FLEXIBLE DEPLOYMENT OF PERSONNEL Sample Clauses

FLEXIBLE DEPLOYMENT OF PERSONNEL. ‌ At the discretion of the Police Chief or designee and based on the safety of the community, efficient operations, or the operational or training needs of the Department, the Department may decide to flexibly deploy officers. During a flexible deployment, the Department may require an officer to begin or end his/her work shift up to three (3) hours before or after their normally scheduled starting time or ending time without additional compensation. If the total time an officer works exceeds those regularly scheduled, the officer will be compensated at the overtime rate for that additional time. The safety of the community, efficient operations, or the operational or training needs of the Department may include, but are not limited to, a short-term, pre- planned event requiring additional law enforcement resources, a spontaneous community event requiring law enforcement presence/intervention, or an immediate law enforcement response to a critical public safety need. For short- term, pre-planned events officers shall receive a minimum of seven days’ advance notice prior to flexible deployment. It is not the intent of the Department to routinely change working hours or to avoid considering other options including the use of overtime or redeployment of other personnel within the Department. Those employees affected by a change in start time will generally be notified at least 24 hours in advance. If notification is made less than 12 hours in advance of their normally scheduled start time the employee will be compensated one and one half times in salary for the hours flexed. ARTICLE III‌
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FLEXIBLE DEPLOYMENT OF PERSONNEL. At the discretion of the Police Chief or designee and based on the safety of the community, efficient operations, or the operational or training needs of the Department, the Department may decide to flexibly deploy officers. During a flexible deployment, the Department may require an officer to begin or end his/her work shift up to three (3) hours before or after their normally scheduled starting time or ending time without additional compensation. If the total time an officer works exceeds those regularly scheduled, the officer will be compensated at the overtime rate for that additional time. The safety of the community, efficient operations, or the operational or training needs of the Department may include, but are not limited to, a short- term, pre-planned event requiring additional law enforcement resources, a spontaneous community event requiring law enforcement presence/intervention, or an immediate law enforcement response to a critical public safety need. For short-term, pre-planned events officers shall receive a minimum of seven days’ advance notice prior to flexible deployment. It is not the intent of the Department to routinely change working hours or to avoid considering other options including the use of overtime or redeployment of other personnel within the Department. Those employees affected by a change in start time will generally be notified at least 24 hours in advance. If notification is made less than 12 hours in advance of their normally scheduled start time the employee will be compensated one and one half times in salary for the hours flexed. The parties agree to meet in October of 2012 and yearly through the life of this agreement, to meet and discuss/consult the impacts of the Department’s ability to flexibly deploy personnel as discussed above. These consultations will include the City Manager and Management Services Director.
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Related to FLEXIBLE DEPLOYMENT OF PERSONNEL

  • Employment of Personnel Manager shall use its diligent efforts to investigate, hire, pay, supervise and discharge the personnel necessary to be employed by it to properly maintain, operate and lease the Property, including without limitation a property manager or business manager at the Property. Such personnel shall in every instance be deemed agents or employees, as the case may be, of Manager. Owner has no right of supervision or direction of agents or employees of Manager whatsoever; however, Owner shall have the right to require the reassignment or termination of any employee. All Owner directives shall be communicated to Manager’s senior level management employees. Manager and all personnel of Manager who handle or who are responsible for handling Owner’s monies shall be bonded in favor of Owner. Manager agrees to obtain and keep in effect fidelity insurance in an amount not less than Two Hundred Fifty Thousand Dollars ($250,000). All reasonable salaries, wages and other compensation of personnel employed by Manager, including so-called fringe benefits, worker’s compensation, medical and health insurance and the like, shall be deemed to be reimbursable expenses of Manager. Manager may allow its employees who work at the Property and provide services to the Property after normal business hours, to reside at the Property for reduced rents (or rent fee as provided in the Operating Budget) in consideration of their benefit to Owner and the Property, provided such reduced rents are reflected in the Annual Business Plan.

  • Assignment of Personnel The Contractor shall not substitute any personnel for those specifically named in its proposal unless personnel with substantially equal or better qualifications and experience are provided, acceptable to County, as is evidenced in writing.

  • Contents of Personnel File A. Adverse statements prepared by the County shall not be included in an employee's official personnel file unless a copy is provided to the employee.

  • REDUCTION OF PERSONNEL A. The District and the Association recognize the possibility that the financial condition of the schools at a given time could necessitate a curtailment of program on the part of the District, including a reduction of personnel. The parties also recognize that such determinations are within the exclusive discretion of the District. In the event of a general cutback or reduction of personnel through layoff from employment, the following procedure, based upon program needs, will be utilized by the District or its designated representatives:

  • Review of Personnel File Upon written authority from an employee, OC shall permit the President of the Union or their designate to review that employee's personnel file in the office in which the file is normally kept in order to facilitate the proper investigation of a grievance.

  • Review of Personnel Files Every member shall be allowed to review any of his/her personnel files except "confidential law enforcement records" and "trial preparation records" as defined in Ohio Revised Code Section 149.43 at any time, upon request and reasonable notice. Such request shall be made to the supervisor directly responsible for maintenance of such files. Review of the files shall be made in the presence of such supervisor or the supervisor's designated representative. For the Division master personnel file, the request shall be made to the member's Subdivision Deputy Chief or his/her designated representative. Any member, or the member's Lodge representative, may copy documents in the member's file. The City may levy a charge for such copying, which charge shall bear a reasonable relationship to actual costs. A member will be notified in writing any time records within his/her personnel, background, IAB, and/or payroll file(s) are requested, as a public records request pursuant to Ohio Revised Code Section 149.43, provided the City determines that the request is proper under applicable law. A member may request copies of any records provided under this paragraph, and these copies shall be provided at no cost to the member.

  • Removal of Personnel TFC may request that the Contractor replace unsatisfactory personnel, which request shall not be unreasonably denied.

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s).

  • Dependent Care Assistance Program The County offers the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee.

  • Employment of trained personnel The Concessionaire shall ensure that the personnel engaged by it in the performance of its obligations under this Agreement are at all times properly trained for their respective functions.

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