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For more information visit our privacy policy.Your obligations 4.1 It is your responsibility to ensure that there are sufficient clear funds available in your account to allow a debit payment to be made in accordance with the Direct Debit Request.
Regular Full-Time Employees A regular full-time employee is one who works full-time on a regularly scheduled basis. Regular full-time employees accumulate seniority and are entitled to all benefits outlined in this Collective Agreement.
JOB The Company shall post notices of all job vacancies or new jobs. The notices will be posted on the main clock bulletin boards, at Saltfleet Warehouse and in the department concerned for five (5) consecutive days. A copy of all vacancy shall be given to the Local President at the time of posting. The employees interested in the vacancies will apply in writing to the Human Resources Department for such jobs within the five (5) consecutive days during which the notices are posted. In filling vacancies, the most senior employee in the department will be given the job, providing the employee has the ability to perform the duties required after a suitable trial period with proper instruction. If the job is not filled from within the department the Company will act in accordance with the procedure described in the above paragraph, however, plant-wide seniority will be used. The Company shall not be confined to the applicants in filling job vacancies if they are not suitable or qualified for the job concerned. Jobs that are normally of a day time nature, labour or otherwise, will be posted and filled in accordance with the provisions of this Article. The skilled trades trainee may not be assigned shift work until completing the training period. It is understood that the junior skilled tradesperson on day shift shall go on shift work until the trainee is qualified; following completion of the training program the trainee will be assigned shift work. Nothing in this Article shall prevent a trainee from being designated a skilledtradesperson, if, in the opinion of Management, the trainee is qualified in the trade prior to the expiration of the six (6 )months training period and the employee shall receive classification rate. The name of the successful applicant will be posted immediatelyon the departmentand main clock bulletin boards. Where an applicant does not receivethe position applied for, upon request to the Human ResourcesDepartment, the employee will be given reasons in writing why the application was not successful. Job vacancies or new classifications not filled within thirty (30) consecutivedays from the closing date of the final postingshallbe treated as a new vacancy and will be posted again by following the same procedure. No employeeshall be to bid again on any job within three (3) months of the date the employee successfully bid under the posting provisions. Employees on temporary job or who have been on temporary jobs, may apply for permanent jobs. It is the responsibility of the successful applicant to perform the job satisfactorily after a reasonable trial period. If the job applicant fails to perform satisfactorily, there shall be a conference with the Area Manager, the Union Stewardin the zoneconcerned and the employee involved to discuss the employee’s performance. If it is decided by the Company that the employee cannot perform the work, will be returned to previous job. If displaced an employee, any employee so displaced will be returned to previous job. The whole, however, is subject to the employee’s right to grieve if feels that has been unjustly treated. If an employee files a written notice with the Human Resources Department as to interest in applying for a stipulated job should it become available during absence due to sickness, vacation, leave of absence or lay-off, application shall be given consideration. Positions not covered by this Collective Agreement and those of lead hand positions, shall not be posted. Successful applicants for posted jobs will be transferred to the position for which they applied within a four (4) week period. If they are not transferred within the four week period, they will be paid the rate for the job applied for.
Negotiation Between Executives The parties shall first attempt to resolve any dispute arising out of this Order by prompt negotiation between executives who have authority to settle the matter.
Employee Categories All employees fall into one or the other of four principal categories as outlined below.
EMPLOYEE EVALUATION A. Formal evaluation of employees shall be in writing and shall be for the purpose of establishing a record of the employee’s work performance. The evaluation may include but is not limited to: establishing performance standards and outcome measures, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may be addressed if they have previously been discussed with the employee. The employee’s job description shall be a basis for the evaluation. B. The evaluator shall review the written evaluation with the employee and provide the employee with a copy. The employee shall sign the evaluation acknowledging receipt. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her personnel file. C. The frequency of evaluations shall be determined by the District and generally occur every other year by April 1st for bargaining unit employees. If the District chooses to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluation. Such request shall be in writing to the employee’s supervisor with a copy to the Human Resources Department. D. The Human Resources Department will consult with the Federation in developing an outline of best practices to be used in conducting employee evaluations. E. When the District determines that an employee’s work performance is unsatisfactory, it shall inform the employee in writing of any deficiency and the improvement expected and provide the employee with the opportunity to correct the unsatisfactory performance within a reasonable time period established by the District. F. The judgment of an employee’s work performance by an evaluating supervisor shall not be the subject of a grievance. A grievance concerning an evaluation shall be limited to an allegation that the evaluation was done in bad faith or clearly untrue. The burden of proof shall rest with the grievant. Such grievance shall be filed at the next administrative level above that of the evaluator and that administrator shall provide a written decision within ten (10) working days of any hearing. If the grievance is not resolved, it may be appealed by submitting a written statement to the Human Resources Department within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.
Employment Categories (a) Employees under this Agreement will be employed in one of the following categories: (i) full-time; (ii) part time; or (iii) casual. (b) At the time of engagement an employer will inform each employee whether they are employed on a full-time, part time or casual basis. An employer may direct an employee to carry out such duties that are within the limits of the employee’s skill, competence and training, consistent with the respective classification.
Performance and Salary Review Company will periodically review Executive’s performance on no less than an annual basis. Adjustments to salary or other compensation, if any, will be made by Company in its sole and absolute discretion.
Employee Grievances (a) Grievances on behalf of employees shall be handled as follows:
CATEGORIES OF EMPLOYEES The following categories of employees may apply for benefits under this policy: Category 1: Employees who have acquired eighty-five KPERS retirement points (a combination of age and KPERS service that adds to 85) and who have completed by June 30 of the retirement year fifteen (15) years of service in USD 434 that could include service given through the employment of the Three Lakes Cooperative. Category 2: Employee who qualifies for retirement under the basic provisions of KPERS. These employees must have attained the age of 62 and have 10 years of vested service in KPERS but have not acquired eighty-five retirement points at the time of retirement and who have completed by June 30 of the retirement year fifteen (15) years of service in USD 434 that could include service given through the employment of the Three Lakes Cooperative.