Return to System Sample Clauses

Return to System. The administrator and the Board or designee may agree prior to the granting of the sabbatical leave that upon return to the school system from a sabbatical leave, the person shall be reassigned to his/her position with credit on the salary grid for that year spent on sabbatical, providing the person has notified the proper Board AdministratorOffice of Talent Management of his/her intention to return prior to June 1st of the year of his/her return. Any condition that might affect such reassignment such as job elimination or transfer shall be made in accordance with the terms of this contract.
Sample 1
AutoNDA by SimpleDocs
Return to System. [Complete Agreement] In addition to providing supply for system customers, Union is also the default supplier for direct purchase customers returning to system. When customers return to system from bundled direct purchase, the upstream transportation capacity allocated to the customer is also returned to Union. However, given the introduction of the TCPL turnback policy, Union is no longer able to rely on all the allocated upstream transportation capacity including TCPL FT deliveries at Parkway returning to Union. As noted previously, Union relies on deliveries at Parkway in designing its transmission system. As such, Union may need to acquire replacement capacity at Parkway or a winter peaking service in order to manage the customer’s return to system. Costs associated with managing the east-end obligation for return to system will be recorded in a new deferral account and all prudently incurred costs recovered from system customers. Under the unbundled direct purchase option, the customer or their REM will also receive an allocation of storage. This is an additional obligation that Union will need to manage when unbundled customers return to system. Union proposes that REM’s enter into a one year contract for the unbundled service under which the REM will not be allowed to return a customer to system prior to April 1. Should an REM return customers to system prior to April 1, both the storage and the remaining allocated upstream transportation capacity used to serve these customers will be returned to Union. Should an end-use customer return to system on their own volition, no return of upstream transportation capacity is required and such a return will not be considered a breach by the REM of the contract with Union. Union has also proposed to modify its return to system policy to provide for 90 days notice prior to April 1 from an REM wishing to return customers to system. Customers will be required to stay on system gas for a minimum of 60 days. These modifications are required to enable Union to manage return to system. Union proposes to manage the costs associated with return to system much as it does today. With the exception of managing the Parkway obligation, the costs are recorded in the gas supply deferral accounts and disposed to customers. However, in the case of an “abnormal” return to system, where the average annual impact is $5 or greater for a typical residential customer, Union has sought the ability to propose an alternate disposition ...
Sample 1

Related to Return to System

  • Return to Service 11.7.5.1 Upon return to active service, the employee shall promptly complete the District absences form and submit it to the immediate or appropriate Administrator.

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code.

  • Return to Duty The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to- work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.

  • Failure to Return to Work If, upon the expiration of FMLA or CFRA Leave, or any District approved extension thereof including General Leave, an employee fails to return to work and no additional leave has been authorized, the employee shall be considered to have automatically resigned from his or her position. In such cases, the employee will receive advance notification of the District’s intent to implement an automatic resignation.

  • Return to Duty Testing Any employee who has tested positive on a drug and/or alcohol test, and who was afforded the opportunity to return to work, must test negative for drugs and/or alcohol and be evaluated and released to duty by the Substance Abuse Professional before returning to work.

  • Modified Work/Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty.

  • Return to Work Program When feasible, the Employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level restrictions must be adhered to.

  • Return to Work Programs (a) The parties recognize that prevention of injuries and rehabilitation of injured employees are equally important goals. The parties further recognize that return to work programs are part of a continuum of injury prevention and rehabilitation.

  • Early and Safe Return to Work The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.

  • Graduated Return to Work Where an Employee is not receiving benefits from another source and is working less than his/her regular working hours in the course of a graduated return-to-work as the Employee recovers from an illness or injury, the Employee may use any unused sick/short term disability allocation remaining, if any, for the portion of the day where the Employee is unable to work due to illness or injury. A partial sick/short term leave day will be deducted for an absence of a partial day in the same proportion as the duration of the absence is to an employee’s regular hours. Where an employee returns on a graduated return to work from a WSIB/LTD claim, and is working less than his/her regular hours, WSIB and LTD will be used to top up the employee’s wages, as approved and if applicable. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source; • and is working less than his/her regular hours of work; • and has sick leave days and/or short-term disability days remaining from the previous year The employee can access those remaining days to top up their wages proportional to the hours not worked. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source, • and is working less than his/her regular hours of work, • and has no sick leave days and/ or short-term disability days remaining from the previous year, the employee will receive 11 days of sick leave paid at 100% of the new reduced working hours. When the employee’s hours of work increase during the graduated return to work, the employee’s sick leave will be adjusted in accordance with the new schedule. In accordance with paragraph c), the Employee will also be allocated one hundred and twenty (120) short-term disability days payable at ninety percent (90%) of regular salary proportional to the hours scheduled to work under the graduated return to work. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours.

Time is Money Join Law Insider Premium to draft better contracts faster.