S.D Sample Clauses

S.D. Notwithstanding the provisions of Article 29:01 of the collective agreement between the parties the payment of retroactive wage increases shall not apply to students or persons employed under government sponsored programs such as Local Initiative Programs, except by mutual consent. AGREED TO THIS 21st DAY OF December, 2009. FOR THE UNION FOR THE CITY

S.D. The parties agree to the following with respect to the Lock Operation:

S.D. Time off In Lieu of Overtime

S.D. The City agrees to maintain the wages of an employee on Paid Approved Union Leave subject to the following conditions: The Union has confirmed that it will provide WSIB coverage for members on Leave for Union Business. The Union shall provide to the City initially and at any time upon request thereafter its WSIB Clearance Certificate to verify it has such valid coverage. The Union shall also provide to the City its WSIB account number. It is the responsibility of the Union to maintain such coverage. Failure of the Union to maintain such coverage shall make this agreement null and void. The City will not be responsible for WSIB coverage when an employee is on such leave. The agreement shall state that the Union will promptly reimburse the City within thirty (30) days of the date of the invoice for the amounts owing for such leaves. The City will issue such invoices on a frequency of no greater than once per month. For each employee granted such leave, it will appear as a separate code (Paid Approved Union Leave – ▇.▇.▇.▇.) on the employee’s pay stub and the City shall invoice for reimbursement from the respective Union the amount of wages, Employer Health Tax, City OMERS share, City share of CPP and City share of EI. For approved leaves of twenty (20) working days or more, the Union shall also reimburse the City the monthly benefit premiums for Extended Health Care, Dental Plan, Life & ADD, and LTD. Also, the City will invoice for the applicable vacation entitlement percentage (2% per week of vacation entitlement) for the period of absence plus a Sick Leave reimbursement amount of 1.5 day’s pay for each twenty (20) working days absence. In addition to the previously noted amounts, the City shall ▇▇▇▇ the Union on each invoice the amount of one and one-half (1-1/2) hour at the CUPE 67 Civic JC 10 Level 4 rate for the preparation of such invoice. The City shall send the invoice for such reimbursement to the address designated by the Union. The Union has confirmed that invoices for all CUPE Locals will be sent to the one (1) identified address. Requests for Leave for Union Business approved by a representative of the Union shall be on a form provided by the City for approval by the respective Department Head and distributed to Accounting Division with a copy to the Human Resources Department. The commencement date of this process shall be on the first of a month as soon as practicable following ratification of the Memorandum of Settlement by the parties. AGREE...

S.D. Finally, 100% of the participants agreed or strongly agreed that being able to watch another colleague model a lesson or strategy was beneficial (M = 3.53; SD = .50) (see Table 3). Table 3 Coaching Satisfaction According to Coaching Activity Survey Item M SD % agree or strongly agree I find it helpful when a coach models a lesson or strategy for me in my classroom with my students. 3.57 .53 98.2% It’s helpful when my coach provides feedback after watching me teach a lesson. 3.48 .60 96.6% My coach/coaches help me to plan for instruction. 3.0 .84 77.4% A coach should help with lesson preparation (copies, creating charts, etc.). 2.54 .85 47.8% Being able to watch my colleagues model a lesson/strategy is beneficial to my teaching. 3.53 .50 100% A ▇▇▇▇-▇▇▇▇▇▇▇ U Test was conducted to compare the total perception scores for coaching satisfaction for males and females. Total scores were obtained by calculating the sum of all answers. A higher score indicated a higher level of satisfaction. The ▇▇▇▇-▇▇▇▇▇▇▇ U test revealed no significant difference in coaching satisfaction levels between median score for males (Md = 119.5, n = 8) and females (Md = 114, n = 107), U = 380, z = -.53 p = .60 r = .05. A one-way between-groups analysis of variance (ANOVA) was considered to explore the impact of age on levels of coaching satisfaction as measured by the sum of total perception scores. Participants were divided into five groups according to their age (Group one: 20 to 29 years; Group two: 30 to 39 years; Group three: 40 to 49 years; Group four: 50 to 59 years; Group five: 60 years and above). As there was a significant difference in the variance between groups (▇▇▇▇▇▇’▇ F = 2.82, p = .02), a Kruskal-Wallis test was done instead of an ANOVA. There was (Χ2 = 0.64, p = 0.99). The means for each age group are presented in Table 4.