Administration of the Sick Leave Bank Sample Clauses

Administration of the Sick Leave Bank. 1. The administration of the Sick Leave Bank shall be the responsibility of the Sick Leave Bank Committee. This committee will be composed of a representative of the administration to be determined by the Superintendent, and one teacher representative from each of the elementary schools, the middle school, and high school. The teacher representatives are to be appointed by the association president. The Committee will select the chairperson.
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Administration of the Sick Leave Bank. The Sick Leave Bank will be administered by a three (3) member Committee comprised of two (2) members from the bargaining unit appointed by the Association and one (1) member appointed by the Superintendent of Schools. At the beginning of each school year the Association will notify the Superintendent of designee in writing of the names of the members of the Sick Leave Bank Committee and the Superintendent or designee will notify the Association of the name of his/her Sick Leave Bank Committee member. Either party shall promptly notify the other of any changes in membership. Any decision made by the Sick Leave Bank Committee, with respect to eligibility and award, is final and binding and not subject to appeal.
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Administration of the Sick Leave Bank a. Requests that are denied may be appealed to the Chief Human Resources Officer. The employee may request a SSECCA representative be a part of the appeal process.
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Administration of the Sick Leave Bank. The Sick Leave Bank will be administered by a three (3) member Committee comprised of two (2) members appointed from the Union who are participants in the Sick Leave Bank and one (1) member appointed by the Superintendent of Schools to act on behalf of the School Committee and the Administration. A majority vote shall decide all questions. Any decision of the Sick Leave Bank Committee, with respect to eligibility and entitlements, will be final and shall not be grievable. The Weston School Committee made an initial one time contribution of one (1) day for each participating member of the bargaining unit. A day was defined as the number of scheduled hours for each participating member. Eligibility In order to be eligible to participate in the Sick Leave Bank, a member of the bargaining unit must have completed at least one year of employment in the District and must have at least ten (10) accumulated sick days. New employees who have satisfied the eligibility requirements and who wish to participate will complete a Sick Leave Bank Participant form. Participating members will be considered automatically enrolled each year during their employment unless they make a request, in writing, to the Sick Bank Committee of their desire to un-enroll by June 15th. Any employee terminating his/her participation in the Sick Leave Bank will forfeit any sick leave previously contributed to the bank. Eligibility to participate ends on termination of employment, death of the employee, or failure to provide the annual sick leave donation. Contributions Eligible members of the bargaining unit shall contribute to the Sick Leave Bank as follows:  Automatic contributions shall be made on August 1st of each calendar year.  One (1) day of an individual’s accumulated sick days will be contributed each year.  The Sick Leave Bank shall accumulate to a maximum of three hundred (300) days, after which contributions shall be suspended until the Sick Leave Bank Committee calls for more contributions. New employees will be allowed to contribute an initial day even if the maximum 300 days has been reached.  All donations of sick leave days to the Sick Leave Bank are voluntary and irrevocable. Application to the Bank Participating members may apply to the Sick Leave Bank under the following conditions:
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Administration of the Sick Leave Bank. The Superintendent, or her/his designee, shall administer the Sick Leave Bank.
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Administration of the Sick Leave Bank. The bank will be administered and maintained in the Human Resources department.
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Administration of the Sick Leave Bank. Each year in January and August, the University will notify the Union of the total number of hours donated. UVM Human Resource Services will administer the Sick Leave Bank and shall establish a Sick Leave Bank Committee that includes up to five bargaining unit members to assist therewith. The Committee will: • Follow a regular meeting schedule; • Create forms and a process for bargaining unit members to apply for donated time; • Accept and review applications for use of donated time; • Establish fair and objective criteria to apply in determining how to distribute donated time to applicants; • Review applications for donated time in a timely fashion, and inform applicants in writing of the status of their applications
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Administration of the Sick Leave Bank. The labor/management committee, as established in article 2, shall administer and track the sick bank. They are charged with reminding employees when donation periods are open, making decisions about sick leave requests, tracking the expiration of hours and the participation of employees. The labor management committee, when making decisions about sick leave bank requests, shall consider criteria including whether or not the requesting employee has used all personal sick leave, the participation of the employee in the bank, the number of days requested and the balance in the bank.
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Administration of the Sick Leave Bank. A. The Sick Leave Bank shall be administered by the Sick Leave Bank Committee.
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Related to Administration of the Sick Leave Bank

  • Vacation and Sick Leave Administration (a) for the purposes of administration of clauses 34.11 and 34.12, where an employee does not work the same number of hours each week, the normal workweek shall be the weekly average calculated on a monthly basis.

