Accrual and Procedures Sample Clauses

The "Accrual and Procedures" clause defines how and when certain rights, obligations, or financial amounts accumulate over time and outlines the steps required to recognize or process them. Typically, this clause specifies the timing for accruals, such as when interest, fees, or benefits begin to accumulate, and details the administrative procedures parties must follow to document or claim these accruals. Its core function is to ensure clarity and consistency in the recognition and handling of accrued items, thereby preventing disputes and misunderstandings regarding timing and entitlement.
Accrual and Procedures. Each Employee shall accrue sick time as follows: a) On the Employee's first anniversary date, each Employee shall be credited with five (5) sick days. b) On each of the Employee's second, third and fourth anniversary dates, each Employee shall be credited with ten (10) sick days. c) If an Employee has accumulated 45 sick days, on his or her fifth anniversary date, the Employee shall be credited with 15 sick days. If the Employee has not accumulated 45 sick days on the fifth anniversary date, then he or she shall continue to be credited with only ten (10) days annually. If on the Employee's sixth, seventh, eighth or ninth anniversary date the Employee has accumulated 45 sick days, then he shall be credited with 15 days on that anniversary date and for each subsequent years regardless of whether the accumulation in subsequent years goes below 45 sick days. d) If the Employee has accumulated 120 sick days and has reached his tenth anniversary date or larger, then the Employee would accumulation 25 sick days on that anniversary date and each subsequent anniversary date thereafter. e) Once an Employee has reached a level set forth in Paragraph 2 (a-d), subsequent use of accumulated sick days will not cause the Employee to fall back to a lower level or sick day earnings. Any Employee with remaining accumulated and unused sick leave after accumulation of 240 days or the maximum under IMRF Regulations, whichever is greater, the Employer shall annually (on the Employee's anniversary date) buy back sick days accumulated and unused over 240 at the ratio of one (1) day of compensation for every two (2) days in either pay or vacation days.
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Accrual and Procedures. Each regular full‐time employee of the City shall earn sick leave with pay at a rate of eight (8) hours for each full month of service. Unused sick leave may accumulate to a maximum of eight hundred (800) hours. Once a covered member has accumulated the maximum number of hours allowed, he/she shall receive a fifty percent (50%) payout for all hours earned over the allowable accumulation, up to a maximum of forty‐ eight (48) hours of pay per year. This conversion will apply only so long as the covered member maintains the maximum allowable sick leave accumulation and is an employee of the City at the time the payment is made in January of each year. The dollar value of such payout will be mandatorily applied to the covered member’s share of his/her health insurance premiums, subject to any applicable payroll taxation, with any remaining balance to be paid as taxable wages. Covered members that do not participate in the City’s health insurance plan shall have any applicable payout as taxable wages. Should the covered member leave employment for any reason, any funds not applied against health insurance premiums shall be paid as taxable wages. Should a fifty percent (50%) conversion application to insurance premiums become voluntary for other City employees in the future, the covered members of this Agreement shall also have this option on a voluntary basis.
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Accrual and Procedures. Each employee shall accrue sick leave with pay at a rate of one and one-sixty-seventh (1.67) working days per month of service, equal to twenty (20) sick days per year. The accrued sick leave shall be retroactive to each employee’s employment starting date with the Employer, provided sick leave shall not be taken during the first sixty (60) days of employment. Unused sick leave may accumulate up to a maximum number of three hundred sixty (360) days.
