JOB G Sample Clauses

JOB G. Job sharing is definedas an arrangementwhereby two or more nurses share the hours of work of what would otherwise be one full-time position. If the Hospital and the Association agree to a job sharing arrangement, the introduction or discontinuance of such job sharing arrangements will be determined locally. Once the Hospitalhas determinedthat a vacancy exists and the Hospital and the Association have agreed to a job sharing arrangement, the vacancy or vacancies to be posted will be determined locally and will be filled in accordance with Article The nurses involved in a job sharing arrangement will be classified as regular part-time and will be covered by the provisions of this agreement applicable to part-time nurses.
Sample 1
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JOB G. If the Hospital agrees to a arrangement pursuant to Article of the Central Agreement, the following conditions shall apply unless otherwise agreed to by the parties: Job sharing requests with regard to full-time positions shall be considered on an individual basis. Total hours worked by the job sharer shall equal one (1) full-time position. The division of these hours on the schedule shall be by mutual agreement between the two (2) nurses and the Nurse Manager of the Unit. The above schedules shall conform with the scheduling provisions of the Full-time Collective Agreement. Each job sharer may exchange shifts with her partner, as well as with other nurses as provided by the Collective Agreement. The job sharers involved will have the right to determine which partner works on scheduled paid holidays and job sharers shall only be required to work the number of paid holidays that a full-time nurse would be required to work. :
Sample 1
JOB G. A vacancy a bargaining unit position shall be posted for fourteen (14) calendar days. The posting shall stipulate the hours of work, qualifications and the classification. Until the vacancy filled, the Employer may fill the vacancy on a temporary basis. Applicants for a position must apply writing to their immediate supervisor. Where two or more nurses apply, the Employer shall consider skill and ability, and where these are relatively equal, seniority shall govern. If no internal applicant is qualified to perform the required work, the Employer may fill the vacancy from outside the bargaining unit. The Employer will discuss with unsuccessful. applicants ways in which they can improve their qualifications for future When it is decided to not fill a following a resignation, the Home will provide the rationale in writing for this decision to the Union. The Union may request a meeting to make representation on this Vacancies A temporary vacancy a vacancy created by x absence due to maternity leave, compensable or non- compensable illness or injury, or any other leave of absence expected to exceed thirty (30) calendar days. Part-time nurses shall be given first opportunity to fill temporary vacancies. The Employer will outline to the nurse selected to fill the vacancy the anticipated conditions and duration of such vacancy. The nurse shall have the right to return to her position. In instances where a nurse returns prior to estimated date of return, the Employer shall not be liable for payments to the resulting displaced OF ABSENCE; The Administrator may grant a request for leave of absence for personal reasons provided that she receives at least one (1) clear notice, in writing, unless impossible, and that such leave may be arranged without undue inconvenience to the normal operations of the Nursing Home. Nurses when applying for such leave shall indicate the proposed date of departure and return. Such leave shall not be unreasonably withheld. E Upon the death of a spouse, parent, or stepchild, a nurse shall be granted up to a maximum of five (5) days, a of three of shall be without loss of pay. One of the days of leave shall the day of the funeral or equivalent Additional days off with or without pay may be granted by the when a death occurs in the family of a nurse, the nurse shall be granted leave up to a of three (3) consecutive days without loss of pay around the date of the funeral, provided that the nurse must be regularly scheduled to work such days t...
Sample 1
JOB G. Taking into consideration the fact that the Hospital wishes to retain well qualified staff who are unable to provide a full-time commitment, and the job sharing can enable this to happen, the parties agree to the following provisions: Job sharing requests with regard to full-time positions shall be considered on an individual basis, and the Hospital shall reserve the right to determine the appropriateness of such arrangements after discussions with the Association at the Committee. It is the responsibility of the two (2) nurses who wish to job share a full-time position to inform the appropriate Nursing Director who will inform the appropriate Vice President. The Hospital and the Association will then discuss the proposal in accordance with paragraph (a) above. Where more than one pair of nurses wish to share the same position, the Hospital will, in exercising its discretion, consider the timing of the requests, in addition to the general appropriateness of the arrangement. If any vacancies occur resultant upon the acceptance of a job sharing arrangement such vacancies shall be posted. Save and except as provided for herein, all job sharers shall be treated as regular part-time employees and be subject to the provisions of the part-time Collective Agreement. Should one job sharing partner transfer or terminate, the remaining partner shall continue her own schedule for a maximum of six (6) weeks of the effective date of the transfer or termination. The vacancy created will be posted. If no replacement partner recruited, the remaining partner will have the option of continuing the full-time position. If she does not wish to continue full- time she will revert to regular part-time status. The full-time job which is now vacant will be posted according to the collective agreement.
Sample 1

