Alternative Work Schedule An alternate forty (40) hour work schedule (other than five (5) uniform and consecutive eight (8) hour days in a seven (7) day period), or for hospital personnel an eighty (80) hour workweek in a fourteen (14) day period and other mutually agreed upon schedules that comply with applicable federal and state law. Employee work schedules normally include two (2) consecutive days off.
Creative Work The Executive agrees that all creative work and work product, including but not limited to all technology, business management tools, processes, software, patents, trademarks, and copyrights developed by the Executive during the term of this Agreement, regardless of when or where such work or work product was produced, constitutes work made for hire, all rights of which are owned by the Employer. The Executive hereby assigns to the Employer all rights, title, and interest, whether by way of copyrights, trade secret, trademark, patent, or otherwise, in all such work or work product, regardless of whether the same is subject to protection by patent, trademark, or copyright laws.
Alternative Work Schedules Employees may request alternative work schedules such as a nine (9) day - 80 hour two week schedule or a four (4) day - 40 hour week schedule. Management will respond to an employee's request within 15 calendar days. Any changes from existing work schedules will be based on the needs of the service as determined by Management. Employees covered by the Fair Labor Standards Act will not be placed on alternate work schedules that mandate the payment of overtime under the Act.
Work Plan Coordinate a work plan including a list of the proposed meetings and coordination activities, and related tasks to be performed, a schedule and an estimate. The work plan must satisfy the requirements of the project and must be approved by the State prior to commencing work.
Research Plan The Parties recognize that the Research Plan describes the collaborative research and development activities they will undertake and that interim research goals set forth in the Research Plan are good faith guidelines. Should events occur that require modification of these goals, then by mutual agreement the Parties can modify them through an amendment, according to Paragraph 13.6.
Development Schedule The Project shall substantially comply with the specific timetables and triggers for action set forth in Article 5 of this Agreement. The parties acknowledge that, as provided in G.S. 160A-400.25(b), the failure to meet a commencement or completion date shall not, in and of itself, constitute a material breach of this Agreement pursuant to G.S. 160A-400.27 but must be judged based upon the totality of the circumstances.
JOINT WORK PRODUCT This Agreement is the joint work product of H-GAC and the Contractor. This Agreement has been negotiated by H-GAC and the Contractor and their respective counsel and shall be fairly interpreted in accordance with its terms and, in the event of any ambiguities, no inferences shall be drawn against any party.
Defective Work Work that, for any reason, is not in compliance with the Contract Documents. Defective Work is usually identified in a Notice of Non-Compliant Work.
Contract Database Metadata Elements Title: Spencerport Central School District and Spencerport Paraprofessional Association, New York State United Teachers (NYSUT), American Federation of Teachers (AFT), AFL-CIO (2015) Employer Name: Spencerport Central School District Union: Spencerport Paraprofessional Association, New York State United Teachers (NYSUT), American Federation of Teachers (AFT), AFL-CIO Local: Effective Date: 07/01/2015 Expiration Date: 06/30/2018 PERB ID Number: 6253 Unit Size: Number of Pages: 27 For additional research information and assistance, please visit the Research page of the Catherwood website - xxxx://xxx.xxx.xxxxxxx.xxx/library/research/ For additional information on the ILR School - xxxx://xxx.xxx.xxxxxxx.xxx/ AGREEMENT between the SUPERINTENDENT OF SCHOOLS SPENCERPORT CENTRAL SCHOOL DISTRICT Town of Ogden, Gates, Greece and Parma and SPENCERPORT PARAPROFESSIONAL