CHARGING PROCEDURE Clause Samples

CHARGING PROCEDURE. If the employee is low on the overtime list, the employee shall not be asked nor volunteer for overtime assignments outside the limits of the employee’s medical modification but will be charged the applicable hours in the same manner as if the employee refused the assignment.
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CHARGING PROCEDURE. Employees’ records shall not reflect overtime charged, when “Holdover" or “In Early" overtime entitlement is declined. 86 In order to overcome the problem of a low overtime hours employee remaining low hours, it is agreed that an employee who is directed in shall be charged both for the refusal plus the hours the employee works (24 if directed on the first leave day and 32 if directed on second leave day). In this manner the low overtime hours employee will be able to gain ground on the accumulated overtime hours list. The present system of overtime charging, if an employee is contacted, will continue. On the first Monday of the first schedule in each year, all overtime hours will return to zero. Any employee returning to work from an absence of 30 days or more shall receive average overtime hours. Average overtime in a classification will represent the total of current overtime hours in a classification divided by the number of employees in each classification. One common overtime list will be maintained. Security Officers and Fire Marshals will carry their hours with them as they move from shift to shift. When a Security Officer or Fire Marshal accepts overtime, their overtime account is charged the hours of pay they would have received. When a Security Officer or Fire ▇▇▇▇▇▇▇▇ refuses overtime, their overtime account is charged the hours of pay they would have received. When a Security Officer or Fire ▇▇▇▇▇▇▇▇ is directed into work on their first leave day the employee is charged 24 hours. If directed to work on the second leave day, the employee is charged 32 hours. Personnel on Union leave of absence will not be asked or charged until they notify the Captain or they return to work. Duty sheets will be provided for overtime hour purposes.
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CHARGING PROCEDURE. Employees’ records shall not reflect overtime charged, when “Holdover" or “In Early" overtime entitlement is declined.
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Related to CHARGING PROCEDURE

  • Bumping Procedure In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.

  • Posting Procedure (a) Except as otherwise provided, all positions shall be posted as they arise and shall be posted using the standard posting format (see Appendix C). (b) All postings shall include the following: (1) the Bargaining Unit to which the posting applies; (2) the type of position (i.e. GTA, GSA-­‐1, UTA); (3) if possible, the number of position(s) available; (4) the course name and number; (5) the start and termination dates for the appointment; (6) the level of appointment (i.e. full, or portion of); (7) assigned responsibilities; (8) required and preferred qualifications (academic and/or professional); (9) application deadline; (10) wages; (11) any applicable equity provisions; and (12) the current University of Guelph’s employment equity statement, which may be amended from time to time through discussion with stakeholder groups through the Employment Equity Committee. (c) Where a course has both In-­‐Class and DE section(s), the DE sections(s) shall be posted separately from the In-­‐Class section(s). In situations where the University anticipates that the position may be available for two (2) or three (3) semesters, the posting shall clearly indicate this possibility. The decision to appoint an employee for more than one (1) semester at a time shall be at the sole discretion of the University (see also 11.04 (d)). (d) Positions shall be posted by the Department electronically on the Central Job Posting Website for TAs, GSA-­‐1s, & Sessional Lecturers, within the time frames provided for in this Article. At the time of posting the Union shall receive electronic notification. (e) The University shall respond to inquiries from the Union with regard to posting criteria as specified in (a), (b) and (c). The Union shall notify FASR in writing of postings which in the Union’s view do not comply with the requirements of (a), (b) and (c). The University shall consult with the appropriate Union designate(s) within two (2) days of receipt of such notice, and where the Parties agree the posting did not meet the posting criteria as specified in (a),

  • BILLING PROCEDURE a. The Contractor shall submit, not more than semi-monthly, properly completed A-19 vouchers (the "voucher") to one of the following: The Department of Children, Youth, and Families Attn: ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ PO Box 40970 Olympia WA 98504-0970 Or, email a scan of an original, signed A-19 voucher directly to the DCYF Contract Manager at ▇▇▇▇▇.▇▇▇▇▇▇▇▇@▇▇▇▇.▇▇.▇▇▇ b. Payment to the Contractor for approved and completed work shall be made by warrant or Electronic Funds Transfer by DCYF and considered timely if made within 30 days of receipt of a properly completed voucher. Payment shall be sent to the address designated by the Contractor and set forth in this Contract. c. Each voucher must clearly reference the DCYF Contract Number and the Contractor's Statewide Payee Registration number assigned by the Office of Financial Management (OFM). d. Properly completed vouchers and attachments completed by the Contractor must contain the information described in Exhibit A under the Section titled "Compensation and Voucher Payment".

  • Hearing Procedure A. The Personnel Commission may conduct hearings of appeals or may appoint a hearing officer to conduct the hearing and report findings and recommendations to the Commission. If the Personnel Commission orders a hearing, said hearing shall be held in closed session. The employee shall be given written notice of his or her right to have the complaints or charges heard in an open session rather than closed session pursuant to Government Code section 54957. The notice shall be delivered to the employee personally or by mail at least twenty-four (24) hours before the time for holding the closed session. B. Hearings shall be conducted in the manner most conducive to determination of the truth, and neither the Commission nor its hearing officer shall be bound by technical rules of evidence. Decisions made by the Commission shall not be invalidated by any informality in the proceedings. C. The Personnel Commission or its hearing officer shall determine the relevancy, weight, and credibility of testimony and evidence. It shall base its findings on the preponderance of evidence. D. Each side will be permitted an opening statement (Board first) and closing arguments (employee first). The Board shall first present its witnesses and evidence to sustain its charges and the employee will then present his witnesses and evidence in defense. E. Each side will be allowed to examine and cross-examine witnesses. F. Both the Board and the employee will be allowed to be represented by legal counsel or other designated representation. The employee may, at his/her option, be represented by legal counsel and/or union representation, or any other person designated by the employee. If the employee files an appeal, the employee shall be required to attend the Commission Appeal Hearing, even if the employee’s designated representative appears on his/her behalf. If the employee fails to appear, the employee will be deemed to have forfeited his/her rights to further appeal and the Personnel Commission shall allow the Board of Trustee’s disciplinary action to stand. G. The Commission may, and shall, if requested by the Board or the employee, subpoena witnesses and/or require the production of records or other material evidence. H. The Commission may, prior to or during a hearing, grant a continuance for any reason it believes to be important to its reaching a fair and proper decision. I. Whether the hearing is held in a public or Executive Session, the Commission, after it concludes the hearing, may deliberate its decision in Executive Session. No persons other than members of the Commission, its counsel, and the Director of Personnel shall be permitted to participate in the deliberations. If the Personnel Director or any staff was a witness in the proceedings, he shall also be barred from the Commission's final deliberations. J. The Commission shall render its judgment in an open session as soon after the conclusion of the hearing as possible and in no event later than fourteen (14) days. Its decision shall set forth which charges, if any, are sustained and the reasons therefore. K. The Commission may sustain or reject any or all of the charges filed against the employee. It may sustain, reject, or modify the disciplinary action invoked against the employee. It may not provide for discipline more stringent than that invoked by the Board. L. The Commission order of judgment will be filed with the Governing Board and the charged employee and shall set forth its findings and decision. If a dismissal is not sustained, its order shall set forth the effective date the employee is to be reinstated which may be any time on or after the date of disciplinary action.

  • ORDERING PROCEDURE Orders placed against this contract may be in the form of an agency issued purchase order on an as-required basis. Or an agency may also use the Arkansas State Purchasing Card (P- Card) to purchase furniture.