to Duty Sample Clauses

to Duty. A unit member who has been on Sabbatical Leave must, after the conclusion of the leave, render service for at least twice the period of leave. Upon return from Sabbatical Leave, the unit member shall be assigned to a position comparable in rank to the one held at the commencement of the leave. Upon return from Sabbatical Leave, the unit member shall be placed on the salary schedule at the step on which he/she would have been placed had he/she not been on Sabbatical Leave. The Office may require a written or oral and written reports concerning activities during Sabbatical Leave. Remuneration for salary and other benefits paid to or on behalf of the unit member from the Office while on Sabbatical shall be returned to the County School Service Fund if the unit member fails to render the required amount of service following return from leave.
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to Duty. Exceptions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ARTICLE JOB . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Lay-off -- Regular Part-Time Employees PREFERRED HIRING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Waiver . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
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to Duty. The Chief and/or Deputy Chief shall be empowered to hire, suspend, discharge, layoff, transfer or demote Full Time Fire Fighters, subject only to the limitations expressed in this Agreement as to Arbitration or otherwise provided however that: No Full Time Fire Fighter shall be discharged or suspended until they have been given a fair hearing in the presence of the Fire Chief and/or Deputy Fire Chief and a member of the Executive of the Association. This, however, shall not restrict the right of the Fire Chief, the Deputy Fire Chief or the Officer in charge, to relieve from duty any Full Time Fire Fighter until they have been given a fair hearing. Discharge or suspension may be made xxxxxxxxxxx.xx the time of being relieved from duty. A Full Time Fire Fighter may be discharged, suspended or disciplined for any actions or statements detrimental to the best interests of the Fire service or bringing the Department into disrepute. Breaking any of the following rules of the Fire Department on Fire Department property or elsewhere when on duty, can result in the imposition of a penalty up to and including discharge, at the discretion of the Fire Chief or, in absence, the Deputy Fire Chief: Bringing into or consuming intoxicating beverages on Fire Department property or elsewhere when on duty; Possession or use of any drugs in violation of the Narcotic6 Control Act or any other statute; Appearing for duty while under the influence of alcohol or a drug, provided that this shall not apply to use of a drug for bona fide medical purposes under and in accordance with the advice of a physician if the user is not thereby rendered unfit for duty; Misappropriation of or wilful damage to Fire Department property; Gross carelessness or neglect of duty. Insubordination; Disorderly conduct. Breaking the Departmental Rules and/or Orders as outlined in Article Full Time Fire Fighter shall be suspended for minor traffic offences up to and including speeding charges this shall, however, not restrict the Fire Chief of the right to restrict any Full Time Fire Fighter from driving or operating Fire Department vehicles. A Full Time Fire Fighter may be suspended if charged with a criminal offence. If a suspension is issued it shall be deemed to be temporary, pending the disposition and hearing of such charge before a Court of Law. Conviction may result in discharge.
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Related to to Duty

  • Recall to Duty (a) An Employee, whether required to be on call or not, and who is recalled to work after leaving the Employer’s premises will be paid for a minimum of three hours work at the appropriate overtime rate.

  • On Duty Employees subpoenaed for a DMV Telephonic Hearing scheduled during the employee’s working hours shall utilize a Department telephone at the appointed time.

  • Civic Duty Whenever an employee is served with a subpoena by a court of competent jurisdiction which compels his/her presence as a witness during his/her normal working period, unless he/she is a party to the litigation or an expert witness, such employee shall be granted time off with pay in the amount of the difference between the employee's regular earnings and any amount he/she receives for such appearance. This Article is not applicable to appearances for which the employee receives compensation in excess of his/her regular earnings. A court of competent jurisdiction is defined as a court within the County in which the employee resides or if outside the county of residence, the place of appearance must be within 150 miles of the employee's residence.

  • Extra Duty A. All extra duty vacancies listed in Article 29 (except as provided in 7-8-C) shall be filled by MBUs, providing they meet the following criteria.

  • Return to Duty The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to- work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.

  • Light Duty Where the injured employee's treating physician authorized by the County recommends light-duty assignment, it will be the responsibility of the appointing authority to arrange suitable light duty. Department of Human Resources may provide staff technical assistance to find a suitable light-duty assignment, one which accommodates the particular restrictions provided by the treating physician.

  • Court Duty Section 1. After due notice to the EMPLOYER, employees subpoenaed to serve as a witness in cases arising from or during the performance of their official duties, or called and selected for jury duty, shall be allowed their regular compensation at their current base pay rate for the period the court duty requires their absence from work duty, plus any expenses paid by the court. Such employees, so compensated, shall not be eligible to retain jury duty pay or witness fees and shall turn any such pay or fees received over to the EMPLOYER. If an employee is excused from jury duty prior to the end of his/her work shift, he/she shall return to work as directed by the EMPLOYER or make arrangement for a leave of absence.

  • General Duty The Employer will provide, to the extent possible, safe, secure, healthful working conditions for all employees. The Employer agrees to comply with the federal Occupational Safety and Health Act (OSHA) and all other applicable federal, State and local laws and regulations, and departmental safety rules and regulations. All employees shall comply with all safety rules and regulations established by the Employer.

  • PERFORMANCE OF DUTY 23.1 The Employer and the Union acknowledge that this Agreement provides, through the Grievance Procedure contained therein, for an orderly settlement of grievances or disputes which may arise between the parties. Accordingly, the parties agree that the public interest requires the uninterrupted performance of all University services and to this end pledge to prevent or eliminate any conduct contrary to that objective. Therefore, during the life of this Agreement there shall be no work stoppage or any other form of concerted job action by employees in the bargaining units, nor will the Union authorize or condone such activity in form.

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