Placement Procedure Sample Clauses
The Placement Procedure clause outlines the steps and requirements for assigning or allocating a particular item, service, or responsibility within a contract. It typically details the process by which parties must submit requests, the criteria for selection, and any timelines or documentation needed to complete the placement. This clause ensures that all parties understand the method and order in which placements occur, thereby reducing confusion and disputes over how assignments are made.
Placement Procedure. (i) If a sufficient number of employees accept the TSP payment offer, the Employer will place the remaining employees whose positions were declared redundant in the vacancies created by the employees accepting the TSP payment offer; or other appropriate vacancies. This placement will be by seniority, subject to consideration of ability, experience, qualifications, or the Employer establishing that special skills or qualifications are required according to objective tests or standards reflecting the functions of the job concerned.
(ii) Where the employee refuses a placement in the bargaining unit, the salary of which is at least seventy-five per cent (75%) of the present salary of the employee’s current position, the employee is deemed laid off. The employee will be entitled to severance as follows:
(1) one-half (½) month’s pay, if she has been employed for three years, but less than ten (10) years; one (1) month’s pay if she has been employed for ten (10) years, but less than fifteen (15) years; two (2) months’ pay if she has been employed for fifteen (15) years, but less than twenty (20) years; three (3) months’ pay if she has been employed for twenty (20) years, but less than twenty-five (25) years; four (4) months’ pay if she has been employed for twenty- five (25) years, but less than thirty (30) years; five (5) months’ pay if she has been employed for thirty (30) or more years.
(2) The amount of severance pay provided herein shall be calculated by the formula: bi-weekly rate x twenty-six (26)÷twelve (12) = one (1) month rate.
(3) The entitlement of an employee to severance pay shall be based upon the employee’s total service as defined in this Agreement.
Placement Procedure. (i) If a sufficient number of employees accept the TSP payment offer, the Employer will place the remaining employees whose positions were declared redundant in the vacancies created by the employees accepting the TSP payment offer or other appropriate vacancies. This placement will be by seniority, subject to consideration of ability, experience, qualifications, or the Employer establishing that special skills or qualifications are required according to objective tests or standards reflecting the functions of the job concerned.
(ii) Where the employee refuses a placement, the salary of which is at least seventy-five percent (75%) of the present salary of the employee’s current position, the employee is deemed laid off. The employee will be entitled to severance as follows:
(1) one-half (½) month’s pay if she has been employed for three
Placement Procedure. 3.6.1. The Debenture shall be issued in a private placement, without the intermediation of financial institutions that form part of the securities distribution system.
3.6.2. The placement of the Debenture may start immediately after (i) the filing of this Debenture Deed with JUCERJA and (ii) the publication of the minutes of the Special Shareholders Meeting, pursuant to item 2.2.1 above.
Placement Procedure. A. Placement of an employee into a vacancy in the same classification or in a different classification in the same salary grade shall take precedence over bumping an incumbent in the same salary grade provided the employee is immediately qualified to perform the required work. If there is no such vacancy in the same salary grade, the employee shall be placed into a lower salary grade vacancy within 2 salary grade steps of the employee’s current salary grade in which he/she is immediately qualified to perform the required work only under the following circumstances. Otherwise, the employee may exercise whatever displacement rights he/she may have.
1. The incumbent in the same salary grade who the laid off employee would be entitled to bump is not immediately qualified to perform the work in any same or lower salary grade bargaining unit vacancy with available funding to accommodate the incumbent’s salary or the incumbent is ineligible to bump and would be laid off.
2. The laid off employee’s salary is not above the available funding of the lower salary grade vacancy; or
3. The laid off employee voluntarily agrees to accept the position in the lower salary grade, regardless of the above conditions. An employee who is placed into a lower salary grade vacancy will retain his/her recall rights outlined in Section 4 5 below.
B. Employees placed into another SEIU bargaining unit position shall be required to serve a 60 day trial period. If during the trial period it is determined that an employee is not satisfactorily performing the work, this trial period shall be extended for as long as 30 additional days. The determination of whether or not the employee is performing the work in a satisfactory manner shall be determined by using benchmarks and objective criteria outlined upon placement that are based on the position description. Satisfactory performance will be at the discretion of the University but shall not be interpreted in an arbitrary or capricious manner. In the event the employee is not able to complete the trial period due to performance, the employee will maintain recall rights for eighteen (18) months from the original date of lay off.
