Tenured Employees Sample Clauses

Tenured Employees. Tenured employees who are participating members of the Sick Leave Bank may withdraw an additional five (5) sick leave days per creditable year of service with the District (maximum of thirty (30) approved sick leave days for their personal illness or disability (maximum of fifteen (15) days for a family member living within the household). Continuously enrolled Employees will contribute a total of five (5) days to qualify for the maximum withdrawal of thirty (30) sick leave days. Employees who have exhausted their thirty (30) sick leave day maximum will begin with the ability to withdraw only five (5) days per year if they are a continuous member in the Sick Leave Bank following the use of their maximum benefit. Example – year 1 = 5 days; year 2 = 10 days.
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Tenured Employees. Tenured Faculty members shall automatically be issued a contract for the following year no later than February 15, subject to the conditions stated in Article XVII - Tenure of this Agreement.
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Tenured Employees. Child-rearing leave shall be granted to tenured employees for the balance of the school year (concluding June 30) in which the child is born and for one (1) additional school year. The tenured employee shall state whether he or she desires a leave solely for the balance of the school year in which the child is born or for an additional school year.
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Tenured Employees. If a tenured employee wishes to resign at the end of a contract year, notice shall be given as soon as possible, but no later than three (3) weeks from the date of receipt of his/her new contract for the ensuing academic year or the second Monday in April of the current calendar year, whichever is later. A thirty (30) day extension will be granted by the President of the College to a tenured employee requesting it through his/her supervising administrator.
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Tenured Employees. If a tenured employee is to be dismissed or the contract not renewed for just cause, the employee shall be given a written statement of this intention stating the reasons therefor within ten (10) days after the occurrence or knowledge thereof. If the employee wishes to appeal any such decision, the following procedures shall be used: a. Within ten (10) calendar days after receipt of such statement, the employee shall file with the President of the College and the President of the Faculty Council a written request that his/her case be considered by the Review Committee. The Review Committee shall consist of two (2) faculty members designated by the President of the Faculty Council and two (2) administrators not involved in the case or Trustees designated by the President of the College. Such committee shall be appointed within five (5) calendar days after receipt of the request and shall be convened by the President of the College within ten (10) calendar days after the employee files a request for review. b. The Review Committee shall meet at the appointed time and place to confer with the administrator(s) involved and the employee who may be accompanied by a representative of his/her choosing. The President of the College may attend the conference. The administrator(s) shall present to the Review Committee the reasons for the action together with such supporting material or evidence as requested. The employee and representative shall make such response thereto and present such supporting material or evidence as requested. It is intended that this conference be informal in nature and be conducted in such manner as to bring all applicable considerations to the Review Committee's attention for review and consideration. c. The Review Committee, within seven (7) calendar days after conclusion of the conference, shall prepare a report to the President of the College summarizing the information, material, and evidence submitted and make such comments or recommendations as the Review Committee considers appropriate, with a copy to the employee and the administrator(s) involved. d. The President of the College shall review the matter, taking into account the Review Committee's report, and shall decide within seven (7) calendar days whether to recommend to the Board that the employee be dismissed or that the contract not be renewed. The employee shall thereupon be notified in writing of such decision. e. If the Faculty Council wishes to appeal the matter further, i...
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Tenured Employees. Non-continuance of a tenured Employee shall be only on the 26 basis of incompetence, physical or mental incapacity which renders him/her unable to 27 perform her/his assignment, or consistent failure to fulfill the responsibilities of the 28 position. Upon notification of non-continuance for any tenured faculty, the Federation 29 may process the matter through the Grievance Procedure set forth in Article IV of this 30 Agreement, to and including final binding arbitration.
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Tenured Employees. A written annual evaluation report must be completed by the employee’s supervisor by June 1st. This evaluation must be based upon evidence of job performance throughout the year.
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Related to Tenured Employees

  • Rehired Employees Amounts forfeited upon termination of employment because of the failure to meet the applicable vesting requirements shall not be reinstated or re-credited if an individual is subsequently rehired or re-employed by the School Corporation. However, if the board shall have approved a leave of absence of not more than one (1) fiscal year for an employee, such period of leave shall not result in forfeiture provided the employee shall promptly return to employment following the expiration of the period of leave.

  • Newly Hired Employees All employees hired to an insurance eligible position must make their benefit elections by their initial effective date of coverage as defined in this Article, Section 5C. Insurance eligible employees will automatically be enrolled in basic life coverage. If employees eligible for a full Employer Contribution do not choose a health plan administrator and a primary care clinic by their initial effective date, and do not waive medical coverage, they will be enrolled in a Benefit Level Two clinic (or Level One, if available) that meets established access standards in the health plan with the largest number of Benefit Level One and Two clinics in the county of the employee’s residence at the beginning of the insurance year. If an employee does not choose a health plan administrator and primary care clinic by their initial effective date, but was previously covered as a dependent immediately prior to their initial effective date, they will be defaulted to the plan administrator and primary care clinic in which they were previously enrolled.

  • Retired Employees An employee who retires from University service, at age 55 with five (5) years of service, age 50 with fifteen (15) years of service or at any age with thirty (30) years of service, who is eligible to maintain participation in the UPlan, may indefinitely maintain medical and dental coverage with the University at his/her own expense. Medicare coverage is primary for retirees over 65, and for totally disabled employees who qualify for Medicare, and must coordinate with the UPlan Retiree Medical plan options. If retired or totally disabled employees elect not to continue coverage in the UPlan at the time they leave employment, they may not elect to do so at a later date. (see also Section 5E.)

  • Covered Employees Employees with rights under this Article include permanent status employees and exclude provisional employees, employees in their original probationary periods and other employees who do not have permanent status. Employees with limited status, including employees who voluntarily accept a promotion, transfer, or demotion from a permanent position to a limited service position are also excluded; however, an employee with limited status in a limited service position has rights under this article with three (3) or more years of prior service as a Permanent status classified employee or after three (3) consecutive years in one (1) or more limited service position(s), or any combination of three

  • Disabled Employees If an employee becomes disabled with the result that he is unable to carry out the regular functions of his position, the Hospital may establish a special classification and salary with the hope of providing an opportunity of continued employment.

  • Displaced Employees In the event of a reduction in the work force, regular employees shall be laid-off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid-off. An employee who is qualified and yet unwilling to do the work shall be laid-off.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • Active Employees Active Employees who have not terminated service during the Plan Year and who meet the following requirements (select all that apply; leave blank if no exclusions): a. [ ] The Employee must be at least age (e.g., 55) b. [ ] The value of the sick and/or vacation leave must be at least $ (e.g., $2,000) c. [ ] A contribution will only be made if the total hours is over (e.g., 10) hours d. [ ] A contribution will not be made for hours in excess of (e.g., 40) hours

  • Eligible Employees Regular and probationary, full time and less than full-time employees (on a pro rata basis) are eligible to participate in this program. Sec. 903 COURSES ELIGIBLE: The following criteria will be used in determining eligibility for reimbursement:

  • Affected Employees 6.8(a) Affiliate............................................................................... 5.1(a)(iii) Agreement...............................................................................

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