Lesser Position Category Sample Clauses

Lesser Position Category. An Employee assigned to place or displace to a lesser position category means:
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Lesser Position Category. Same or Lower Classification Step 5 applies to an Employee who has not been assigned a placement or displacement in the previous steps or was displaced at Step 4 (b). At Step 5, either the position category or the classification level or both, of the displacement option shall be lower than that of the Employee’s previous position. The Employee shall be offered the choice of available options as follows: Placement
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Lesser Position Category. Same or Lower Classification Step 5 applies to an Faculty Member who has not been assigned a placement or displacement in the previous steps or was displaced at Step 4 (b). At Step 5, either the position category or the classification level or both, of the displacement option shall be lower than that of the Faculty Member’s previous position. The Faculty Member shall be offered the choice of available options as follows: Placement unfilled bargaining unit position(s) in the College that are in the same position category and lower classification level; and Displacement the option to displace the Faculty Member with the least possible seniority in the same or lesser position category and the same or lower classification at the same Campus or the College. Notwithstanding Step 5(b), the option for displacement offered at the College shall be limited to a classification not lower than two salary bands lower than that of the displacing Faculty Member. If Option Accepted Where an Faculty Member is assigned to another position at this step: Placement An Faculty Member who is placed shall be paid in accordance with the classification level and position category of the position into which the Faculty Member is placed; and The Faculty Member may direct the College to place the Faculty Member’s name on the Reinstatement List; and The Faculty Member shall not be eligible to receive severance in accordance with clauses 26.7 and 26.8; however, if the Faculty Member is subsequently laid off from the position in which the Faculty Member was placed, severance pay shall be calculated as if the Faculty Member were still in the position that was previously eliminated. Displacement An Faculty Member who is assigned to displace shall be paid in accordance with the classification level and position category of the position into which the Faculty Member displaces; and The Faculty Member shall not be eligible for Reinstatement; and The Faculty Member shall not be eligible for severance. If No Placement or Displacement Option at Step 5 Where the College does not provide an option of placement or displacement at this step, the Faculty Member may: choose to be laid off, direct the College to place the Faculty Member’s name on the Reinstatement List and receive severance, in accordance with clauses 26.7 and 26.8; or resign and receive severance, if applicable, in accordance with clauses 26.7 and 26.8. If Option(s) Declined at Step 5 Where an Faculty Member declines an option(s) at this...
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Related to Lesser Position Category

  • Shift Differential Pay A. An employee shall receive additional compensation at the rate of seventy five cents (75¢) per hour for all hours worked on a shift when the majority of hours worked on the shift are between 5:30 p.m. and 7:30 a.m. and in locations where these classes are regularly assigned shift work.

  • Bilingual Differential When formally assigned in the employee’s position description, an employee assigned to interpret to or from another language to English will receive a differential of five percent (5%) of base pay.

  • Interconnection Customer Compensation for Actions During Emergency Condition The CAISO shall compensate the Interconnection Customer in accordance with the CAISO Tariff for its provision of real and reactive power and other Emergency Condition services that the Interconnection Customer provides to support the CAISO Controlled Grid during an Emergency Condition in accordance with Article 11.6.

  • Supervisory Differential Adjustment 99. The Appointing Officer may adjust the compensation of a supervisory employee whose schedule of compensation is set herein subject to the following conditions:

  • Weekend Differential Employees assigned to State institutions other than Maine State Prison shall be eligible for a weekend differential of fifty cents ($.50) per hour to the base for shifts beginning between 10:00 p.m. Friday and 9:59 p.m.

  • Leadwork Differential (a) Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, the employee has been directed to perform substantially all of the following functions: to orient new employees, if appropriate; assign and reassign tasks to accomplish prescribed work efficiently; give direction to workers concerning work procedures; transmit established standards of performance to workers; review work of employees for conformance to standards; and provide informal assessment of workers’ performance to the supervisor.

  • Base Pay The Company agrees to pay Employee gross annual compensation of $400,000 (“Base Salary”), less usual and customary withholdings, which shall be payable in arrears in accordance with the Company’s customary payroll practices. The Base Salary will be subject to normal periodic review, and such review will consider Employee’s contributions to the Company and the Company’s overall performance.

  • Night Shift Differential 1. An employee who works an assigned night shift shall, in addition to his or her regular salary, be paid a night shift differential for each hour actually worked on the assigned night shift.

  • Power Factor Design Criteria (Reactive Power A wind generating plant shall operate within a power factor within the range of 0.95 leading to 0.95 lagging, measured at the Point of Interconnection as defined in this LGIA in order to maintain a specified voltage schedule, if the Interconnection System Impact Study shows that such a requirement is necessary to ensure safety or reliability. The power factor range standard can be met by using, for example, power electronics designed to supply this level of reactive capability (taking into account any limitations due to voltage level, real power output, etc.) or fixed and switched capacitors, or a combination of the two, if agreed to by the Participating TO and CAISO. The Interconnection Customer shall not disable power factor equipment while the wind plant is in operation. Wind plants shall also be able to provide sufficient dynamic voltage support in lieu of the power system stabilizer and automatic voltage regulation at the generator excitation system if the Interconnection System Impact Study shows this to be required for system safety or reliability.

  • Reallocation to a Class with a Lower Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position and chooses to remain in the reallocated position, the employee retains existing appointment status and has the right to be placed on the Employer’s internal layoff list for the classification occupied prior to the reallocation.

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