C. An employee scheduled to be laid off from his/her present job in a funds available position with less than three (3) years of seniority is only entitled to placement into another funds available position. Employees with three (3) or more years seniority may be placed into either hard funded or funds available posit...
Placement Procedure. A. The Board has sole and exclusive right to determine the number and nature of the positions/programs in the school system and to reduce staff.
B. In the event the Board determines that the staff must be reduced, the Board shall:
1. Generate a listing of those positions within the bargaining unit to be eliminated or reduced. This list shall include the following information:
a) Name of employee
b) Current position
c) Certification(s)
d) Continuous years of experience in ▇▇▇▇▇▇ County
1) date of hire
2) date of application
e) Total years of instructional experience in ▇▇▇▇▇▇ County
f) Total years of instructional experience in an instructional position
2. Provide the Union with the above list
3. Give ten (10) working days written notice to the employees within those positions who have been affected and to the Union before implementing such reduction.
4. Place those affected employees in a Primary Pool.
C. Prior to employee notification the Superintendent shall confer with the Union.
D. Employees in probationary, substitute, or temporary positions shall have their names placed on the Master List.
E. The procedure to be followed for employees affected by a Reduction in Force (RIF) shall be:
1. Employees subject to RIF action shall be notified in writing at least ten (10) working days prior to the commencement of this action. Reasonable effort will be made as outlined as follows:
a) Certified letter
b) Phone call
c) Summer address
d) Contact HEA/United
2. If the number of available vacancies is greater than or equal to the number of those employees in the Primary Pool who possess appropriate certification matching those vacancies, then the employees beginning with the most senior employee will be allowed to choose from the list of available positions and continuing until all employees are placed. Employees may elect to choose a vacancy from out of field provided there is no financial impact to the district and the employee is willing to work towards achieving proper certification.
3. If the number of vacancies available is less than the number of those employees in the Primary Pool who possess appropriate certification matching those vacancies, then the following procedure shall apply:
a) The employee in the Primary Pool shall be given a list of currently vacant positions in the district. He/she will also be given a Master List of the least senior employee(s) in the bargaining unit holding positions in his/her area(s) of certification. The number of positions...
Placement Procedure. A. The Board has sole and exclusive right to determine the number and nature of the positions/programs in the school system and to reduce staff.
B. In the event the Board determines that the staff must be reduced, the Board shall:
1. Generate a listing of those positions within the bargaining unit to be eliminated or reduced. This list shall include the following information:
a) Name of employee
Placement Procedure. (i) If a sufficient number of Employees accept the TSP payment offer, the Employer will place the remaining Employees whose positions were declared redundant in the vacancies created by the Employees accepting the TSP payment offer or other appropriate vacancies. This placement will be by seniority, subject to consideration of ability, experience, qualifications, or the Employer establishing that special skills or qualifications are required according to objective tests or standards reflecting the functions of the job concerned.
(ii) Where the Employee refuse a placement, the salary of which is at least ninety percent (90%) of the present salary of the Employee’s current position, the Employee is deemed laid off. The Employee will be entitled to severance as follows:
(1) One (1) month’s pay if she has been employed for three (3) years, but less than ten (10) years;
Placement Procedure. If a sufficient number of employees accept the payment offer, the Employer will place the remaining employees whose positions were declared redundant in the vacancies created by the employees accepting the payment offer or other appropriate vacancies. This placement will be by seniority, subject to consideration of ability, experience, qualifications, or the Employer establishing that special skills or qualifications are required according to objective tests or standards reflecting the functions of the job concerned. Where the employee refuses a placement, the salary of which is at least seventy-five percent (75%) of the present salary of the employee’s current position, the employee is deemed laid off. The employee will be entitled to severance as follows:
Placement Procedure. 1. Flux the place of the loudspeaker (4) and sold it on the equipped LCD board (1), respecting the wiring sense
2. Position the equipped LCD board (1) in its housing
3. Position the loudspeaker (4) and the vibrating device (5) in its housing
Placement Procedure. Warning : The metal dome is not reusable, it must be necessarily replaced by a new metal dome, unless the board is swapped and sent as level 3
1. Replace the new metal dome (2) on the equipped electronic board (1), using the metal dome jig.
2. Place the equipped electronic board in its housing