  • Administration of the Bank a. The Committee maintains records of employees participating, receives requests, verifies validity, approves, and communicates actions to members and to the District.

  • ADMINISTRATION OF THE CONTRACT 2.2.1 The Architect will provide administration of the Contract as hereinafter described.

  • Compensation of the Subadviser The Subadviser will bear all expenses in connection with the performance of its services under this Subadvisory Agreement, which expenses shall not include brokerage fees or commissions in connection with the effectuation of securities transactions for the Portfolio. For the services provided and the expenses assumed pursuant to this Subadvisory Agreement, MML Advisers agrees to pay the Subadviser and the Subadviser agrees to accept as full compensation for the performance of all functions and duties on its part to be performed pursuant to the provisions hereof, a fee paid monthly, in arrears, at the following rate: [ ].

  • Compensation of the Sub-Adviser As full compensation for all services rendered, facilities furnished and expenses borne by the Sub-Adviser hereunder, the Sub-Adviser shall be paid the fees in the amounts and in the manner set forth in Appendix A hereto.

  • Administration of the Plan a. The Plan will be administered by the Company in accordance with its terms and the costs of administration shall be the responsibility of the Company. Upon determination of each Quarterly Profit calculation, such calculation shall be forwarded to the Chair of the Union Negotiating Committee accompanied by a Certificate of Officer signed by the Chief Financial Officer of the Company, providing a detailed description of any adjustments made to Earnings Before Income and Taxes and stating that Profit was determined in accordance with GAAP and that Quarterly Profit was calculated in accordance with this Section.

  • Shared Leave Administration A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under 13.2 A.1. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under 13.2 A.2. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under 13.2 A.3 and 13.2 A.4.

  • Compensation of the Sub-Advisor a. As compensation for the services to be rendered and duties undertaken hereunder by the Sub-Advisor, the Advisor will pay to the Sub-Advisor a monthly fee equal on an annual basis to 0.15% of the average daily net assets of the Fund. Such fee shall be computed and accrued daily. If the Sub-Advisor serves in such capacity for less than the whole of any period specified in this Section 3a, the compensation to the Sub-Advisor shall be prorated. For purposes of calculating the Sub-Advisor's fee, the daily value of the Fund's net assets shall be computed by the same method as the Trust uses to compute the net asset value of the Fund for purposes of purchases and redemptions of shares thereof.

  • Employment and Training Administration The ratio of trainees to journeymen on the job site shall not be greater than permitted under the plan approved by the Employment and Training Administration. Every trainee must be paid at not less than the rate specified in the approved program for the trainee's level of progress, expressed as a percentage of the journeyman hourly rate specified in the applicable wage determination. Trainees shall be paid fringe benefits in accordance with the provisions of the trainee program. If the trainee program does not mention fringe benefits, trainees shall be paid the full amount of fringe benefits listed on the wage determination unless the Administrator of the Wage and Hour Division determines that there is an apprenticeship program associated with the corresponding journeyman wage rate on the wage determination which provides for less than full fringe benefits for apprentices. Any employee listed on the payroll at a trainee rate who is not registered and participating in a training plan approved by the Employment and Training Administration shall be paid not less than the applicable wage rate on the wage determination for the classification of work actually performed. In addition, any trainee performing work on the job site in excess of the ratio permitted under the registered program shall be paid not less than the applicable wage rate on the wage determination for the work actually performed. In the event the Employment and Training Administration withdraws approval of a training program, the contractor will no longer be permitted to utilize trainees at less than the applicable predetermined rate for the work performed until an acceptable program is approved.

  • Administration of Medication Employees required to administer or apply medication(s) prescribed by a qualified medical practitioner, will be trained at the Employer's expense. Employees who have not received this training will not be permitted to administer such substances.

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