Policy & Procedure. Policy All Community Learning Centers (CLC) and Lead Agency Partners must comply with the items set forth in the school year and summer CLC contracts between MPS and the Lead Agency. In situations in which a CLC site is consistently non-compliant in meeting one or multiple contract standards the creation and execution of a formal Corrective Action Plan (CAP) is required.
Policy & Procedure a. The Chief of Police, or his designee, will submit the names of all sworn police officers to the collection firm for the firm to conduct the lottery.
Policy & Procedure. Each IPD Team Member represents that it has a policy and procedure designed to protect trade secret rights and to prevent unauthorized publication and disclosure of such information or agrees that it shall take necessary steps to prevent same. Each IPD Team Member agrees that any Proprietary Information shall be subject to that policy and procedure.
Policy & Procedure. 1.) Respite shall be included in a child’s case plan and may be informal or formal. Informal respite should always be utilized, with the team’s approval, prior to formal respite. If informal respite is occurring regularly, xxxxxx parents will not be entitled to additional formal respite days per month. Exceptions will be determined on rare occasion a case-by-case basis and based on the needs of the child and the provider.
Policy & Procedure. Any oral reprimand, written reprimand, suspension without pay, demotion, reduction in pay for disciplinary purposes, or disciplinary termination of a regular employee covered by this agreement shall be for just cause and may be appealed through the procedure set forth below which shall be the exclusive remedy for the appeal of disciplinary actions. Employee discipline may include oral reprimands, written reprimands, suspensions without pay, reductions-in-pay, demotions and disciplinary terminations. The provisions of this Article shall not apply to oral reprimands or employees serving a probationary period.
Policy & Procedure. A. Deposits Whenever possible, deposits (cash or checks) should be made at the bank on the same day received in the church office. When income is received on a weekend (such as Sunday collections) the deposit should be made as soon as possible. All checks should be endorsed “For Deposit Only” as soon as received. All deposits should be held in a secure location until deposited.
Policy & Procedure. The apportionment of overtime for minimum xxxxxxx, both scheduled and non-scheduled, shall be accomplished in accordance with the procedures described in this appendix. The battalion chief shall update the FLSA time-off electronic calendars using the mutually agreed upon system of scheduled vacation, personal, and Xxxxx Days each duty day. The union shall compile a monthly schedule of overtime assignments for each upcoming month based on information provided by the administrative chief officers. The union shall designate these scheduled overtime assignments utilizing the overtime system. They shall be filled by scheduling in descending order the most senior employees with the least amount of overtime hours. The union shall post scheduled overtime assignments using the mutually agreed upon system. Shift personnel shall be responsible for checking the overtime assignments regularly. Overtime assignments added subsequent to the initial publication of the monthly overtime calendar will be made known to each individua l via agreed upon system as soon as feasibly possible by the union. No employee will be scheduled to work two (2) days before or two (2) days after his/her own time off (vacation day, Xxxxx xxx, personal day, and trade day) without his/her agreement.
Policy & Procedure. All planned shift and station transfers commencing at the beginning of the following calendar year will be announced by October 1 of the previous calendar year. Additionally, the determination of fire prevention bureau lieutenant(s) will be announced by October 1 each calendar year. The vacation calendar will become available for vacation picks on October 15 each calendar year. Prior to October 15th, Battalion chiefs are responsible for the notification of the selected date in which their respective shift will meet to complete the vacation selection. Each shift shall select a day between October 15th and November 30th. The meeting day shall be mutually agreed upon by bargaining unit members assigned to the affected shift. Vacation selection dates will be no earlier than October 15th and must be complete by November 30th of each year. The vacation selection will be completed in three separate rounds, by seniority in rank. The first round of the sign-up procedure shall begin with the captain on the designated shift, i.e. the black shift captain on the black shift sign-up calendar. The calendar shall then proceed through the lieutenants on the shift by seniority in that rank. Once the officers have completed the first round of their sign-up; the calendar will then proceed to the most senior firefighter on the shift. The calendar for the first round shall then proceed through the firefighters on the shift by seniority. During the Vacation Selection procedure, employees will be allowed a reasonable amount of time to make his selections each round. Employees not available to attend the vacation selection date shall be notified via the telephone number listed on the vacation selection contact form by their Battalion Chief or Shift Rep in order to facilitate their selection of dates each round. Employees not in attendance shall be afforded five minutes to begin their selection process or risk their position on the list. Employees calling back after the five minutes will be eligible for selections in the next available slot. Bargaining unit members present for vacation selection shall be compensated up to three (3) hours maximum compensation (one hour per round) in accordance with Article 11 of this agreement. Members assigned to shift during the vacation selection process shall be released from duty to attend and participate, coverage will be provided if necessary. Time Off Slots Available There shall be three (3) time off slots available per 24/48-hour shift for ...
Policy & Procedure. The disciplinary procedure for breach of this policy shall be in accordance with the Alcohol and Other Drugs Policy.
Policy & Procedure. The following is the procedure to follow in reporting absence from work or late starting: • Phone the main office at 807-683-6261, as soon as possible before the start of your shift, and in all cases within the first half hour after the start of the shift. If no one is available to take your call, you may leave a message on voice mail. • When calling in, the following information is required: o Employee name and clock number o The reason for the absence o Expected time of arrival or date of return, if known • Pre-scheduled medical/professional appointments with prior management approval, will be considered an excused absence. Any such request for approval shall be made a reasonable time before the scheduled appointment. Employees are to speak with their Supervisor so that the work they perform may be rescheduled, as well as ensure that proper documentation has been completed. • If sick, medical documentation from a medical doctor shall be required to authorize absences for sick leave of 3 consecutive days or more. However, Lakehead Marine & Industrial Inc. reserves the right to request medical documentation at any time. This documentation is to be given to Management. The medical note shall contain the following information: o The name and signature of the physician who provided the note; o The date(s) on which the employee was examined; o The date that the physician expects that the employee will be able to return to work (prognosis); and o If applicable, a clear explanation of any physical restrictions that may apply upon the return to work • Extended Absences: Employees have a responsibility to help their own recovery. Absences from work for reasons such as Short Term Disability or WSIB require cooperation with the Company. • If an employee is to be absent for an extended period of time, they must phone the Company regularly (or as required), as well, provide up to date medical documentation (as requested) regular prognosis reports to keep the Company informed of progress and expected return to work. This will assist in keeping the lines of communication open. • Upon return to work, the employee is to see Management before the start of the shift, as they are required to keep attendance records and may need information. • If modified duties are required, the employee must provide functional abilities information prior to returning to work. This Functional Ability Form tells Management of current abilities and the length of time of modified work.
