REHIRE POLICY Sample Clauses

REHIRE POLICY. Employees returning to the college after an absence of not more than thirty nine
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REHIRE POLICY. An employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is, in fact, rehired not later than six (6) months after the effective date of resignation and then employed in his or her former classification or in a position within the classification series held at the time of resignation and in a comparable or lower rank, will serve the same probationary period that any new hire would otherwise serve and will be otherwise subject to all terms and conditions of employment applicable to any newly hired employee. The only exception will be that any employee rehired will have his/her seniority level and leave accrual rates set based upon the number of years of service with the City of Chino prior to the resignation. Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back will be at the hourly rate existing upon rehire. Xxxx Leave on record at the time of separation that was not compensated for will be reinstated.
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REHIRE POLICY. Effective July 1, 1995, any employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact rehired not later than 6 months after the effective date of resignation and then employed in his or her former classification or in a position within the classification series held at the time of resignation and in a comparable or lower rank, will serve the same probationary period that any new hire would otherwise serve and will be otherwise subject to all terms and conditions of employment applicable to any newly hired employee. The only exception will be that any employee rehired, will have his or her seniority level and leave accrual rates determined based upon the number of years of service with the City of Chino prior to the resignation. Effective July 1, 1997, employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back will be at the hourly rate existing upon rehire. Xxxx leave on record at the time of separation that was not compensated for will be reinstated. Further, rehired employees will be allowed to participate in the Voluntary Physical Fitness Program.
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REHIRE POLICY. Employees returning to the college after an absence of not more than thirty nine (39) months shall be placed on the schedule at the next highest step than that on which they served their last full year.
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REHIRE POLICY. 2201 Section 1 – Rehire Policy
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REHIRE POLICY. The work records of all former employees will be reviewed for the reasons the employment was severed when a person applies to be rehired by the Xxxxxxxxxxx-Xxxxxx Community. This includes employee work records for both the Tribe’s government side operations and its business enterprises, including the Mohican North Star Gaming and Resort. Former employees are not guaranteed re-employment by the Tribe. All former employees who failed to successfully complete their orientation period will not be eligible to apply for any position with Xxxxxxxxxxx-Xxxxxx Community for a period of six (6) months from the effective date of termination. Former employees, not including orientation employees, whose employment was terminated for unsatisfactory job performance or attendance issues will not be eligible to apply for any position with the Tribe for a period of six (6) months from the effective date of termination. Former employees whose employment was terminated for gross misconduct or criminal conduct will not be eligible to apply for any position with the Tribe for a period of one (1) year from the effective date of termination. All former employees who resigned without giving the notice required above, and who did not obtain a waiver for the notice period, will not be eligible to apply for any employment position with Xxxxxxxxxxx-Xxxxxx Community or any entity for a period of 120 days from the effective date of resignation. All former employees who were terminated for a second positive drug screening will not be eligible to apply for any position with the Xxxxxxxxxxx-Xxxxxx Community for a period of one (1) year from the effective date of termination. All former employees who were terminated or otherwise separated from their employment and have failed to return property that belongs to the Xxxxxxxxxxx-Xxxxxx Community or have an outstanding job-related debt with the Tribe will not be eligible to apply for any position with Xxxxxxxxxxx-Xxxxxx Community until the debt is paid and/or the property is returned. EMPLOYMENT OF MINORS The Xxxxxxxxxxx-Xxxxxx Community will fully comply with the Child Labor provisions of the Tribal Fair Labor Standards Ordinance. In any case involving the hire of a person under the age of 18, a written release must be secured from the parent/guardian in advance of the person’s start date. CONTENTS OF PERSONNEL FILES The Xxxxxxxxxxx-Xxxxxx Community maintains personnel records for applicants, employees, and past employees in order to document e...
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Related to REHIRE POLICY

  • Leave Policy See applicable administrative policy.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • The Policy (a) If pursuant to Section 4.04(a)(iv), the Master Servicer determines and notifies the Trustee that a Deficiency Amount exists for such Distribution Date, the Trustee shall complete the Notice and submit such Notice in accordance with the Policy to the Insurer no later than 12:00 P.M., New York City time, on the Business Day immediately preceding each Distribution Date, as a claim for an Insured Amount (provided that the Trustee shall submit such notice on the second Business Day immediately preceding such Distribution Date if it is able to do so) in an amount equal to such Deficiency Amount.

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • R&W Policy Concurrently with the execution and delivery of this Agreement, Buyers have delivered to Sellers’ Representative a duly executed binder agreement (the “Binder Agreement”) by and between Buyers and AIG Specialty Insurance Company, an Illinois corporation, with respect to the delivery of an insurance policy with respect to the representations and warranties of Sellers under this Agreement (the “R&W Policy”) at the Closing, which Binder Agreement shall not be amended in a manner that adversely affects Sellers without the prior written consent of Sellers’ Representative (such consent not to be unreasonably withheld, conditioned or delayed); provided, that the parties hereto agree that any version of the R&W Policy and Binder Agreement delivered to Sellers’ Representative shall not include Annex A or Annex B referenced therein. Buyers and its Affiliates shall not amend, waive, or otherwise modify the subrogation provision under the R&W Policy in any manner that would allow the insurer thereunder to subrogate or otherwise make or bring any action against the Sellers (other than any claim for Fraud of any Seller). The policy provider of the R&W Policy has agreed that the R&W Policy will expressly provide that the policy provider shall not have the right to, and will not, pursue any subrogation rights or contribution rights or any other claims against any Seller or any of the Sellers’ Parties in connection with any claim made by any Buyers’ Indemnified Party thereunder, other than for Fraud, and that such provision of the insurance policy may not be amended without the prior written consent of Sellers’ Representative. Sellers shall pay, cause to be paid or reimburse Buyers for all costs and expenses related to the R&W Policy, including the total premium, underwriting costs, brokerage commissions, and other fees and expenses of such policy, provided that such amounts shall be without duplication to those otherwise included in Transaction Expenses.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Insurance Policy The Employer agrees to remit to the Union an amount to be applied toward the payment of a premium by the Union for an insurance policy which provides a defense attorney to represent all members of the bargaining unit when they are charged with a criminal act that results from events occurring while the bargaining unit member was acting in an official capacity. The maximum amount payable during the term of the Agreement shall be seven dollars ($7.00) per member per month.

  • Leave Policies III.P.1. Return at Expiration of Leave Upon the expiration of any leave, other than a military leave, the employee shall be returned to the same class of position or to any position to which the employee had been eligible to transfer at the time the leave of absence was granted.

  • Sick Leave Policy It is the policy of the State of Ohio to not unreasonably deny sick leave to employees when requested. It is also the policy of the State to take corrective action for unauthorized use of sick leave and/or abuse of sick leave. It is further the policy of the State that when corrective and/or disciplinary action is taken, it will be applied progressively and consistently. It is the desire of the State of Ohio that when discipline is applied it will serve the purpose of correcting the performance of the employee.

  • Alcohol Policy Residents are required to abide by all New York State and New York University regulations regarding the use of alcohol. In residence halls, persons under the age of 21 may not be in the presence of alcohol or alcoholic beverage containers. Students (including residents and non- residential students), and guests who are of legal drinking age (21 years of age or older) may possess and consume alcoholic beverages (referred herein “alcohol”) within NYU residence halls in accordance with the following:

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