Related to JOB G

  • Job Stewards 10.01 Job Stewards shall be recognized on all jobs and they shall not be discriminated against. It will be his/her duty to attend to all complaints between the workers on the job and the company to endeavor to reach a settlement before these complaints become grievances.

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • Vendor Personnel Vendor personnel must comply with all hosting facility regulations concerning conduct, electronic devices, entry and security. Failure of Vendor personnel to gain and/or qualify for access to a secure Government session or facility does not relieve Vendor of any financial obligation contained herein.

  • Our Personnel We will be responsible for the performance of Our personnel (including Our employees and contractors) and their compliance with Our obligations under this Agreement, except as otherwise specified herein.

  • JOB XXXXXXX (a) There shall be a Xxxxxxx on each job at all times, who shall be a Union Member in good standing, and shall be appointed by the Business Representative, from amongst the Employees on the job. The Union shall notify the Employer, in writing, who their Xxxxxxx is. If the Employer disapproves of the said appointed Xxxxxxx, they shall immediately notify the Union, in writing, stating the reasons for their disapproval. If their reasons are acceptable to the Union, a new Xxxxxxx will be appointed immediately. If not acceptable, the Union and the Employer will meet to discuss the reasons for disapproval, and if necessary, grievance procedure will be followed. The Xxxxxxx shall keep a record of members hired, laid-off, and discharged, and shall take up all grievances on the job, and try to have same adjusted. In the event he/she cannot adjust them, he/she must promptly report that fact to the Business Representatives of the Union, so STEP 2 of the Grievance Procedure can be followed through. He/She shall see that the provisions of this Agreement are complied with and report the true conditions and facts. It is recognized as the Employer’s responsibility to make whatever provisions are necessary for the care of injured worker. It shall be the duty of the Xxxxxxx to see that the Employer fulfils its obligation. The Employer agrees that when Employees are laid-off, all things being equal, the Xxxxxxx will be one of the last employees laid-off. The Employer further agrees that the Xxxxxxx will not be transferred to another jobsite unless mutually agreed by the Employer Representative and the Union Representative. The Union agrees that the Xxxxxxx shall not be changed without prior notification to the Employer.

  • Job Openings Professional staff vacancies will be posted in each building and in the district newsletter when the listing goes to placement bureaus, or after the Board of Education acts upon the resignation, whichever comes first.

  • Job Search The Employer should assist surplus staff to find alternative employment by allowing them a reasonable amount of time off work to attend job interviews without loss of pay. This is subject to the Employer being notified of the time and location of the interview before the employee is released to attend it.

  • Job Training The Employer and the Union shall establish a Joint Committee on Training and Skill Upgrading for the following purposes:

  • Contractor Personnel Contractor's staff is expected to present a professional appearance. All personnel of the Contractor will be neat, well groomed, properly uniformed in industry standard uniforms and are expected to conduct themselves at all times in a responsible and courteous manner while performing any work under this Agreement and/or whenever they are on District property. The following code of conduct will be adhered to by the Contractor, his agent(s) and/or his employees. If Contractor fails to ensure that its employees or other agents comply with these requirements, then Contractor may be terminated for cause under this Agreement:

  • Job Description The Employer agrees to draw up job descriptions for all positions for which the Union is bargaining agent. These descriptions shall be presented and discussed with the Union and shall become the recognized job descriptions unless the Union presents written objection with thirty (30) calendar days. If such objection cannot be resolved, the issue may be subject to grievance and arbitration.

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