned to it on a regular basis, the Employer will notify the Union in writing and the Union will offer the position to the most senior employee on the Extra Temporary Employee list. If the most senior employee chooses not to accept the position, the Union will offer it to the next most senior and follow the same procedure. The Union will then notify the Employer in writing of which employee will fill that position.
Sample 1
TEMPORARY JOB ASSIGNMENT 
Sample 1

Related to TEMPORARY JOB ASSIGNMENT

  • Temporary Assignment All MBUs who are District-initiated transfers or returning from leave of absence of more than one year may be temporarily assigned to positions other than posted vacancies, including substitute teacher positions, until they can be placed in a vacancy for which they are qualified. Such MBUs shall be placed in the first available vacancy for which they are qualified.

  • Temporary Assignments When an employee is assigned temporarily by his/her appointing authority to a job for which he/she is qualified in a higher pay grade for a period of five (5) days or his/her regular workweek, whichever is less, the employee shall be paid retroactively from the initial date of the temporary transfer for the duration of the temporary assignment. The employee shall be paid as if he/she had been promoted during such assignment. In no event may an employee acquire any status in a higher classification as a result of his/her temporary assignment. Acting capacity assignments shall not be made on an arbitrary or capricious basis. Employees shall not be rotated in acting capacity in an arbitrary or capricious manner in order to avoid payment of acting capacity pay. This Article shall not be used in lieu of the proper processing of any request for reclassification or reallocation of a position pursuant to the Personnel Rules and the Reclassifications Article, or the filling of a vacancy pursuant to the Personnel Rules and the Seniority Article.

  • Pay on Temporary Assignment An employee temporarily assigned by the Employer to a position with a rate of pay lower than her regular rate of pay shall maintain her regular rate of pay.

  • Temporary Layoff The Employer may temporarily layoff an employee for up to ninety (90) days due to an unanticipated loss of funding, revenue shortfall, lack of work, shortage of material or equipment, or other unexpected or unusual reasons. An employee will normally receive seven (7) days notice of a temporary layoff.

  • Temporary Reassignment Notwithstanding the above, the Appointing Authority may temporarily reassign any employee to another work area and/or shift for five (5) consecutive months or less. With mutual agreement between the Local and the Appointing Authority, such reassignment may extend up to twelve (12) months. At the end of the reassignment, the reassigned employee shall return to his/her former position, unless the position has been abolished, in which case the employee shall return to his/her former work area and shift.

  • Temporary Layoffs A. The Employer may initiate a temporary layoff for up to twelve (12) working days per fiscal year. Employees will be given thirty (30) days’ notice before the effective date of a temporary layoff. Employees may request alternative temporary layoff days from their manager or supervisor and any requests will be considered and approved or denied in writing. B. A temporary layoff will not affect an employee’s incremental movement, vacation and sick leave accrual rates, or seniority. C. A temporary layoff is leave without pay. An employee may not use any leave for a temporary layoff day(s).

  • Work Assignment 8.1 The jurisdiction of the Unions shall be that jurisdiction established by Agreements between International Unions claiming the work or Decisions of Record recognized by the AFL-CIO for the various classifications and the character of work performed, having regard for the special requirements of thermal, nuclear or hydraulic generation and transmission and transformation construction. An Agreement or Decision of Record is one that is published by the Building and Construction Trades Department, AFL-CIO (Agreement and Decisions Rendered Affecting the Building Industry). Where no Decision or Agreement applies, the Employer agrees to consider evidence of established practices within the industry when making jurisdictional assignments. (a) A markup process will be utilized when an Employer intends to perform work on a project site*. The purpose of this markup process is to indicate to the Union the work which is planned to be carried out by the Employer in order to minimize the potential for jurisdictional disputes. (b) When work is to be performed on a project site and it meets the following criteria: same employer, same work, same project site, the markup process will not be required. This procedure shall not preclude a Union’s right to contest previously disputed work. * For the purposes of this Article, Nanticoke, Lambton, Lakeview/Xxxxx, BNPD, Pickering, Darlington, Lines and Stations and the 5 Electricity Production Zones are each considered individual project sites. In the Electricity Production Zones when work falls within this criteria the EPSCA Office will send out a “Notification of Work” along with a copy of the original minutes of xxxx-up meeting(s) to the Local Union prior to work commencing. This procedure shall not preclude the Union’s right to contest previously assigned work, if the work is in a Local Union jurisdiction other than the one it was marked up in. (c) When an Employer has work that is less than 3 weeks duration and there are ten (10) or fewer employees covered by EPSCA Collective Agreements employed on this specific work, the Union and Union affiliates will be notified of the scope of work and the Employer’s proposed work assignments. The Unions will have two (2) weeks from the date of notification to submit jurisdictional claims and supporting evidence to the Employer for consideration. The Employer will notify the Union of the final work assignments prior to the commencement of the work. (d) All work that does not meet the criteria set out in clauses 8.2(b) or 8.2(c) will be reviewed and assigned at a markup meeting. (e) EPSCA will provide written notice to the Union as far in advance as possible of markup meetings. The Unions may attend these markup meetings, and every effort will be made to settle questions of jurisdiction before the work is expected to commence. (f) The Employer who has the responsibility for the work shall make a proposed assignment of the work involved. The Employer shall be responsible for providing copies of proposed assignments to the Union at the markup meeting. The Employer will specify a reasonable time limit for the Unions involved to submit evidence of their claims. The Employer will evaluate all evidence submitted and make a final assignment of the work involved. This final assignment will be in accordance with the procedural rules established by the Plan for the Settlement of Jurisdictional Disputes in the Construction Industry. The Employer will advise the Unions of the final assignments prior to the work commencing. (g) The EPSCA representative will record the proposed assignments and jurisdictional claims and forward a copy of them within fifteen (15) working days to the Union. (h) The parties recognize that circumstances may arise, particularly with discovery and emergency work, where the process set out above may not be practical or possible, however reasonable effort will be made by the Employer to adhere to the appropriate trade jurisdiction.

  • Temporary Upgrade An employee in a temporary upgrade status shall have no right to grieve or arbitrate release from such temporary upgrade status.

  • Temporary Position (i) is a position that the Employer has determined will be in excess of eight

  • Temporary Roads As necessary to attain stabilization of roadbed and fill slopes of Temporary Roads, Purchaser shall employ such measures as out- sloping, drainage dips, and water-spreading ditches.

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