PERSONNEL POLICIES. All food and vending service employees will be HOST employees and on HOST payroll. All persons employed by HOST at JDS premises shall be in uniform at all times and sign a non-disclosure confidentiality form as part of employment. HOST employees shall comply with all applicable laws, rules and regulations at any time promulgated by JDS for the safe, orderly and efficient conduct of all activities being carried out while on JDS premises. HOST shall not retain at the premises any employee not acceptable to JDS for any reason. If JDS objects to the continued employment of any HOST employee, it shall notify HOST in writing, stating the reason for its objections. JDS will allow employees and agents of HOST access to service areas and equipment at all reasonable times, throughout JDS premises. HOST, in performing work by this Agreement, shall not discriminate against any employee or applicant for employment because of race, color, creed, national origin, age, sex or disability. HOST employment policies meet the requirements of the Fair Labor Standards Act and all other regulations required by the United States Department of Labor. HOST is and at all times will continue to be an equal opportunity employer. ACCOUNTING: HOST will keep records by accounting periods with each month ending on the last Friday of the month. HOST will bill JDS monthly for sums due under Contract Addendum A. Anx xxatement rendered is due and payable within 30 days after receipt. Accounts that are more than 30 days in arrears, are subject to late charges. Interest will be added at the rate of 1.5% per month on past due accounts. FINANCIAL CONSIDERATION: HOST will operate all food services as listed in contract Addendum A on a profit limitation basis. This limitation shall be defined as the Management Fee. The Management Fee is to be assessed to the operating P & L at the rate of three and one half percent (3.5%) of net sales. JDS agrees to reimburse HOST for the operating shortfall (cost to JDS) as described in the Monthly Operating Statements including an amount of four percent (4%) of net sales as reimbursements for General Administrative expenses realized by HOST.
PERSONNEL POLICIES means those personnel policies as adopted by the Board of Commissioners and as contained in the employee manual or other appropriate written document.
PERSONNEL POLICIES means all school district policies, guidelines, regulations, and procedures that pertain to the terms and conditions of a teacher’s employment.
Examples of PERSONNEL POLICIES in a sentence
FACULTY PERSONNEL POLICIES Recruitment and Hiring PoliciesThis Recruitment Policy should be reviewed carefully prior to the beginning of any faculty search or hiring process.
DG ECHO’s need for visibility, institutional profiling, communication on specific institutional policies and institutional branding should be acknowledged.
The Representative Council shall have final decision-making authority relative to the arbitration of grievances.STANDING RULE 11: PERSONNEL POLICIES - STAFF A.
PERSONNEL POLICIES: In addition to personnel standards in C, CONTRACTOR shall have written personnel policies and shall make its personnel policies accessible to employees and to COUNTY.
ARTICLE 8 - CENTRAL WORK RULES AND PERSONNEL POLICIES Section 8.1. Establishing.The City will establish and, from time to time, revise Central Work Rules and personnel policies; such rules shall not be in conflict with this Contract.
More Definitions of PERSONNEL POLICIES
PERSONNEL POLICIES. All food and vending service employees will be HOST employees and on HOST payroll. All persons employed by HOST at GOODWILL premises shall be in uniform at all times and sign a non-disclosure confidentiality form as part of employment. HOST employees shall comply with all applicable laws, rules and regulations at any time promulgated by GOODWILL for the safe, orderly and efficient conduct of all activities being carried out while on GOODWILL premises. HOST shall not retain at the premises any employee not acceptable to GOODWILL for any reason. If GOODWILL objects to the continued employment of any HOST employee, it shall notify HOST in writing, stating the reason for its objections. GOODWILL will allow employees and agents of HOST access to service areas and equipment at all reasonable times, throughout GOODWILL premises. HOST, in performing work by this Agreement, shall not discriminate against any employee or applicant for employment because of race, color, creed, national origin, age, sex or disability. HOST employment policies meet the requirements of the Fair Labor Standards Act and all other regulations required by the United States Department of Labor. HOST is and at all times will continue to be an equal opportunity employer. ACCOUNTING: HOST will keep records by accounting periods with each month ending on the last Friday of the month. HOST will bill GOODWILL monthly for sums due under Contract Addendum A. Xxx xxxxxxent rendered is due and payable within 30 days after receipt. Accounts that are more than 30 days in arrears, are subject to late charges. Interest will be added at the rate of 1.5% per month on past due accounts. FINANCIAL CONSIDERATION: HOST will operate all food services as listed in the contract Addendum A statement, on a management fee basis. The management fee is to be assessed to the operating statement at the rate of seven point four percent (7.4%) of total costs. GOODWILL agrees to reimburse HOST for the operating shortfall (cost to GOODWILL) as described in the Monthly Operating Statement, including $215.00 per week for reimbursements for General Administrative expenses realized by HOST. In addition HOST will provide a vending commission of ten percent (10%) of sales, less taxes to GOODWILL. This will be shown as a credit to GOODWILL on the monthly statement. ADJUSTMENT OF FINANCIAL ARRANGEMENT: In the event of material cost changes (whether taxes, labor, merchandise or equipment), it is understood that commensurate adjustmen...
