Equitable Rotation Sample Clauses

The Equitable Rotation clause establishes a system for fairly distributing opportunities, responsibilities, or benefits among a group of parties over time. In practice, this clause may require that each party takes turns in a predetermined order to perform certain tasks, receive assignments, or access resources, ensuring that no single party is favored or disadvantaged. Its core function is to promote fairness and prevent disputes by providing a clear, structured method for rotating roles or privileges among participants.
Equitable Rotation. In assigning employees to regular schedules or special assignments, transfer, standby, overtime, or time off selection, ability to perform the work, length of service and/or equitable rotation shall determine the assignments.
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Equitable Rotation. Floating shall be equitably rotated within the NICU on a given shift in order of inverse seniority (least senior nurse to be the first in rotation) provided skill,
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Equitable Rotation. If the Employer determines that the operation of a Hospital unit is essential for a shift, it will determine the number of nurses to work for the shift. It shall then select nurses to be placed on mandatory low census time for the day. Nurses and travelers will be placed on mandatory low census hours based on an equitable rotation within the shift for that Hospital unit, so long as the Hospital determines that individual skills, qualifications and abilities are not a factor. The Employer may elect to place an entire Hospital unit or any portion on low census time for the shift as it deems necessary.
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Related to Equitable Rotation

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  • Corrective Measures If the Participating Generator fails to meet or maintain the requirements set forth in this Agreement and/or the CAISO Tariff, the CAISO shall be permitted to take any of the measures, contained or referenced in the CAISO Tariff, which the CAISO deems to be necessary to correct the situation.

  • Interim Measures 6.1 The Parties acknowledge that the British Columbia Claims Task Force made the following recommendation concerning Interim Measures:

  • Noise Abatement Contractor shall operate, conduct, or construct without violating the City’s Noise Abatement Ordinance codified in the SDMC.

  • CONSEQUENCES OF POSITIVE TEST RESULTS For post-Accident or reasonable suspicion, a Covered Employee shall be immediately removed from performing his or her job or, in the alternative, may be temporarily reassigned to work that is not safety-sensitive if such work is available. The Covered Employee shall be subject to disciplinary action, and shall meet with the SAPC, as set forth in Exhibit A, and section 10 below, if the Covered Employee: 1. Is confirmed to have tested positive for alcohol or drugs; 2. Refuses to Submit to testing; or 3. Has submitted a specimen that the testing laboratory report is an Adulterated or Substituted Specimen. a. If the Union disagrees with the proposed disciplinary action, it may use the grievance procedure as set forth in the parties’ MOU, provided, however, that such a grievance must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. b. All proposed disciplinary actions imposed because of a positive drug/alcohol test(s) shall be administered pursuant to the disciplinary matrix set forth in Exhibit A. Subject to good cause, the City may impose discipline for conduct in addition to the discipline for a positive drug/alcohol test. The positive test may be a factor in determining good cause for such additional discipline. c. In the event the City proposes disciplinary action, the notice of the proposed discipline shall contain copies of all laboratory reports and any other supporting documentation upon which the City is relying to support the proposed discipline.