When the Employer Sample Clauses

When the Employer is contemplating reassigning a District Manager, the Employer shall first discuss the reassignment with the District Manager involved and shall take into consideration the employee's stated preference(s) for districts. The Employer shall also take into consideration the wishes of an employee who prefers not to be reassigned. Where, according to the criteria stipulated by the Employer, two or more District Managers are relatively equally qualified and do not wish to be reassigned, the person with the greater seniority will be given preference. Whenever possible, the employer shall give a District Manager at least two (2) weeks notice of reassignment.
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When the Employer serves notice to the employee of personnel review and underlying conduct, the employee may opt to waive the personnel investigation and stipulate to the alleged conduct. The stipulation will be the sole discretion of the Employer. The employee may make reasonable inquiry to the level of corrective action they shall receive, if they offer a stipulation, prior to waiving the personnel investigation. The Waiver of Investigation option will be reflected on the OSPOA Personnel Notice Form.
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When the Employer. (a) hires a new employee; transfers an terminates an moves an employee within the bargaining unit; The Employer agrees to provide the Union, within thirty days, with infor ma concerning that employee. The Employer shall advise the Union when employees have terminated their employment with the Employer. The Employer shall provide each employee with a copy of the Collective Agreement. PROVISION OF BULLETIN ARTICLE
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When the Employer. (a) hires a new employee;
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When the Employer has made a determination that the need exists and requires the use of special equipment, the wearing of uniforms, protective clothing or special wearing apparel to protect the employee, the environ- ment, or as a means of identification, these specified items will be provided by the Employer. Special equipment, uniforms, protective clothing or special wearing apparel must be used and/or worn as prescribed by the Employer.
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When the Employer determines that a long-term layoff is necessary, it shall notify the affected employees and the FOP fifteen (15) calendar days in advance of the effective date of the layoff. The Employer, upon request from the FOP, agrees to discuss, with representatives of the FOP, the impact of the layoff on bargaining unit employees. Layoffs shall be in order of inverse bargaining unit seniority. Employees serving an initial probationary period shall be laid off before permanent members of the bargaining unit. No employee outside the bargaining unit shall be permitted to displace any bargaining unit member.
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Related to When the Employer

  • The Employer This Agreement shall inure to the benefit of and be binding upon the Employer and its successors and assigns. The Bancorp and the Bank will each require any successor to it (whether direct or indirect, by stock or asset purchase, merger, consolidation or otherwise) or to all or substantially all of its business or assets to assume expressly and agree to perform this Agreement in the same manner and to the same extent it would be required to perform it if no such succession had taken place.

  • RESPONSIBILITIES OF THE EMPLOYER 1. The Employer agrees to display the following notices supplied by DHS in a prominent place that is clearly visible to prospective employees and all employees who are to be verified through the system:

  • Employer The minimum periods of notice to be given by an employer are governed by the Employment Rights Xxx 0000: Continuous Service Period of Notice One month or more Not less than one week but less than two years Two years or more but Not less than one week for each year less than twelve years of continuous service Twelve years or more Not less than twelve weeks

  • RIGHTS OF THE EMPLOYER The Employer reserves and retains, solely and exclusively, all management rights, powers, and authority, including the right of management to manage, control, and direct its work forces and operations except those as may be modified under this Agreement.

  • MATERNITY-RELATED REASSIGNMENT OR LEAVE (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child.

  • Re-employment An employee who resigns their position and within 90 days is re-employed, will be granted a leave of absence without pay covering those days absent and will retain all previous rights in relation to seniority and benefits subject to any benefit plan eligibility requirements.

  • Notice of Termination by the Employee 27.2.1 The notice of termination required to be given by an employee is the same as that required by the Employer, except that there is no requirement to give additional notice based on age.

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