PERSONNEL POLICIES. All food and vending service employees will be HOST employees and on HOST payroll. All persons employed by HOST at TRUMPF premises shall be in uniform at all times, except vending subcontractors who will service vending machines in behalf of HOST. Said vendors include American Food and Vending, Pepsi Cola, and such other vendors as may be required. HOST employees shall comply with all applicable laws, rules and regulations at any time promulgated by TRUMPF for the safe, orderly and efficient conduct of all activities being carried out while on TRUMPF premises. HOST shall not retain at the premises any employee not acceptable to TRUMPF for any reason. If TRUMPF objects to the continued employment of any HOST employee, it shall notify HOST in writing, stating the reason for its objections. TRUMPF will allow employees and agents of HOST access to service areas and equipment at all reasonable times, but such employees shall not be entitled to access any other TRUMPF premises. HOST, in performing work by this Agreement, shall not discriminate against any employee or applicant for employment because of race, color, creed, national origin, age, sex or disability. HOST employment policies meet the requirements of the Fair Labor Standards Act and all other regulations required by the United States Department of Labor. HOST is and at all times will continue to be an equal opportunity employer. ACCOUNTING: HOST will keep records by accounting periods with each month ending on the last Friday of the month. HOST will bill TRUMPF monthly for sums due under contract Addendum A. Xxx xxxxxxxnt rendered is due and payable within 30 days after receipt. Accounts that are more than 30 days in arrears, are subject to late charges. Interest will be added at the rate of 1.5% per month on past due accounts.
PERSONNEL POLICIES. C (65th percentile) The Personnel Policies grade combines four components: Tenure, Evaluation, Layoffs, and Transfers. Broward County’s contract grants school leaders the right to factor student performance, including test scores, into teacher evaluations. It is silent on whether, during layoffs, school leaders may retain an outstanding young teacher over one with greater seniority and whether transferring teachers may “bump” less senior teachers from their jobs. The con- tract gets low marks for requiring school leaders to choose the most junior teacher in a certification area if transfers are necessary and for requiring internal job applicants to be given priority over new hires for vacant positions. Tenure rules in Broward County, as in most places, are set by state law, not local decision; therefore, the district did not receive a grade for that component Work Rules: D- (29th percentile) The Work Rules grade combines four components: Professional Development, Subcontracting Operations, Faculty Meetings, and Teacher Leave. Broward County’s bargaining agreement receives an F for requiring schools to give teachers stipends for professional development activities outside the scheduled workday. The agreement is silent on whether school leaders may subcon- tract school operations to nonunion workers and whether the length of faculty meetings is capped. It does, however, require time at faculty meetings to be allotted to union mat- ters, dropping it to a D for that component. The contract receives an F for requiring school leaders to grant teachers leave to attend union activities.
PERSONNEL POLICIES. D+ (47th percentile) The Personnel Policies grade combines four components: Tenure, Evaluation, Layoffs, and Transfers. Cleveland fares a little better in this category. The district’s bargaining agreement is silent on whether school leaders may consider student performance, including test scores, when evaluating teachers. The district reported to NCTQ, however, that they cannot do this for tenured teachers, dropping its grade for that indicator to a D+. On the question of layoffs, Ohio state law requires that teachers with less seniority be laid off before teachers with greater seniority, giving Cleveland an N/A for that component. Cleveland’s contract loses points for requiring that internal job applicants be given priority over new hires for vacant positions, but it earns points for barring transferring teachers from “bumping” their less senior col- leagues. Tenure rules in Cleveland, as in most places, are set by state law, not local decision; therefore, the district did not receive a grade for that component, either.
