- Position Categories Sample Clauses
The "Position Categories" clause defines and organizes the various roles or job classifications within an organization or under a contract. It typically outlines the different categories of positions, such as managerial, technical, or administrative, and may specify the responsibilities, qualifications, or compensation structures associated with each. By clearly delineating these categories, the clause helps ensure that roles are properly assigned, expectations are managed, and compliance with employment or contractual requirements is maintained.
- Position Categories. Article 15 - Status of Employee (clauses 15.12, 15.13, 15.14, 15.15, 15.16, 15.17, 15.18, 15.19, 15.20 only)
- Position Categories. Article 15 - Status of Faculty Member (clauses, 15.11, 15.12, 15.13, 15.14, 15.15,15.16, 15.17, 15.18, 15.19 only)
- Position Categories. A. Assistant Principal High School B. Assistant Principal/Athletic Director – High School C. Assistant Principal - Middle School D. Assistant Principal - Elementary
- Position Categories. For the purpose of this article categories of position will be by salary grade as indicated on the Job Matrix in Appendix B.
- Position Categories. 3:1 In the event positions represented by the Union are to be established or discontinued by the Board during the term of this contract, or the duties and responsibilities of presently existing positions or categories altered or amended, the Union shall be apprised, in writing, of the contemplated establishment, discontinuance, or alteration of such a position or category. The Union shall receive at least two (2) weeks notice prior to submission to the Board of any and all proposed changes mentioned above.
3:2 When the duties or responsibilities of any position in the bargaining unit are decreased, increased, or otherwise altered by the Board, impact negotiations with the Union shall be held.
3:3 If an administrative position is eliminated by the Board, negotiations with the Union concerning the impact of such elimination of position on the salaries, terms and conditions of employment of other affected administrative positions shall be held.
3:4 The duties or responsibilities of any position in the administrator's bargaining unit shall not be reassigned out of the administrator's unit.
3:5 When a new bargaining unit administrative position is created by the Board, or a job description is changed, a job description will be prepared by the Superintendent, or designee, and the job will be placed ("slotted") in a salary group which requires similar or comparable duties and responsibilities and shall then be presented to the Union. If the Union believes that the position has not been placed in the proper salary group ("slotted") by the Superintendent or believes that a new salary group should be created, it may request a meeting with the Superintendent or his/her representatives to negotiate the placement ("slotting") of the job. If agreement is not reached between the Superintendent and the Union after twenty-five (25) days from the commencement of negotiations, the matter shall be submitted to the mediation/arbitration procedures as set forth in CGS 10- 153f(e).
3:6 Under normal circumstances, all administrators will be individually notified of their assignments and programs for the coming school year in writing by the Superintendent of Schools no later than July 1. In an emergency or unexpected situation (e.g., resignation during July/August, sudden death), administrators will be individually notified of their assignments and programs for the coming year within fourteen (14) calendar days of an emergency or unexpected situation (e.g., resignation during July...
- Position Categories. Status of Faculty Member;
- Position Categories. 3:1 In the event positions represented by the Union are to be established or discontinued by the Board during the term of this contract, or the duties and responsibilities of presently existing positions or categories altered or amended, the Union shall be apprised, in writing, of the contemplated establishment, discontinuance, or alteration of such a position or category.
3:2 When the duties or responsibilities of any position in the bargaining unit are decreased, increased, or otherwise altered by the Board, impact negotiations with the Union shall be held.
3:3 If an administrative position is eliminated by the Board, negotiations with the Union concerning the impact of such elimination of position on the salaries, terms and conditions of employment of other affected administrative positions shall be held.
3:4 The duties or responsibilities of any position in the administrator's bargaining unit shall not be reassigned out of the administrator's unit.
3:5 When a new bargaining unit administrative position is created by the Board, or a job description is changed, a job description will be prepared by the Superintendent, or designee, and the job will be placed ("slotted") in a salary group which requires similar or comparable duties and responsibilities and shall then be presented to the Union. If the Union believes that the position has not been placed in the proper salary group ("slotted") by the Superintendent or believes that a new salary group should be created, it may request a meeting with the Superintendent or his/her representatives to negotiate the placement ("slotting") of the job. If agreement is not reached between the Superintendent and the Union after twenty-five (25) days from the commencement of negotiations, the matter shall be submitted to the mediation/arbitration procedures as set forth in CGS 10-153f(e).