Redeployment Program Sample Clauses

Redeployment Program. The parties have agreed to remove the 12 month redeployment period with the clear understanding that the following principles will provide a genuine and more intensive program to redeploy affected employees who have chosen to try and seek continued employment with us. The implementation of this program will be subject to continuous review by the parties to ensure its effectiveness. It is acknowledged that if there is clear evidence that the program is not genuinely supported by Management, the Union parties to this Agreement will make application to the NSW Industrial Relations Commission (IRC) to remove it and reinsert the former system which includes the removal of establishment numbers. Our organisation will undergo continuous improvement and change in order to meet our service commitments to the community. As we adapt, roles may become redundant. If your role is made redundant you may choose to pursue redeployment where we will make all genuine and reasonable efforts to assist you in gaining alternative employment. The redeployment program will be structured and based on genuine actions and timeframes. The program is designed to;  Provide employment security for our employees;  Involve you in organisational change; and  Provide genuine training and support to assist in gaining alternative employment. How redeployment works If you choose redeployment, People and Culture will assign a Case Manager for you. Your Case Manager will develop and present your Redeployment Plan, inclusive of actions and timeframes, to a sub-committee of the City of Newcastle Consultative Committee inclusive of:  A Director nominated by the CEO;  Your Union representative or Direct Manager. The sub-committee will present your Redeployment Plan recommendation to the CEO for final approval. Our responsibilities We will assist you to gain alternative employment through:  Providing a Case Manager to support you in your job seeking efforts;  Conducting genuine conversations with the redeployment sub-committee about your Redeployment Plan;  Documenting agreed actions, time frames and commitments;  Directly appointing to a comparable role, if available, where you meet the skills qualifications, accountability and salary point for the alternative position;  Consideration of non-comparable roles if appropriate as a development position;  Providing resources and training to assist job seeking efforts i.e. resume writing skills, responding to job selection criteria, preparation ...
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Redeployment Program. The parties have agreed to remove t he 12 month redeployment period with t he clear understanding that t he following principles will provide a genuine and more intensive program to redeploy affected employees who have chosen to t ry and seek continued employment with us. The implementat ion of this program will be subject to continuous review by t he parties to ensure its
Sample 1

Related to Redeployment Program

  • Student Tuition Recovery Fund “The State of California established the Student Tuition Recovery Fund (STRF) to relieve or mitigate economic loss suffered by a student in an educational program at a qualifying institution, who is or was a California resident while enrolled, or was enrolled in a residency program, if the student enrolled in the institution, prepaid tuition, and suffered an economic loss. Unless relieved of the obligation to do so, you must pay the state-imposed assessment for the STRF, or it must be paid on your behalf, if you are a student in an educational program, who is a California resident, or are enrolled in a residency program, and prepay all or part of your tuition. You are not eligible for protection from the STRF, and you are not required to pay the STRF assessment, if you are not a California resident, or are not enrolled in a residency program.”

  • Dependent Care Assistance Program The County offers the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee.

  • HEALTH PROGRAM 3701 Health examinations required by the Employer shall be provided by the Employer and shall be at the expense of the Employer. 3702 Time off without loss of regular pay shall be allowed at a time determined by the Employer for such medical examinations and laboratory tests, provided that these are performed on the Employer’s premises, or at a facility designated by the Employer. 3703 With the approval of the Employer, a nurse may choose to be examined by a physician of her/his own choice, at her/his own expense, as long as the Employer receives a statement as to the fitness of the nurse from the physician. 3704 Time off for medical and dental examinations and/or treatments may be granted and such time off, including necessary travel time, shall be chargeable against accumulated income protection benefits.

  • Retirement Program Any employee employed prior to October 1, 1977, working at least seventy (70) hours per month shall by law be a member of the Washington Public Employees Retirement system (PERS) Plan One. Any employee working at least seventy (70) hours per month, entering employment on or after October 1, 1977, shall by law be a member of the School Employees Retirement System, Plan Two or Three. The District shall provide each new employee information concerning PERS or SERS membership benefits.

  • Government Programs The Property is subject to the government programs listed below or on the attached exhibit: . Seller shall provide Buyer with copies of all governmental program agreements. Any allocation or proration of payment under governmental programs is made by separate agreement between the parties which will survive closing.

  • Tuition Reimbursement Program 21.2.1 The District will fund $28,000 each fiscal year for incentive pay for employees pursuing their National Board Certification, a master’s degree, or an endorsement.

  • Retirement Programs The Company agrees to provide Employees with the benefits under the Magna Group of Companies Retirement Savings Program as set out in the Employee Retirement Savings Program Booklets.

  • EDUCATION PROGRAM Measure 1a Is the school implementing the material elements of its Educational Program as defined in the charter contract? Meets Standard: The school implemented the material elements of its Educational Program in all material respects, and, in operation, the education program reflects the essential terms as defined in the charter contract, or the school has obtained approval for a modification to the essential terms. Measure 1b Is the school complying with applicable education requirements? Meets Standard: The school materially complies with applicable laws, rules, regulations and provisions of the charter contract relating to education requirements, including but not limited to: • Academic standards, including Common Core • Graduation requirements • State assessment and student testing • Implementation of mandated programming as a result of state or federal funding, including Title I and Title II funding Measure 1c Is the school protecting the rights of students with disabilities? Meets Standard: Consistent with the school’s status and responsibilities as a school within a single LEA under the State Department of Education, the school materially complies with applicable laws, rules, regulations and provisions of the charter contract (including the Individuals with Disabilities Education Act, Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act Amendment Act) relating to the treatment of students with identified disabilities and those suspected of having a disability, including but not limited to: • Equitable access and opportunity to enroll • Identification and referral • Appropriate development and implementation of Individualized Education Plans (IEPs) and Section 504 plans • Operational compliance including the academic program, assessments and all other aspects of the school’s program and responsibilities • Discipline, including due process protections, manifestation determinations and behavioral intervention plans • Access to the school’s facility and program to students in a lawful manner and consistent with students’ IEPs or Section 504 plans • Appropriate use of all available, applicable funding Measure 1d Is the school protecting the rights of English Language Learner (ELL) students? Meets Standard: The school materially complies with applicable laws, rules, regulations and provisions of the charter contract relating to ELL requirements (including Title III of the Elementary and Secondary Education Act [ESEA] and U.S. Department of Education authorities), including but not limited to: • Equitable access and opportunity to enroll • Required policies related to the service of ELL students • Proper steps for identification of students in need of ELL services • Appropriate and equitable delivery of services to identified students • Appropriate accommodations on assessments • Exiting of students from ELL services • Ongoing monitoring of exited students

  • Pilot Programs The Employer may develop voluntary pilot programs to test the acceptability of various risk management programs. Incentives for participation in such programs may include limited short-term improvements to the benefits outlined in this Article. Implementation of such pilot programs is subject to the review and approval of the Joint Labor-Management Committee on Health Plans.

  • Dental Program The State will provide a dental plan for the employees and their family. The coverage shall be $1,200 under the dental program to be effective upon the expiration of the current dental program. Effective January 1, 2009, the following dental change shall be in effect: Dental plan crown coverage shall be changed to 80%.

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