Maximizing Employment Sample Clauses

Maximizing Employment. It is the intent of the Employer that, insofar as the efficient operation of the Employer is concerned the Employer will:  Employ as many Full-time Employees as is reasonably possible  Where viable, when posting part-time positions, incorporate the most hours feasible out of the predictable available work
Sample 1Sample 2See All (8)
AutoNDA by SimpleDocs
Maximizing Employment. On initial hire, where two (2) or more Employees are applying for the same job and have the same hire date, the following will be the process for determining the successful applicant: The date of their birthday (1 – 31 with 1 being the highest) shall be used as a tie breaker (i.e in the case of birthdays of January 25 and June 9, the person with the birthday on the 9th would prevail). If this does not resolve the tie breaker, then the month of the year that the birthday occurs (1 – 12 with 1 being the highest) will be used (i.e in the case of birthdays on January 25 and June 25, the person with the birthday in January will prevail).
Sample 1Sample 2Sample 3See All (5)
Maximizing Employment. On initial hire, where two (2) or more Employees are applying for the same job and have the same hire date, the following will be the process for determining the successful applicant: The date of their birthday (1 – 31 with 1 being the highest) shall be used as a tie breaker (i.e. in the case of birthdays of January 25 and June 9, the person with the birthday on the 9th would prevail). If this does not resolve the tie breaker, then the month of the year that the birthday occurs (1 – 12 with 1 being the highest) will be used (i.e. in the case of birthdays on January 25 and June 25, the person with the birthday in January will prevail). Effective October 23, 2022, the language in 9.08 Letter of Appointment above is removed and replaced with the new language in 9.08 Letter of Appointment below:
Sample 1
Maximizing Employment. It is the intent of the Employer that, insofar as the efficient operation of the Employer is concerned the Employer will: Employ as many Full-time Employees as is reasonably possible Where viable, when posting part-time positions, incorporate the most hours feasible out of the predictable available work Purpose To govern the review and allocation of hours with the goal of maximizing time employment. Discussion will take place between the Employer and the Local Union prior to any implementation. Maximizing Hours in Part-time Positions As part-time positions are vacated and approved for staffing, discussion shall take place between the Employer and the Local Union and subject to an agreement between the Employer and the Local Union, shifts may be redistributed in the following manner: When departmental reorganization is contemplated, the Employer will meet with the Local Union to discuss the creation of full-time positions; Where positions are vacated, shifts will be distributed to Part-time Employees, in order of seniority with the aim of incorporating the most hours in a position. If all shifts are not redistributed as per or if mutual agreement cannot be reached as to the redistribution of additional hours, a part-time position will then be posted. New Letters of Appointment for Part-time Employees will be issued when additional regular hours are added to their schedule. Application of may result in part-time encumbered positions becoming full time. If part-time positions within a specific functional area are vacated simultaneously, where operationally feasible, the Employer may combine the positions into a full-time position or a larger part-time position and post as per e). The Local Union and the Employer will meet to discuss the circumstances under which newly created positions will be posted. In some cases, the posting provisions may be, by mutual agreement, specific to a particular department. Dispute Resolution Any outstanding issues regarding the application of this Article or if resolution is not found at the meeting, the Local Union may choose to access the grievance procedure. ARTICLE PAY ADMINISTRATION
Sample 1

Related to Maximizing Employment

  • Supported Employment Supported employment is provided to an individual who has paid, individualized, competitive employment in the community (i.e., a setting that includes non- disabled workers) to help the individual sustain that employment. It includes individualized support services consistent with the individual’s plan of services and supports as well as supervision, self-employment, and training. Optional*† E. Behavioral Support: Specialized interventions by professionals with required credentials to assist an individual to increase adaptive behaviors and to replace or modify maladaptive behavior that prevent or interfere with the individual’s inclusion in home and family life or community life. Support includes: ▪ assessing and analyzing assessment findings so that an appropriate behavior support plan may be designed; ▪ developing an individualized behavior support plan consistent with the outcomes identified in the individual’s plan of services and supports; ▪ training and consulting with family members or other providers and, as appropriate, the individual; ▪ and monitoring and evaluating the success of the behavioral support plan and modifying the plan as necessary. Optional*† F. Nursing: Treatment and monitoring of health care procedures prescribed by physician or medical practitioner or required by standards of professional practice or state law to be performed by licensed nursing personnel. Optional

  • TTOC Employment Melding Exercise 145 LETTER OF UNDERSTANDING NO. 16(B) 146

  • Basis of Employment Employees may be employed on:

  • Cyclic Year Employment The Employer may fill a position with a cyclic year appointment for positions scheduled to work less than twelve (12) full months each year, due to known, recurring periods in the annual cycle when the position is not needed. At least fifteen (15) days before the start of each annual cycle, incumbents of cyclic year positions will be informed, in writing, of their scheduled periods of leave without pay in the ensuing cycle. Such periods of leave without pay will not constitute a break in service. When additional work is required of a cyclic position during a period for which the position was scheduled for leave without pay, the temporary work will be offered to the incumbent. The incumbent will be allowed at least three (3) working days in which to accept or decline the offer. Should the incumbent decline the work, it will be offered to other cyclic employees, in the same classification, with the necessary skills and abilities, in order of seniority, before being filled by other means.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Re-employment An employee who resigns her position and within sixty (60) days is re-employed, shall be granted a leave of absence without pay covering those days absent and shall retain all previous rights in relation to seniority and other fringe benefits subject to any benefit plan eligibility requirements.

  • Post-Retirement Employment Unit members who retire from the University during the term of this Agreement may propose a post-retirement appointment of up to three years duration. During this post-retirement appointment, the total of retirement benefits and post-retirement salary paid by the University shall not exceed the salary paid at the time of retirement. The annual compensation received from the University for the post-retirement appointment shall not exceed fifty (50) percent of the annual salary at the time of retirement. The duties for a post-retirement appointment shall be defined and agreed to in writing by the bargaining unit member and the Employer/University Administration prior to the bargaining unit member's retirement. Such appointments are at the discretion of the Employer/University Administration and are subject to existing law and all rules and regulations of the State Retirement Board. The decision of the Employer/University Administration not to approve a proposal for a post-retirement appointment shall not be grievable under the Grievance and Arbitration Procedure, Article 7.

  • Period of Employment The “Period of Employment” shall be a period of three (3) years commencing on the Effective Date and ending at the close of business on the third anniversary of the Effective Date (the “Termination Date”); provided, however, that this Agreement shall be automatically renewed, and the Period of Employment shall be automatically extended for one (1) additional year on the Termination Date and each anniversary of the Termination Date thereafter, unless either party gives written notice at least sixty (60) days prior to the expiration of the Period of Employment (including any renewal thereof) of such party’s desire to terminate the Period of Employment (such notice to be delivered in accordance with Section 18). The term “Period of Employment” shall include any extension thereof pursuant to the preceding sentence. Provision of notice that the Period of Employment shall not be extended or further extended, as the case may be, shall not constitute a breach of this Agreement and shall not constitute “Good Reason” for purposes of this Agreement. Notwithstanding the foregoing, the Period of Employment is subject to earlier termination as provided below in this Agreement.

  • Regular Employment The Employer may fill a position with a regular employment appointment for positions scheduled to work twelve (12) months per year.

  • SEPARATION OF EMPLOYMENT (a) If an employee is discharged by the Employer, he shall be paid in full for all monies owing to him by the Employer on the date of his discharge.

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