Abolition of Positions Sample Clauses

Abolition of Positions. Whenever in the judgment of the Authority it becomes necessary in the interests of economy or because need for a position no longer exists, the Authority Board may abolish any position and lay off the employee holding such position provided that the procedures outlined in the rules and regulations are followed. Section 1. Adoption. Pursuant to Section 4(a) of Resolution No. 01- 02, the following personnel rules and regulations hereby are adopted.
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Abolition of Positions. 1. If the Board of Education abolishes a position within the bargaining unit the services of the teacher having the least seniority within the tenure area of the position abolished shall be discontinued. 2. If there is no position available in the teacher’s tenure area and if that tenured teacher whose position was eliminated has certification in another area, he/she will get first chance at a position if such a position in the other area is open or becomes available. 3. If a teacher who has been terminated due to abolition of positions is not certified in other subjects in another tenure area he or she may submit a plan of study leading to certification in a subject for which an available vacancy exists. Such plan setting forth the courses and when and where they will be taken, will be submitted to the Superintendent for review. If it is determined by the Superintendent that the course work can be completed within a reasonable period of time and reasonable assurances are received from the State Education Department indicating that a waiver of certification can be obtained under the circumstances, then the teacher will be given consideration for the vacancy. However, the Board retains its rights to appoint the candidate of its choice. If the teacher submitting such plan is chosen to fill the vacancy, the credits approved in the plan will be reimbursed at the teacher's request based upon the regular tuition paid by the teacher upon presentation of official receipts and transcripts signifying successful completion of the course. If courses are reimbursed in this manner they will not be credited on the salary schedule pursuant to Article 22.
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Abolition of Positions. The City Council may abolish any position in City service when, in Council's judgment, such action becomes necessary. Employees transferred, demoted or laid off because of abolition of positions shall receive written notice of such fact but shall not have the right of appeal in such cases. When a position is abolished, every effort will be made to transfer the affected employee to a comparable class and to follow the layoff procedures.
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Abolition of Positions. If the District proposes to abolish a position or class of positions, it shall notify the Union in writing at least thirty (30) days in advance of the effective date. The District agrees to consult with the Union regarding the proposal to abolish a position or positions.
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Abolition of Positions. 16.2.1 All staff reductions and subsequent possible reappointment of staff through preferred eligibility will be completed in accordance with all applicable State Education Department regulations and laws. 16.2.2 If there is to be a reduction in the number of staff positions: 16.2.3 The Board and the Association will attempt to meet the reduction by attrition (i.e., retirement, etc.) 16.2.4 The abolishment of positions and subsequent possible reappointment of excessed teachers will be completed in accordance with New York State Educational Law. 16.2.5 Nothing herein shall be construed to be a no-layoff provision, excluding §4. 16.2.6 The district shall make a good faith effort to give first preference for employment to any excessed teachers who are interested in working as per diem substitutes.
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Abolition of Positions. The Employer reserves the right to abolish positions in consonance with Civil Service Law in order to make operations more efficient and provide a better return for the educational and taxpayer’s dollar with the fair understanding that it will consult and negotiate with the Association when making such changes to assure that no employee’s rights have been violated. The Employer agrees that before abolishing any position or job classification it will place the Association on formal written notice of its intention to abolish positions. Such written notice shall be served at least thirty (30) days prior to the abolition of any jobs, and the Employer shall meet with representatives of the Association to discuss possible abolition of positions or lay-off at least twenty (20) days before any final action is taken.
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Abolition of Positions. (i) The City Council may abolish any position in City service when, in Council's judgment, such action becomes necessary. Employees transferred, demoted or laid off because of abolition of positions shall receive written notice of such fact but shall not have the right of appeal in such cases. Employees transferred or demoted because of the abolition of a position or positions shall receive written notice of such fact thirty (30) days prior to the City's action. The employee shall not have a right of appeal in such cases. When a position is abolished the affected employee(s) shall be transferred to a comparable classification. If no comparable classification is available, the reduction in force procedures articulated in § 6 of this Article shall be utilized.
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Abolition of Positions 
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Related to Abolition of Positions

  • Filling of Positions ‌ 1. When a position is open in any classification in the Maintenance Department, except for Supervisor, a notice shall be posted on all department bulletin boards for not less than five (5) days before the position is filled, and any employee in the Maintenance Department may make application to their Supervisor in writing before the notice expires. The position will be filledaccording to established seniority in the classification called for, qualifications considered. Employees trying out in a new position shall have a reasonable period to qualify; this to be determined by the Director of Maintenance and/or his/herdesignees, and the Officers of the Union and/or their designees. 2. When the hours of a new position posted and bid on are afterwards changed, all positions below the holder of such position shall be reopened for bid according to seniority as defined in Paragraph 1. It is further agreed that for the purposes of vacation relief, so the maximum number of vacations possible to grant may be had during the period of school vacations and for seasonal hunting periods, this paragraph shall be inoperative. It is further understood and agreed that in arranging vacation relief, regular assigned days off will be maintained. A new sign-up shall take place at the request of the representative of the Union. 3. Employees filling the position of one receiving a higher rate of pay shall receive the higher rate providing they are capable of performing the work of the higher classification, and the change is made for a period of three (3) days or more. They shall then receive the higher rate when filling this position in the future. Seniority in classification shall not begin until the employee has bid for and qualified in a regularly posted position in that classification. However, employees hired directly from the outside into 4. It is understood and agreed that in filling vacancies that are not filled by promotion within the Department, preference will be given to employees or laid off employees of the Facilities Maintenance or Stores Departments. Such vacancies will be posted on all department bulletin boards for five (5) days. If unable to fill the vacancy, it may be filled according to seniority within the District. Following selection, District employees shall receive preference for all bidding purposes over employees hired from the outside.

  • Abandonment of Position An employee who fails to report for duty for three consecutive working days without informing the Employer of the reason for their absence will be presumed to have abandoned their position. An employee will be afforded the opportunity within 10 days to rebut such presumption and demonstrate that there were reasonable grounds for not informing the Employer.