ADDITIONAL COMPENSATED EMPLOYMENT Sample Clauses

The 'Additional Compensated Employment' clause defines the terms under which an employee may engage in work outside their primary employment, for which they receive additional compensation. Typically, this clause outlines the need for prior approval from the employer before taking on such roles, and may specify restrictions to prevent conflicts of interest or interference with the employee’s main job responsibilities. Its core function is to protect the employer’s interests by ensuring that outside employment does not negatively impact job performance or create competing obligations.
ADDITIONAL COMPENSATED EMPLOYMENT. Faculty may engage in additional compensated employment, either internal or external to the University of Guam, and outside of duties indicated in the Annual CFES Plan of Work. In principle, the University shall support (i.e., make no internal rule disallowing) faculty receiving, as a minimum, their base pay rate, calculated hourly or as a percentage of FTE, for additional compensated activities. Rate of compensation, however, will be subject to funding-source rules for such compensation. Such employment shall be subject to the following guidelines: 1. The additional compensated employment shall be neither so extensive nor so demanding as to interfere with the Faculty member’s full-time performance of his or her primary duties to the University. 2. Before undertaking additional compensated employment, or annually if it is ongoing, Faculty members shall notify the ▇▇▇▇/Director. The Faculty member shall submit details of the extent of the employment in their annual CFES Plan of Work and Faculty workload form, and amend these documents as outside compensated employment commitments change. If at any time the ▇▇▇▇/Director considers that the additional employment interferes with the performance of the official duties, or determines that there is a conflict of commitment or conflict of interest for the Faculty member, the Faculty member and the ▇▇▇▇/Director shall meet to discuss the matter. They will work toward resolution and discuss either reducing or ceasing the additional employment. Absent mutual agreement on a satisfactory resolution, the ▇▇▇▇/Director shall make the final decision. 3. No Faculty member shall use, or allow to be used, any University facilities, supplies, or equipment for anything other than University-approved duties and activities. 4. Thesis Committee Chair compensation Faculty serving as Thesis Committee Chair shall be paid at least 65% of the tuition for each thesis credit the student registers for. To receive compensation for graduate students enrolled in the one-credit continuing thesis, the Thesis Committee Chair will provide a progress report to the ▇▇▇▇. 5. Graduate Program Chair compensation Faculty serving as a Graduate Program Chair may receive compensation at the discretion of the ▇▇▇▇.
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ADDITIONAL COMPENSATED EMPLOYMENT. Faculty may engage in additional employment, either internal or external to the University of Guam, and outside of duties indicated on the CFES plan, subject to the following guidelines: 1. The additional compensated employment shall be neither so extensive nor so demanding as to interfere with the Faculty member’s full-time performance of his or her primary duties to the University. 2. Before undertaking additional compensated employment, or annually if it is ongoing, Faculty members shall notify the ▇▇▇▇/Director. The Faculty member shall submit details of the extent of the employment in their Comprehensive Faculty Evaluation System Plan and Faculty workload form, and amend these documents as outside compensated employment commitments change. If at any time the ▇▇▇▇/Director considers that the additional employment interferes with the performance of the official duties, or determines that there is a conflict of commitment or conflict of interest for the Faculty member, the Faculty member and the ▇▇▇▇/Director shall meet to discuss the matter. They will work toward resolution and discuss either reducing or ceasing the additional employment. Absent mutual agreement on a satisfactory resolution, the ▇▇▇▇ shall make the final decision. 3. No Faculty member shall use, or allow to be used, any University facilities, supplies, or equipment for anything other than University-approved duties and activities.
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Related to ADDITIONAL COMPENSATED EMPLOYMENT

  • Additional Compensation Notwithstanding anything in this Memorandum of Understanding to the contrary when in the judgment of the Board, it becomes necessary or desirable to utilize the services of County employees in capacities other than those for which they are regularly employed, the Board may authorize and, if appropriate, fix an additional rate of compensation for such employees.

  • Employment Compensation Schedule 3.16 contains a true and correct list of all employees to whom Company is paying compensation, including bonuses and incentives, at an annual rate in excess of Fifteen Thousand Dollars ($15,000) for services rendered or otherwise; and in the case of salaried employees such list identifies the current annual rate of compensation for each employee and in the case of hourly or commission employees identifies certain reasonable ranges of rates and the number of employees falling within each such range.

  • Annual Compensation The Executive’s “Annual Compensation” for purposes of determining severance payable under this Agreement shall be deemed to mean the sum of (i) the annual rate of Base Salary as of the Date of Termination, and (ii) the cash bonus, if any, earned by the Executive for the calendar year immediately preceding the year in which the Date of Termination occurs.

  • Final Compensation Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment. Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

  • Continuing Employment (a) Continuing employment means full-time or fractional-time employment that does not have a fixed end date or a contingency upon which the employment contract will come to an end. (b) All employment other than fixed-term employment and casual employment will be continuing employment. (c) Notwithstanding subclause 16.0(b) above, the University may employ a person in Continuing (Contingent Funded Research) employment on a full-time or fractional-time basis in accordance with the terms of this Agreement.