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Accrual and Procedures. The availability of the sick leave buyback program described herein is subject to approval on a yearly basis by the Village Manager. Availability is determined by the financial condition of the Village to provide this program, as determined by the Village Manager. This program is administered on a Village-wide basis; the program will be available to all Village employees or none. The Village will identify each fiscal year (by October 1) if the program will be in place for that year. Each employee shall earn sick leave with pay at a rate of approximately 3.69 hours per pay period, equal to twelve (12) sick days per year. Prior to February 1 of each year, the Village shall calculate how many sick days above sixty (60) days have been credited to and remain unused by an employee as of December 31 of the previous year. If, between December 31 of the previous year and January 15 following, the employee shall have notified his Department Director and the Finance Department in writing on forms provided and has indicated thereon his desire to continue to accumulate such additional days above sixty (60), then such employee shall be allowed to accumulate those additional days up to the allowed maximum. Prior to May 1 of each year, the Village shall compensate the employee at the rate of fifty percent (50%) of the present years’ time accumulated; provided that the employee had sixty (60) days accrued as of January 1 of the year. Up to fifty percent (50%) of those sick days accrued in that following year would be compensated. Unused sick leave may accumulate up to a maximum number of two hundred-and-forty (240) days. Any uncompensated days may be converted at retirement as additional time in the IMRF system. Employees other than 24/48 shift personnel accrue sick days initially at the rate of 1 sick day for each month worked up to a maximum of 12 sick days per year. The employee may accumulate these sick days for an indefinite period; however, the maximum number of sick days is not to exceed 240 Days. Sick leave can be taken in one-hour increments.
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Accrual and Procedures. Each employee shall accrue sick time as follows: (a) On the employee’s first anniversary date, each employee shall be credited with five (5) sick days. (b) Sick time, based upon completed years of service, will be posted on January 1. (c) On January 1st of the employee’s second, third and fourth year of employment, each employee shall be credited with ten (10) sick days. (d) In addition, if an employee accumulates 45 sick days at the time of the January 1st posting of the employee’s fifth or greater year of employment, and the employee maintains that accumulation until their anniversary date, then the employee shall be credited with an additional five (5) days of sick leave on their anniversary date and fifteen (15) sick days on each January 1st posting thereafter until the employee reaches the next level. (e) If an employee accumulates 120 sick days at the time of the January 1st posting of their tenth or greater year of employment and maintains an accumulation of 120 sick days until their anniversary date, then the employee shall be credited with an additional ten (10) days of sick leave on their anniversary date and twenty-five (25) sick days on each January 1st posting thereafter.
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Related to Accrual and Procedures

  • Evaluation Procedures 11.1 The evaluation process is intended to provide objective feedback to an employee from their immediate supervisor to ensure satisfactory or better performance of assigned duties within their job description. It is not to be used as discipline, but can be used to inform the employee of less than satisfactory performance in an effort to have that performance improve to satisfactory or better levels within an appropriate timeframe. 11.1.1 Each employee shall have an annual conference with a written evaluation every two (2) years. Annual conferences will focus on employee contributions and areas for growth in the following year. Annual conferences shall be documented, in writing, and placed in the employee’s personnel file. The written evaluations and annual conferences shall be done by April 1 of each appropriate year. Should there be a need for an unscheduled written evaluation (one that is not a probationary or regular assessment) the immediate supervisor shall indicate on the evaluation form that it is an unscheduled evaluation and is for a specific issue or concern, 11.1.2 Probationary employees shall receive written evaluations no later than the end of the 3rd and 5th months of the probationary period. 11.1.3 Written evaluations shall be presented in a conference between the employee and their immediate supervisor. An employee may request an Association Representative to be present at these meetings. 11.1.4 Evaluations shall be based upon the immediate supervisor’s observation and knowledge of the employee's job performance. The immediate supervisor shall be a management or supervisory employee. 11.1.5 Any area of concern than may affect an employee’s written performance evaluation should be discussed with the employee within fifteen (15) days of its occurrence so that the employee is aware of the concern and can take corrective action with the goal of the concern not being necessary on the written performance evaluation. 