Administrative Right of Return or Integration into the Bargaining Unit Clause Samples

The "Administrative Right of Return or Integration into the Bargaining Unit" clause establishes the conditions under which an employee who has been temporarily assigned to an administrative or non-bargaining unit position can return to their previous bargaining unit role. Typically, this clause outlines the process for such employees to reclaim their former position or a comparable one, often after the completion of a temporary assignment or at the end of a specified term. Its core function is to protect employees' job security and bargaining unit status, ensuring they are not disadvantaged by accepting temporary administrative roles.
Administrative Right of Return or Integration into the Bargaining Unit. A. Academic administrators (President, ▇▇▇▇▇▇▇, Associate ▇▇▇▇▇▇▇(s), Academic Deans, and Administrative Chairpersons) have the right to step down from their position as administrator and enter the ranks of the faculty under the following conditions: 1. The administrator possesses the academic credentials and qualifications to meet or exceed the rank of Assistant Professor in a current department at SSU.
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Administrative Right of Return or Integration into the Bargaining Unit. A. Academic administrators (President, ▇▇▇▇▇▇▇, Associate ▇▇▇▇▇▇▇(s), Academic Deans, and Administrative Chairpersons) have the right to step down from their position as administrator and enter the ranks of the faculty under the following conditions: 1. The administrator possesses the academic credentials and qualifications to meet or exceed the rank of Assistant Professor in a current department at SSU. 2. Bargaining unit members who are appointed to non-bargaining unit administrative positions at Shawnee State University shall have the right to return to the bargaining unit at the same rank and tenure status as the time they accepted the position. 3. The returning administrator’s salary shall be determined based on the applicable rank and experience (including the years served as academic administrator) as identified in Article 15, Section 2.
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Administrative Right of Return or Integration into the Bargaining Unit. A. Academic administrators (President, ▇▇▇▇▇▇▇, Associate ▇▇▇▇▇▇▇(s), Academic Deans, and Administrative Chairpersons) have the right to step down from their position as administrator and enter the ranks of the faculty under the following conditions: 1. The administrator possesses the academic credentials and qualifications to meet or exceed the rank of Assistant Professor in a current department at SSU. a. Internally hired administrators will be deemed to have met these criteria and possessed such rank prior to their entry into the administration. b. A bargaining unit member in a temporary (interim) academic administrator position and elects to return to the bargaining unit. c. Externally hired academic administrators will be evaluated by the appropriate academic department prior to their hire at SSU, in order to determine appropriate rank. d. Any administrator determined to have met the qualifications for rank at the Associate Professor level or above, shall also have been determined to possess tenure should they enter the ranks of the faculty. 2. The administrator shall be placed on the step system as follows: a. Internally hired administrators will receive one step per year of academic administrative service on top of their final step level before entering the administration. b. Upon initial hire, externally hired administrators will be placed on the step system as specified in Article 22. They will then receive one step per year of administrative service on top of that initial step level. 3. Academic administrators who are ranked at the Assistant or Associate Professor level shall be eligible for promotion and/or tenure based upon the timeline established in Articles 13 and 14. Service as an academic administrator may be utilized to demonstrate outstanding achievements or substantial contributions in service. Administrators who will be seeking promotion and/or tenure still need to demonstrate excellence in teaching. It is strongly recommended that they continue teaching in addition to their administrative duties. B. Right of return is guaranteed regardless of the status of faculty lines in the department.
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Related to Administrative Right of Return or Integration into the Bargaining Unit

  • Can I Roll Over or Transfer Amounts from Other IRAs or Employer Plans If properly executed, you are allowed to roll over a distribution from one Traditional IRA to another without tax penalty. Rollovers between Traditional IRAs may be made once every 12 months and must be accomplished within 60 days after the distribution. Beginning in 2015, just one 60 day rollover is allowed in any 12 month period, inclusive of all Traditional, ▇▇▇▇, SEP, and SIMPLE IRAs owned. Under certain conditions, you may roll over (tax-free) all or a portion of a distribution received from a qualified plan or tax-sheltered annuity in which you participate or in which your deceased spouse participated. In addition, you may also make a rollover contribution to your Traditional IRA from a qualified deferred compensation arrangement. Amounts from a ▇▇▇▇ ▇▇▇ may not be rolled over into a Traditional IRA. If you have a 401(k), ▇▇▇▇ 401(k) or ▇▇▇▇ 403(b) and you wish to rollover the assets into an IRA you must roll any designated ▇▇▇▇ assets, or after tax assets, to a ▇▇▇▇ ▇▇▇ and roll the remaining plan assets to a Traditional IRA. In the event of your death, the designated beneficiary of your 401(k) Plan may have the opportunity to rollover proceeds from that Plan into a Beneficiary IRA account. In general, strict limitations apply to rollovers, and you should seek competent advice in order to comply with all of the rules governing rollovers. Most distributions from qualified retirement plans will be subject to a 20% withholding requirement. The 20% withholding can be avoided by electing a “direct rollover” of the distribution to a Traditional IRA or to certain other types of retirement plans. You should receive more information regarding these withholding rules and whether your distribution can be transferred to a Traditional IRA from the plan administrator prior to receiving your distribution.

  • Early and Safe Return to Work The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her ability to return to work including information regarding any restrictions.

  • Timing of Return or Disposition Data shall be returned or disposed of by the following date: As soon as commercially practicable By the following agreed upon date:

  • Performance of Bargaining Unit Work No person whose regular job is not in the bargaining unit will work on any job for which rates are established by this Agreement, except for the purposes of instruction, experimentation, or management training, in which case trainees shall not displace or replace any employee in the aforesaid classifications except in cases of emergency when regular employees are not available.

  • Extent of Return or Disposition Return or Disposition is partial. The categories of data to be disposed of are set forth below or are found in an attachment to this Directive: Return or Disposition is Complete. Disposition extends to all categories of data.