Bid Positions Sample Clauses

Bid Positions. Mandatory overtime is defined as any work beyond the employee’s regular shift, including a late relief of ten (10) minutes or more, other than short extensions of the shift to complete a task where such extension are one (1) hour or less in length, and the employee could face potential discipline if they leave their work site. When an overtime opportunity arises and management is unable to find a volunteer to fill that assignment, the Employer may assign employees for the overtime opportunity from a mandatory overtime list on a rotating basis, based on inverse classification seniority. For the purpose of mandatory overtime, RN’s and HST’s shall be considered one (1) classification. For the purpose of mandatory overtime, Sergeants, Corporals, and Correctional Officers shall be considered one (1) classification. Staff will not be required to work mandatory overtime on their Fridays, their scheduled days off, or if they have already worked an overtime assignment on that day except during periods of declared emergency. Staff may agree to work mandatory overtime on their Friday. Custody staff who work a voluntary overtime shift of four (4) hours or more shall move to the bottom of the mandatory overtime list. SFFC (Custody):
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Bid Positions. 1. Whenever a Division I vacancy occurs during the summer recess period prior to three (3) weeks before the start of the school calendar year the following provisions will apply: a; Paraprofessionals will be given at least five (5) days notice of a bid meeting to be conducted to fill the vacancy and any subsequent vacancies that may arise at the bid meeting: b; the bid meeting will be held no later than three (3) weeks prior to the start of the school year.
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Bid Positions. All jobs under this agreement not listed above as Select Positions shall be awarded by using seniority as the governing factor.
Sample 1Sample 2
Bid Positions. Mandatory overtime is defined as any work beyond the employee’s regular shift, other than short extensions of the shift to complete a task where such extension are one (1) hour or less in length, and the employee could face potential discipline if they leave their work site. When an overtime opportunity arises and management is unable to find a volunteer to fill that assignment, the Employer may assign employees for the overtime opportunity from a mandatory overtime list on a rotating basis, based on inverse classification seniority. For the purpose of mandatory overtime, RN’s and HST’s shall be considered one (1) classification. For the purpose of mandatory overtime, Sergeants, Corporals, and Correctional Officers shall be considered one (1) classification. Staff will not be required to work mandatory overtime on their Fridays, their scheduled days off, or if they have already worked an overtime assignment on that day except during periods of declared emergency. Staff may agree to work mandatory overtime on their Friday. Custody staff who work a voluntary overtime shift of four (4) hours or more shall move to the bottom of the mandatory overtime list. SFFC (Custody):
Sample 1
Bid Positions. Mandatory overtime is defined as any work beyond the employee’s regular shift, other than short extensions of the shift to complete a task where such extension are one (1) hour or less in length, and the employee could face potential discipline if they leave their work site. When an overtime opportunity arises and management is unable to find a volunteer to fill that assignment, the Employer may assign employees for the overtime opportunity from a mandatory overtime list on a rotating basis, based on inverse classification seniority. For the purpose of mandatory overtime, RN’s and HST’s shall be considered one (1) classification. For the purpose of mandatory overtime, Sergeants, Corporals, and Correctional Officers shall be considered one (1) classification. Staff will not be required to work mandatory overtime on their Fridays, their scheduled days off, or if they have already worked an overtime assignment on that day except during periods of declared emergency. Staff may agree to work mandatory overtime on their Friday. SFFC (Custody):
Sample 1
Bid Positions. The Department's system for determining which personnel occupy specific positions at stations, apparatus on specific shifts must be fair, equitable and applied in a consistent manner. Once a firefighter or officer has been granted a bid position, that position will be considered permanent unless there is an overriding articulable need, as determined by the Chief in good faith, for the department to move that person out of his or her permanent bid position.
Sample 1
Bid Positions. Mandatory overtime is defined as any work beyond the employee’s regular shift, other than short extensions of the shift to complete a task where such extension are one (1) hour or less in length, and the employee could face potential discipline if they leave their work site. When an overtime opportunity arises and management is unable to find a volunteer to fill that assignment, the Employer may assign employees for the overtime opportunity from a mandatory overtime list on a rotating basis, based on inverse classification seniority. For the purpose of mandatory overtime, RN’s and HST’s shall be considered one (1) classification. For the purpose of mandatory overtime, Sergeants, Corporals, and Correctional Officers shall be considered one (1) classification. Staff will not be required to work mandatory overtime on their Fridays, their scheduled days off, or if they have already worked an overtime assignment on that day except during periods of declared emergency. SFFC (Custody):
Sample 1
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Bid Positions. Mandatory overtime is defined as any work beyond the employee‟s regular shift, other than short extensions of the shift to complete a task where such extension are one (1) hour or less in length, and the employee could face potential discipline if they leave their work site. When an overtime opportunity arises and management is unable to find a volunteer to fill that assignment, the Employer may assign employees for the overtime opportunity from a mandatory overtime list on a rotating basis, based on inverse classification seniority. For the purpose of mandatory overtime, RN‟s and HST‟s shall be considered one (1) classification. For the purpose of mandatory overtime, Sergeants, Corporals, and Correctional Officers shall be considered one (1) classification. Staff will not be required to work mandatory overtime on their Fridays, their scheduled days off, or if they have already worked an overtime assignment on that day except during periods of declared emergency. Nurses shall continue to be assigned pre-scheduled mandatory overtime fourteen (14) days in advance.
Sample 1
Bid Positions. Whenever a regular permanent position is to be filled, prior to requisitioning from the Civil Service employment list established for the particular classification, employees in that classification may bid for said vacancy based on seniority in the class. The senior bidder will be assigned to the vacant position, if he/she possesses the necessary qualifications to perform the duties of the job. No more than one such assignment per six month period per employee shall be permitted. This procedure does not apply to bidding between construction supervisors for Utility Workers assigned to Water Distribution Operations in town. When bid opportunities arise, the Division will post an announcement of the opportunity in all crew locations. The announcement will show the name of a supervisor or office staff who will be the holder of the sign-up sheet for the bid opportunity. Interested individuals will have five days to contact the holder of the list and to sign the list in the presence of the holder. The signing of the list by an eligible individual will constitute a bid for the position. Where direct contact for signing is impracticable, (i.e., prospective bidder is off work or temporarily relocated), the designated sign-up sheet holder shall accept direct verbal confirmation and shall maintain a record verifying date and nature of contact and name of bidder.
Sample 1

