SECONDARY POSITIONS Sample Clauses

SECONDARY POSITIONS. Secondary positions are utilized to allow classified employees to benefit from additional work and the school district to benefit from the reduction of the SERS surcharge. Secondary positions are not intended to replace or take the place of full-time positions. Secondary positions during the summer will be bid on a district-wide seniority basis to fill the following areas: building custodian, secretary, bus mechanic, maintenance, account clerk/data processor, or other occasional work, such as: mowing, painting, cleaning, and distribution driver. Classified employees bidding on secondary positions must be able to meet the requirements of the secondary contract work. A summer secondary contract bid list will be prepared each summer as a manner to fill the secondary positions. Secondary positions during the school year will be bid on an attendance area seniority basis. The attendance areas defined will be: WEST UNION to include West Union High School, West Union Elementary, and Ohio Valley Career and Technical Center; NORTH XXXXX to include North Xxxxx High School, and North Xxxxx Elementary; PEEBLES to include Xxxxxxx High School, Peebles Elementary, and Bus Garage, and Central Administration Office,; The secondary position of cashier will be offered within attendance areas to four (4) hour bus drivers if the position is determined by the Board to be necessary for the release of additional secretary time. Classified employees bidding on secondary positions must be able to meet the requirements of the secondary position. Secondary positions will be awarded on a rotation basis considering seniority, ability to work hours without incurring over-time, and be able to fulfill their regular contractual assignments. If an employee accepts a secondary position, the employee may not refuse to perform the duties of the secondary position in order to accept an assignment for other additional duties offered by the Board, including but not limited to, field trips or extra runs. Attendance areas will utilize the substitute list when the employees requesting secondary work has been exhausted within the area. No incremental salary is attached to secondary positions. Secondary positions will be offered to those employees contracted for less than forty (40) hours per week. Sick leave or personal leave can only be utilized on the employees primary position. Employees working both positions cannot use the combination of the two to gain additional vacation leave. All secondary po...
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SECONDARY POSITIONS. Classified bargaining unit members may bid on secondary position(s) per the following:
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SECONDARY POSITIONS. Qualified relief per diem and regular nurses wishing to fill a temporary bargaining unit position while retaining their current status and position may do so only with the approval of the Employer based on the availability of replacements.
Sample 1
SECONDARY POSITIONS. The Employer may offer secondary positions to current employees who are qualified for the position. An employee will be automatically deemed unqualified for the position if the combination of the employee’s regular position’s hours and the secondary position’s hours would be greater than 40 hours each week. The Employer retains total discretion in filling secondary positions. Employees who are awarded secondary positions will be paid contracted rate for their work in the secondary position. Employees will not be eligible for insurance coverage unless they work 25 or more hours per week in their primary position. The employee’s employment in the secondary position shall not be subject to R.C. 3319.081 and shall automatically be deemed non‐renewed at the end of each school year.
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SECONDARY POSITIONS. Secondary positions should contain statements such as: “The primary line of work of this position is fire management.” “The primary purpose of this position is administration of a program of investigation of violations of criminal laws of the United States.” Secondary positions must contain written requirements for firefighting or law enforcement and investigation experience.
Sample 1
SECONDARY POSITIONS. Qualified per diem and regular nurses wishing to fill a temporary bargaining unit position while retaining their current status and position may do so only with the approval of the Employer based on the availability of replacements. ONA/PHMC Collective Bargaining Agreement February 1, 2020 April 1, 2024 through March 31, Page 59 202824
Sample 1
SECONDARY POSITIONS. (1) An employ- ee’s service in a position that has been determined by the employing agency head to be a secondary law enforce- ment officer or firefighter position is covered under the provisions of 5 U.S.C. 8412(d), if all of the following criteria are met:
Sample 1
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SECONDARY POSITIONS. An employee’s service in a position that has been de- termined by the employing agency head to be a secondary position is cov- ered under the provisions of 5 U.S.C. 8412(d) if all of the following criteria are met:
Sample 1

Related to SECONDARY POSITIONS

  • New Positions A. Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the new position to the national craft unit most appropriate for such position. The following criteria shall be used in making this determination:

  • Float Positions The Employer may establish regular float positions which are consecutive hour shifts.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether he/she meets the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Queue Position The order of a valid Interconnection Application, relative to all other pending valid Interconnection Applications, that is established based upon the date- and time- of receipt of the complete Interconnection Application as described in Section 4.7 of the Overview ProcessError! Reference source not found.. Reasonable Efforts – With respect to an action required to be attempted or taken by a Party under these procedures, efforts that are timely and consistent with Good Utility Practice and are otherwise substantially equivalent to those a Party would use to protect its own interests. Reference Point of Applicability – The location, either the Point of Common Coupling or the Point of DER Connection, where the interconnection and interoperability performance requirements specified in IEEE 1547 apply. With mutual agreement, the Area EPS Operator and Customer may determine a point between the Point of Common Coupling and Point of DER Connection. See Minnesota Technical Requirements for more information. Simplified Process – The procedure for evaluating an Interconnection Application for a certified inverter-based DER no larger than 20 kW that uses the screens described in the Interconnection Process – Simplified Process document. The Simplified Process includes simplified procedures.

  • VACANCIES, TERM POSITIONS AND NEW POSITIONS 3001 Subject to section 3002 herein, the Employer agrees to post notices of vacant, term or new positions covered under this Agreement for at least seven (7) days to enable nurses presently in the employ of the Employer to apply for same. Such posting shall not preclude the Employer from advertising outside the site premises. All postings shall state minimum qualifications required, the equivalent to full-time (E.F.T.) and date of closing of the competition. Job descriptions shall be available to applicants on request. 3002 The Employer will be required to post a notice of vacancy for only five (5) days for a vacancy that is created by:

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency.

  • TRANSPORTATION, TRAVEL TIME AND ROOM AND BOARD 14.01 The Employer shall remunerate employees for travel time and mileage as follows:

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