11.2 The evaluation shall be made on a standard form which is provided for this purpose (Appendix F). The Exclusive Representative shall be notified of any proposed change of the evaluation form. 11.3 Prior to placing an evaluation in the employee's file, the employee and the evaluator shall review and discuss the evaluation and any material that is to be incorporated into the file. 11.3.1 The evaluation shall be signed by the employee and the evaluator. Additionally, the Chief Human Resources Officer shall review and sign Classified Staff Evaluation Forms. The employee's signature denotes solely that a joint review of the evaluation document(s) has taken place. 11.3.2 The employee shall receive a copy of the evaluation and may attach a written statement. 11.3.3 Following the review, the employee's evaluation shall be placed in the personnel file. 11.3.4 An evaluation that contains any rating of “needs improvement,” or 11.3.5 Salary Schedule Step Increases 11.3.5.1 Step increases are subject to a satisfactory overall performance evaluation rating of “Meets Standards” or “Exceeds Standards.” This section applies only to an overall performance evaluation rating, not individual sections of an employee’s performance evaluation. 11.3.5.2 For an employee to not receive their step increase at the normal time (July 1), an employee must receive a written evaluation no later than April 1 in order to allow them sufficient time to achieve an overall performance evaluation rating of “Meets Standards” or higher. 11.3.5.3 If an employee received an overall rating of “Needs Improvement” or “Unsatisfactory”, the employee will not receive a step increase until they obtain an overall rating of “Meets Standards” or “Exceeds Standards”. 11.3.5.4 If an employee’s scheduled step date is within 90 days of the performance evaluation needing improvement and the employee is able to improve within the 90 day time frame, the employee will receive the step increase on the first of the following month and retroactive pay back to the scheduled step date. 11.3.5.5 If the employee does not obtain a satisfactory overall rating within the 90 days of their scheduled step date, the employee will receive a step increase upon receipt of a satisfactory overall evaluation. The pay increase will be effective the first of the month following the satisfactory evaluation. NOTE: Appendix F of the Collective Bargaining Agreement shall be revised to reflect the above changes. The parties shall review and approve revisions of Appendix F prior to their being updated in the Collective Bargaining Agreement. 11.4 The personnel file of each employee shall be maintained at the San ▇▇▇▇ Obispo County Office of Education Human Resources Department. 11.5 Any materials, except as specifically excluded by 11.6 of this Article, relative to an employee's employment relationship shall be contained in the employee's personnel file. 11.5.1 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and Government Codes. 11.5.2 The Employer shall keep a log indicating the person(s) who have examined personnel file as well as the date on which such examination was made. The log shall be maintained in the employee's personnel file. 11.5.3 Any complaint relative to an employee's work performance from a person other than the employee's evaluator shall be in writing and signed by the person complaining. The Chief Human Resources Officer shall review all written complaints prior to the complaint being placed in the employee’s personnel file. Any complaint or charge that is withdrawn shall be removed from the employee's personnel file. Upon written request to the Employer, a complaint or charge that has been proven to be false and unsubstantiated shall be removed from the employee's personnel file. 11.6 Materials in the personnel file of an employee which may serve as a basis for affecting employment status are available for inspection by the employee or by a representative designated in writing by the employee. Ratings, reports, or records which were obtained prior to the employment of the employee shall be excluded from any review by the employee or the employee's representative. 11.6.1 An employee shall be allowed to inspect the personnel file upon request, provided that the request and inspection is made at a time when such employee is not actually required to render services to the Employer. 11.6.2 Information of a derogatory nature, except as that contained in an evaluation or excluded by 11.6 of this Article, shall not be placed in an employee's personnel file unless the employee is given notice of the pending placement and an opportunity to review and comment thereon. a. The employee shall be notified and shall receive a copy of any derogatory information at least ten (10) days before the material is placed in the employee's personnel file. b. The employee shall be given the opportunity to initial and date the material and to prepare a written response. The written response shall be attached to the material. c. The review shall take place during normal business hours and the employee shall be released from duty without loss of pay for this purpose.