Related to Bid Positions

  • New Positions A. Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the new position to the national craft unit most appropriate for such position. The following criteria shall be used in making this determination:

  • Float Positions The Employer may establish regular float positions which are consecutive hour shifts.

  • New Position An approved position not reflected in the current year budget complement.

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency.

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether he/she meets the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • Queue Position The order of a valid Interconnection Application, relative to all other pending valid Interconnection Applications, that is established based upon the date- and time- of receipt of the complete Interconnection Application as described in Section 4.7 of the Overview ProcessError! Reference source not found.. Reasonable Efforts – With respect to an action required to be attempted or taken by a Party under these procedures, efforts that are timely and consistent with Good Utility Practice and are otherwise substantially equivalent to those a Party would use to protect its own interests. Reference Point of Applicability – The location, either the Point of Common Coupling or the Point of DER Connection, where the interconnection and interoperability performance requirements specified in IEEE 1547 apply. With mutual agreement, the Area EPS Operator and Customer may determine a point between the Point of Common Coupling and Point of DER Connection. See Minnesota Technical Requirements for more information. Simplified Process – The procedure for evaluating an Interconnection Application for a certified inverter-based DER no larger than 20 kW that uses the screens described in the Interconnection Process – Simplified Process document. The Simplified Process includes simplified procedures.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • VACANCIES, TERM POSITIONS AND NEW POSITIONS 3001 Subject to section 3002 herein, the Employer agrees to post notices of vacant, term or new positions covered under this Agreement for at least seven (7) days to enable nurses presently in the employ of the Employer to apply for same. Such posting shall not preclude the Employer from advertising outside the site premises. All postings shall state minimum qualifications required, the equivalent to full-time (E.F.T.) and date of closing of the competition. Job descriptions shall be available to applicants on request. 3002 The Employer will be required to post a notice of vacancy for only five (5) days for a vacancy that is created by:

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

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