PERSONNEL POLICIES. All food service employees will be on UDS's payroll. All persons employed by UDS at PB's premises shall be in uniform at all times. UDS's employees shall comply with the rules and regulations at any time, promulgated by PB for the safe, orderly and efficient conduct of all activities being carried out while on PB's premises. UDS shall not retain, at the premises, any employee not acceptable to PB for any reason. UDS and PB shall not hire any person(s) formerly employed by the other, within one year from termination of such person's employment, without the written consent of the other. UDS agrees to negotiate with PB any employment changes in on-site management personnel. PB will allow employees and agents of UDS access to service areas and equipment at all reasonable times. UDS, in performing work by this Agreement, shall not discriminate against any employee or applicant for employment because of race, color, creed, national origin, age, sex or disability. UDS's employment policies must meet the requirements of the Fair Labor Standards Act and all other regulations required by the United States Department of Labor. UDS is an equal opportunity employer. UDS is an independent contractor and will not under any circumstances be considered an employee, servant, or agent of PB, nor will the employees, servants, or agents of UDS be considered as employees, servants, or agents of PB and neither UDS nor its employees, servants, or agents have any authority to bind PB in any respect whatsoever. ACCOUNTING: UDS keeps records by accounting periods with each month ending on the last Friday of the Month. Any statement rendered, is due and payable within 15 days after receipt by PB's accounts payable department. Accounts which are more than 30 days in arrears are subject to late charges. Interest will be added at the rate of 0.75% per month, on past due accounts.
PERSONNEL POLICIES. All food service employees will be on UDS's payroll. All persons employed by UDS at JAMES RIVER's premises shall be deemed employees, agents or sexxxxxs of UDS. UDS's employees shall comply with the rules and regulations at any time promulgated by JAMES RIVER for the safe, orderly and efficient conduct of all xxxxvities being carried out while on JAMES RIVER's premises. UDS shall not retain, at the premises xxx employee not acceptable to JAMES RIVER for any reason. UDS and JAMES RIVER shall not hire xxx person(s) formerly employed by the other, within one year from termination of such person's employment, without the written consent of the other. JAMES RIVER will allow employees and agents of UDS access to sxxxxxe areas and equipment at all reasonable times. UDS, in performing work by this Agreement, shall not discriminate against any employees or applicant for employment because of race, color, creed, national origin, age, sex or disability. UDS's employment policies must meet the requirements of the Fair Labor Standards Act and all other regulations required by the United States Department of Labor. UDS is an equal opportunity employer. ACCOUNTING: UDS keeps records by months. Any statement rendered is due and payable within 15 days after receipt. Accounts which are more than 30 days in arrears are subject to late charges. Interest will be added at the rate of 1.5% per month, on past due accounts.
PERSONNEL POLICIES. All food service employees will be on UDS's payroll and shall at all times be deemed agents, servants and employees of UDS. All persons employed by UDS at OXFORD's premises shall be in uniform at all times. UDS's employees shall comply with the rules and regulation at any time promulgated by OXFORD for the safe, orderly and efficient conduct of all activities being carried out while on OXFORD's premises. UDS shall maintain food service personnel adequate to service the personnel of OXFORD, any invitees of OXFORD, and other tenants of the building. UDS shall not retain at the premises any employee not acceptable to OXFORD for any reason. UDS and OXFORD shall not hire any person(s) formerly employed by the other, within one year from the termination of such person's employment, without the written consent of the other. OXFORD will allow employees and agents of UDS access to service areas and equipment at all reasonable times. UDS, in performing work by this Agreement, shall not discriminate against any employee or applicant for employment because of race, color, creed, national origin, age, sex or disability. UDS's employment policies meet the requirements of the Fair Labor Standards Act and all other regulations required by the United States Department of Labor. UDS is an equal opportunity employer.