  • Notice and Procedures Promptly after receipt by an indemnified party under subsection (a) or (b) above of notice of the commencement of any action, such indemnified party shall, if a claim in respect thereof is to be made against the indemnifying party under such subsection, notify the indemnifying party in writing of the commencement thereof; but the omission so to notify the indemnifying party shall not relieve the indemnifying party from any liability that it may have to any indemnified party except to the extent such indemnifying party has been materially prejudiced by such failure. In case any such action shall be brought against any indemnified party, and it shall notify the indemnifying party of the commencement thereof, the indemnifying party shall be entitled to participate in, and, to the extent that it shall wish, jointly with any other indemnifying party similarly notified, to assume the defense thereof, with counsel reasonably satisfactory to such indemnified party, and after notice from the indemnifying party to such indemnified party of the indemnifying party’s election so to assume the defense thereof, the indemnifying party shall not be liable to such indemnified party under such subsection for any legal or other expenses subsequently incurred by such indemnified party in connection with the defense thereof other than reasonable costs of investigation; provided, however, that if, in the sole judgment of the Agent, it is advisable for the Agent to be represented by separate counsel, the Agent shall have the right to employ a single counsel to represent the Agent, in which event the reasonable fees and expenses of such separate counsel shall be borne by the indemnifying party or parties and reimbursed to the Agent as incurred (in accordance with the provisions of the second paragraph in subsection (a) above). The indemnifying party under this Section 5 shall not be liable for any settlement of any proceeding effected without its written consent, but if settled with such consent or if there be a final judgment for the plaintiff, the indemnifying party agrees to indemnify the indemnified party against any loss, claim, damage, liability or expense by reason of such settlement or judgment. Notwithstanding the foregoing sentence, if at any time an indemnified party shall have requested an indemnifying party to reimburse the indemnified party for fees and expenses of counsel as contemplated by this Section 5, the indemnifying party agrees that it shall be liable for any settlement of any proceeding effected without its written consent if (i) such settlement is entered into more than 30 days after receipt by such indemnifying party of the aforesaid request, (ii) such indemnifying party shall have received notice of the terms of such settlement at least 30 days prior to such settlement being entered into, and (iii) such indemnifying party shall not have reimbursed the indemnified party in accordance with such request prior to the date of such settlement. No indemnifying party shall, without the prior written consent of the indemnified party, effect any settlement, compromise or consent to the entry of judgment in any pending or threatened action, suit or proceeding in respect of which any indemnified party is or could have been a party and indemnity was or could have been sought hereunder by such indemnified party, unless such settlement, compromise or consent (a) includes an unconditional release of such indemnified party from all liability on claims that are the subject matter of such action, suit or proceeding and (b) does not include a statement as to or an admission of fault, culpability or a failure to act by or on behalf of any indemnified party.

  • Rules and Procedures The Benefit Society By-Laws will be amended to provide for a 6th Director with three Directors appointed by the Unions and three Directors appointed by the Corporation.

  • Policies and Procedures i) The policies and procedures of the designated employer apply to the employee while working at both sites. ii) Only the designated employer shall have exclusive authority over the employee in regard to discipline, reporting to the College of Nurses of Ontario and/or investigations of family/resident complaints. iii) The designated employer will ensure that the employee is covered by WSIB at all times, regardless of worksite, while in the employ of either home. iv) The designated employer will ensure that the employee is covered by liability insurance at all times, regardless of worksite, while in the employ of either home. v) The designated employer shall have exclusive authority over the employee’s personnel files and health records. These files will be maintained on the site of the designated employer.

  • Policy and Procedures If the resident leaves the facility due to hospitalization or a therapeutic leave, the facility shall not be obligated to hold the resident’s bed available until his or her return, unless prior arrangements have been made for a bed hold pursuant to the facility’s “Bed Reservation Policy and Procedure” and pursuant to applicable law. In the absence of a bed hold, the resident is not guaranteed readmission unless the resident is eligible for Medicaid and requires the services provided by the facility. However, the resident may be placed in any appropriate bed in a semi-private room in the facility at the time of his or her return from hospitalization or therapeutic leave provided a bed is available and the resident’s admission is appropriate and meets the readmission requirements of the facility.