ASSOCIATION July 1, 2015 - June 30, 2018 TABLE OF CONTENTS ARTICLE PAGE PREAMBLE 1 RECOGNITION 1 ELIGIBLITY FOR BENEFITS 1 ARTICLE 1 DUES DEDUCTION 2 ARTICLE 2 SICK LEAVE 2 ARTICLE 3 PERSONAL LEAVE 3 ARTICLE 4 ILLNESS IN FAMILY 4 ARTICLE 5 FAMILY MEDICAL LEAVE ACT 4 ARTICLE 6 HEALTH INSURANCE 5 ARTICLE 7 WORKER'S COMPENSATION 8 ARTICLE 8 BEREAVEMENT 9 ARTICLE 9 SNOW DAYS AND EMERGENCY CLOSING 9 ARTICLE 10 JURY DUTY 9 ARTICLE 1 WORK YEAR 9 ARTICLE 12 EXTRA HOURS WORKED 10 ARTICLE 13 1:1 AIDES 10 ARTICLE 14 LUNCH & BREAKS 10 ARTICLE 15 LONGEVITY 10 ARTICLE 16 PAID HOLIDAYS 1 ARTICLE 17 SALARY 12 ARTICLE 18 UNUSED SICK DAYS AT RETIREMENT 14 ARTICLE 19 GRIEVANCE PROCEDURE 15 ARTICLE 20 UNPAID LEAVE OF ABSENCE 17 ARTICLE 21 SENIORITY, ASSIGNMENT, AND LAYOFF 18 ARTICLE 22 VACANCY NOTIFICATIONS 20 ARTICLE 23 CREDIT FOR IN-SERVICE COURSES 20 ARTICLE 24 PROBATIONARY PERIOD 21 ARTICLE 25 FLEXIBLE SPENDING ACCOUNT 21 ARTICLE 26 ATTENDANCE INCENTIVE 21 ARTICLE 27 PERSONNEL FILES 22 ARTICLE 28 EVALUATIONS 22 ARTICLE 29 EARLY DISMISSAL - i - 22 ARTICLE 30 DIRECT DEPOSIT 23 ARTICLE 31 PAYROLL DEDUCTION 23 ARTICLE 32 PAYROLL DISTRIUBTION 23 ARTICLE 33 CONFORMITY OF LAW 23 ARTICLE 34 CHAPERONING AND PROCTORING 23 ARTICLE 35 BUS ATTENDANTS 24 ARTICLE 36 DURATION OF AGREEMENT 24 P R E A M B L E The Spencerport Central School District and the Spencerport Paraprofessional Association desire to enter into the agreement in order to effectuate the provisions of the Public Employees' Fair Employment Act and to encourage and increase the effective and harmonious work relationship between the district and the paraprofessionals who comprise the unit members within the bargaining unit represented by the association. The association hereby reaffirms that it will not engage in any strike, or cause, instigate, encourage, assist or condone any strike. The district recognizes the right of these unit members to organize and to bargain collectively through the association on such matters as salaries, hours and other terms and conditions of employment. The agreement is made and entered into on the 23rd day of June, 2015, by and between the Superintendent of Schools, SPENCERPORT CENTRAL SCHOOL DISTRICT, Spencerport, New York, hereinafter referred to as the "district," and the unit members of this unit of aforementioned school district, represented by the SPENCERPORT PARAPROFESSIONAL ASSOCIATION, hereinafter referred to as the "association." RECOGNITION Pursuant to the New York State Public Employees Fair Employment Act, the Board of Education of Spencerport Central School District has recognized the Spencerport Paraprofessional Association, hereinafter referred to as "association," as the exclusive negotiating representative for all Accompanists, Bus Attendants, Licensed Practical Nurses, Microcomputer Maintenance Technicians, School Aides and Teacher Aides employed by said district. ELIGIBILITY FOR BENEFITS All unit members employed by the District on June 30, 2000, while serving in a 27.5 (or more) hours per week position, will be considered as “full time” and will receive all of the benefits of unit members working 30 or more hours per week as detailed in Articles 2, 3, 4, 6, and 12 of this agreement. All unit members hired after June 30, 2000 are eligible for all of the benefits as detailed in Articles 2, 3, 4, 6, and 12 of this agreement and considered “full time” when serving in a 30 (or more) hours per week position. Any unit member hired after July 1, 2000 in a 30 (or more) hours per week capacity who is involuntarily reduced to at least 27.5 hours per week will receive the benefits associated with “full time” employment (Articles 2, 3, 4, 6, and 12). Spencerport Paraprofessional Association - 1 - July 1, 2012 - June 30, 2015
Modified Work/Return to Work Programs The Hospital and the Union recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating nurses who have been ill, injured or permanently disabled, to enable their early and safe return to work. The parties undertake to provide safe and meaningful employment for both permanently or temporarily disabled nurses based on the following principles:
