Use of Temporary Employees. Temporary Employees can be used when the workload indicates that the requirement is for a temporary assignment of less than one year in duration. In these circumstances, the hiring and operating rules will be done using the conditions of this Section.
Use of Temporary Employees. Nothing in this Agreement shall prohibit, or be construed to prohibit, the District from hiring and utilizing full-time temporary employees for assignments such as leaves of absence or long term absences. Such temporary employees shall not be considered a part of the Bargaining Unit or otherwise subject to the terms of this Agreement.
Use of Temporary Employees. 1. A Temporary Employee may be used for a period not to exceed the length of the special project or the length of the leave of absence for which the employee was hired to cover, provided such period does not exceed one year in duration, with the exception of grant-funded positions if the grant period is for up to two years, in which case the period may be two years. This period may be extended by mutual agreement of the parties. Homeless Action Center cannot rotate these employees in-and-out of a position in order to provide a continuously filled position; however, if hired to cover someone on a leave of absence, the temporary employee may be retained for an additional, second temporary period to cover an extension of the original leave of absence or to cover a second, different employee who is on a leave of absence.
Use of Temporary Employees. The Board reserves the right to employ a temporary employee and/or a subcontractor in emergency short-term situations, after giving notice to the BSEO president. A temporary employee works fewer than 176 days per fiscal year. It is not the intent of the Board to fill staffing vacancies with temporary employees. As such, the Board will first explore possible options within the BSEO to fill staffing vacancies throughout the year. In addition, it is not the Board's intention to underestimate classified staffing needs for the coming year when the staffing is approved in the preceding summer. This means that any position included in the staffing which falls vacant before January 1st, and which the Board authorizes to be filled, will be filled as a regular, not a temporary, position.
Use of Temporary Employees. The Employer may utilize temporary employees on a seasonal, cyclic, or short-term basis, or to assist during an unusually high workload. A temporary employee will not work more than 1,000 hours in a calendar year except upon mutual agreement between the City and the Guild. The City will provide the Guild, upon request, with a summary of temporary employment activity within the Department to include the number of temporary employees utilized, their assigned work areas, and cumulative hours worked. Temporary employees are exempt from the provisions of this contract.
Use of Temporary Employees. The Board and the BSEO recognize the need, on occasion, for temporary employees. It is not the intent of the Board to fill staffing vacancies with temporary employees. In addition, it is not the Board's intention to underestimate classified staffing needs for the coming year when the staffing is approved in the preceding summer. This means that any position included in the staffing which falls vacant before January 1st, and which the Board authorizes to be filled, will be filled as a regular, not a temporary, position.
Use of Temporary Employees. Temporary Employees may be used to perform bargaining unit work during absences by regular bargaining unit members.
Use of Temporary Employees. A Relief or Special Project Temporary Employee may be used for a period not to exceed ninety (90) consecutive business days. This period may be extended by mutual agreement of the parties. LSC cannot rotate these employees in-and-out of a position every ninety (90) days in order to provide a continuously filled position. Any full-time Relief or Special Project Temporary Employees retained beyond ninety (90) business days, or such other mutually agreed upon timeframe, will be considered a permanent full-time employee with all rights, benefits, and Union membership eligibility as provided in this Agreement. There are two exceptions to this rule: 1. if the special project for which the temporary employee was retained is not completed at the end of the ninety (90) days or other mutually agreed upon timeframe, the temporary employee’s term will be extended until the project is completed without converting to regular full-time employee status, and 2. In the case of a temporary-to- permanent placement from a staffing agency, if the temporary employee fully meets LSC’s on- going business needs and the conversion fee has not expired based on the number of hours worked under the staffing agency agreement, the temporary employee’s term may be extended as necessary to satisfy any conversion fee requirements without converting to regular full-time employee status. Grantee Oversight Temporary Employees may not lead program visits, except that former LSC employees serving as Grantee Oversight Temporary Employees may lead visits within six (6) months of their separation from LSC, if they served as a liaison to the program during their LSC tenure.
Use of Temporary Employees. In order to meet short-term campaign and project goals, the Employer may hire temporary full-time or part-time staff for a special project for up to nine (9) months. This time can be extended by mutual agreement for up to twelve (12)
Use of Temporary Employees. 40 Temporary employees may be used in unassigned positions for up to twenty (20) consecutive days 41 in any school year unless the District notifies the Association that such position would be extended 42 and the rationale thereof. Any temporary employee that is hired as a regular employee within 43 five (5) working days of the end of the temporary assignment, shall be assigned their seniority 44 date retroactive to their initial hire date they become employed as a temporary employee. 45
