Assimilation. All Janitors were assimilated onto the new pay scale on 1 August 2006 with certain allowances continuing until the results of role analysis were known. Salary Supplements Any salary supplements will be payable for as long as the individual carries out the relevant service or follows the relevant work pattern. They are not, therefore, to be regarded as permanent additions to salary. (Updated February 2007)
Assimilation. In the wake of post-colonialism it has become common practice to de- nounce the orientalist insights of authors such as the mentioned Bru- mund and Xxxxxxxxxx. The characterisation of Javanese Islam in terms of syncretism carried with it the implication that this religion is not pure Islam and thus that the Javanese are not truly Muslim. As pointed out above such a representation is open to charges of racism. The second manoeuvre to fix the conceptual inconsistency rejects this syncretist Javanese Islam as an orientalist misrepresentation. Instead it argues that Javanese Islam is simply Islam that has assimilated Javanese cultural ele- ments and remnants from the pre-Islamic religions such as Hinduism, Buddhism, animism and ancestor worship. The presence of pre-Islamic elements in Javanese Islam is thus recognised. However, having been Is- lamised they have come to express Islamic beliefs instead of the original Hindu, Buddhist and other beliefs. Javanese Islam then becomes a “local Islam” (Xxxxxxxx 1989: 69 ff.) or a “native Islam” (Florida 1997). A typical example is the veneration of ancestors and saints. By making offerings and/or reciting prayers at the grave of a saint or ancestor one tries to either avert a certain mishap or obtain a certain desired good or state. As mentioned, this is often described as an instance of ancestor worship, and therefore in conflict with the Islamic principle of tawhid. However, according to the assimilation argument, such veneration has been brought into accordance with the teachings of Islam. The vener- ated saint or ancestor has become a mere focal point for the praise and worship that is ultimately directed to none other than Allah. It is by the hand of Islamic scholars, well versed in Islamic scriptures, that these practices have thus been brought in line with the teachings of Islam. At face value, this argument seems to carry quite some weight. After all, it is more than obvious that there is Islam in Java and undeniably it has assimilated Javanese elements. However, pointing this out does not really solve the issues involved in the conceptualisation of Javanese Islam as a syncretist religion. We will return to the assimilation argument more thoroughly in chapter 6. For now, it suffices to point out that while we are no longer confronted with the problem of a logical inconsistency, another problem has taken its place: that of heresy. We should not lose sight of the fact that what for one Muslim is merely an instan...
Assimilation. To welcome new people and keep the door open to others in our church and community (unconnected people) who need what we have found in Xxxxx Xxxxxx.
Assimilation. The JNCHES Framework Agreement for the Modernisation of Pay Structures was developed in partnership between employers’ and trades unions’ representatives under the arrangements detailed in the June 2001 agreement establishing JNCHES. Appendix F of the Framework Agreement sets out the basic arrangements agreed nationally for how staff should move from present nationally agreed pay scales to new pay structures established under the terms of this Framework Agreement. The interpretation of the Agreement in respect of Academic and Related Staff is governed by a Memorandum of Understanding with the AUT (now UCU). The Framework Agreement recognises the need for HE institutions to negotiate local procedures for the detailed application of these arrangements in partnership with recognised trade unions. The provisions of Appendix F will be implemented and supplemented by the University of Manchester as follows: Assimilation will depend on how an individual’s current substantive salary (current pay at the point of implementation) relates to the pay range for the grade (pay for grade) of their present post as that grade has been determined following job evaluation
Assimilation. Changes During the Course of the Backdated year of Implementation (1 August 2005 – 31 July 2006)
Assimilation. The effective date for the new pay structure is 1st April 2012 with assimilation to the new structure being as follows: Employees, where the minimum of the newly evaluated grade is greater than the current spinal column point on 1st April 2012, will progress to the bottom point of the new grade (Green Circle – salary goes up). Employees whose current spinal column point on 1st April 2012 matches a spinal column point within the new grade, will move directly across into the new grade on that spinal column point (White Circle – salary unchanged). Where under the current grade an increment would have been due as at 1st April 2012, assimilation will reflect that position. Employees, where the maximum of their newly evaluated grade on 1st April 2012 is less than their current spinal column point will be assimilated to the maximum spinal column point of that grade (Red Circle – salary goes down) Casual and temporary staff (not agency) Casual staff will not be treated differently and will be paid the job evaluated rate for the work that they are employed to do. Upon implementation of the new pay and grading structure, the temporary employee should be paid the new rate for the job. If the grade of the post goes up, the temporary employee should be paid the rate for the job consistent with permanent employees. If the grade goes down, the temporary employee will be given compensation consistent with permanent employees. If the current temporary employment is extended these provisions should continue. If the nature of the temporary employment changes, the new rate for the post should be immediately applied.
Assimilation. All staff, who are eligible to be paid on the University of Sheffield Grading Scheme, will move from the existing pay scales and spine to the new pay scales and spine on the basis of: their old grade and salary; their new grade as identified through job matching; and agreed procedures. The University is investing circa 4% of the annual pay bill in this move, giving the majority of staff an increase in pay. In general, staff will move to the next point on the new pay spine above their current salary. Staff who are green circled – matched into a grade higher than indicated by their old grade – will move immediately to a point on the higher grade. Staff who are red circled – matched into a grade lower than indicated by their old grade – will have their salaries frozen at their old level and their pay protected for 4 years. During this period, they will be given the opportunity to start a personal development plan, with the intention of either growing their job, or developing themselves so that they are able to move into a higher graded job.
Assimilation. Assimilation is defined as the loss of one’s mother tongue as one’s usual language of communication. In particular, data from the 2001 Census show that the assimilation rate of Francophones in Ontario is increasing.1 The proportion of Francophones in Ontario who use English most often at home rose from 38.8% in 1996 to 40.3% in 2001.
Assimilation. Staff will be assimilated to the new grades using the attached matrix as a common yardstick. Staff must be undertaking the full range of duties and responsibilities allocated to a particular post in order to qualify for the associated salary grade. The need for openness and transparency in the assimilation process is recognised. The need for objective assessment is paramount. Staff will have an expectation and an entitlement to be informed of the assessment and the outcome in relation to their own particular post. The ‘Essential Qualifications’ criterion in the generic Person Specification(s) will be disregarded for the purpose of assimilating existing staff to the new grading structure. Where existing staff do not possess such qualifications they will be deemed to be qualified by experience, provided that they meet the essential ‘Relevant Experience’ criteria and all other essential criteria listed. All essential criteria listed in the Person Specifications will be applied in the recruitment and selection of all new staff after the initial assimilation process has been completed. In the event of staff facing downgrading on assimilation, the policy of Cumbria County Council is not to safeguard salaries. School governing bodies have discretion in this matter where staff are employed to work solely at the school. Any such case should therefore be considered on its own merits.
Assimilation i) An existing postholder whose post is deleted and who meets an 80% match of the duties of a post in the new structure will be offered that post (subject to a competitive recruitment process if more than one existing postholder matches the post). See part 3, para 13.4.1.7 (i).
