Application to Convert from Fixed-Term to Continuing Employment Clause Samples

Application to Convert from Fixed-Term to Continuing Employment. (a) A fixed-term employee may apply to the University to be converted to continuing employment, provided that the employee: (i) was initially appointed to the University through an externally advertised selection process; and (ii) has held the position in which currently employed for a period of at least three (3) years, or is in the third year of fixed-term employment in that position, in circumstances where the contract will expire on or after the third anniversary of initial appointment to the position; and (iii) is demonstrating satisfactory performance in the position. (b) The University may reject an application under subclause 19.7(a) on reasonable grounds and will advise the outcome of an application within 30 days. Such grounds shall include, but are not be limited to, that the position is funded from one or more sources external to the University.
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Application to Convert from Fixed-Term to Continuing Employment. A fixed-term employee may apply to the University to be converted to continuing employment provided that he/she:
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Application to Convert from Fixed-Term to Continuing Employment. (a) A fixed-term employee may apply to the University to be converted to continuing employment provided that he/she: (i) was initially appointed to the University through an externally advertised selection process; and (ii) has held the position that he/she is currently in for a period of at least three years or is in the third year of fixed-term employment in that position in circumstances where the contract will expire on or after the third anniversary of initial appointment to the position; and (iii) is demonstrating satisfactory performance in the position. (b) The University may reject an application under clause 16.2.2 (a) on reasonable grounds. Such grounds shall include, but not be limited to, that the position is funded from source(s) external to the University.
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Application to Convert from Fixed-Term to Continuing Employment. (a) A fixed-term employee may apply to the University to be converted to continuing employment, provided that the employee: (i) was initially appointed to the University through an externally advertised selection process; and (ii) has held the position in which currently employed for a period of at least two (2) years; and (iii) is demonstrating satisfactory performance in the position. (b) The University may reject an application under subclause 19.7(a) on reasonable grounds and will advise the outcome of an application within 30 days. Such grounds shall include, but are not be limited to, that the position is funded from one or more sources external to the University.
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Application to Convert from Fixed-Term to Continuing Employment. (a) For employees who are employed on a fixed term basis, in the same or substantially similar position for a period of two years or more, the University will offer conversion to continuing employment on the same salary and classification provided that the employee: (i) was initially appointed to the University through an externally advertised selection process; and (ii) has held the position in which currently employed for a period of at least two years, or is in the second year of employment , and in the circumstances where the contract will expire on or after the second anniversary of initial appointment to the positions; and (iii) is demonstrating satisfactory performance in the position. (b) fixed term employees will not be offered conversion if they were employed; (i) to replace an employee who was on authorised leave, on secondment, or due to a temporary employment variation; or (ii) to a pre-retirement contract; or (iii) is on a fixed term contract in connection with a course of study in which they are enrolled; or (iv) as an apprentice; or (v) a specific task of project. (c) where the position meets the definition in Clause 18.1, the University may offer a Continuing (Contingent Funded Research) Employment contract in lieu of Continuing Employment. A fixed-term employee may apply to the University to be converted to continuing employment, provided that the employee: (i) was initially appointed to the University through an externally advertised selection process; and (ii) has held the position in which currently employed for a period of at least three (3) years, or is in the third year of fixed-term employment in that position, in circumstances where the contract will expire on or after the third anniversary of initial appointment to the position; and (iii) is demonstrating satisfactory performance in the position.
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Related to Application to Convert from Fixed-Term to Continuing Employment

  • No Obligation to Continue Employment Neither the Company nor any Subsidiary is obligated by or as a result of the Plan or this Agreement to continue the Grantee in employment and neither the Plan nor this Agreement shall interfere in any way with the right of the Company or any Subsidiary to terminate the employment of the Grantee at any time.

  • CFR PART 200 Termination Termination for cause and for convenience by the grantee or subgrantee including the manner by which it will be effected and the basis for settlement. (All contracts in excess of $10,000) Pursuant to the above, when federal funds are expended by ESC Region 8 and TIPS Members, ESC Region 8 and TIPS Members reserves the right to terminate any agreement in excess of $10,000 resulting from this procurement process for cause after giving the vendor an appropriate opportunity and up to 30 days, to cure the causal breach of terms and conditions. ESC Region 8 and TIPS Members reserves the right to terminate any agreement in excess of $10,000 resulting from this procurement process for convenience with 30 days notice in writing to the awarded vendor. The vendor would be compensated for work performed and goods procured as of the termination date if for convenience of the ESC Region 8 and TIPS Members. Any award under this procurement process is not exclusive and the ESC Region 8 and TIPS reserves the right to purchase goods and services from other vendors when it is in the best interest of the ESC Region 8 and TIPS. Does vendor agree? Yes

  • Transition to Retirement 24.1 An Employee may advise their Employer in writing of their intention to retire within the next five years and participate in a retirement transition arrangement. 24.2 Transition to retirement arrangements may be proposed and, where agreed, implemented as: (a) a flexible working arrangement (see clause 16 (Flexible Working Arrangements)); (b) in writing between the parties; or (c) any combination of the above. 24.3 A transition to retirement arrangement may include but is not limited to: (a) a reduction in their EFT; (b) a job share arrangement; or (c) working in a position at a lower classification or rate of pay. 24.4 The Employer will consider, and not unreasonably refuse, a request by an Employee who wishes to transition to retirement: (a) to use accrued Long Service Leave (LSL) or Annual Leave for the purpose of reducing the number of days worked per week while retaining their previous employment status; or (b) to be appointed to a role which that has a lower hourly rate of pay or hours (post transition role), in which case: (i) the Employer will preserve the accrual of LSL at the time of reduction in salary or hours; and (ii) where LSL is taken or paid out in lieu on termination, the Employee will be paid LSL hours at the applicable classification and grade, and at the preserved hours, prior to the post transition role until the preserved LSL hours are exhausted.

  • RIGHT TO CONTINUED EMPLOYMENT Nothing in the Plan or this Agreement shall confer on you any right to continue in the employ of the Company or any subsidiary or affiliate of the Company or any specific position or level of employment with the Company or any subsidiary or affiliate of the Company or affect in any way the right of the Employer to terminate your employment without prior notice at any time for any reason or no reason.

  • NO EXPECTATION OF CONTINUED EMPLOYMENT BEYOND TERM OF CONTRACT Neither this contract nor any Board Policy, rule or evaluation procedure shall confer upon the Employee continued employment beyond the term provided in this contract.