Filling Temporary Positions Clause Samples

The "Filling Temporary Positions" clause outlines the procedures and requirements for appointing individuals to roles on a short-term or interim basis. It typically specifies the conditions under which temporary appointments can be made, such as covering for employees on leave or addressing urgent staffing needs, and may detail the duration, selection process, and any limitations on authority or compensation for temporary appointees. This clause ensures that organizational operations continue smoothly during periods of staff absence or transition by providing a clear framework for temporarily filling essential positions.
Filling Temporary Positions. A. The Employer reserves the sole right to fill a vacancy in a temporaryposition. B. Current bargaining unit employees filling temporary positions shall retain all rights and benefits in this Contract, including wage increases. C. Temporary Employees who fill current bargaining unit positions 520 hours or less are entitled the wages contained in the parties Salary Schedules. Non-current bargaining unit temporary position: 1. Wages can be no lower than minimum wage but no higher than current bargaining unit employees’ who perform similar duties.
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Filling Temporary Positions. The University will rehire a laid off employee to fill a temporary office professional job if the employee is qualified to perform the duties of the position. This employee shall, for the duration of the assignment, be paid at the rate of the position filled. In the event the employee accepts or rejects the temporary position their recall rights shall not be abrogated or otherwise affected. If the employee is recalled, and the University assigns said employee to continue in the temporary position for its duration, the employee shall receive the rate of the job or their regular rate, whichever is greater, and their position shall be held for them.
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Filling Temporary Positions. Long-term substitutes will be Board-approved and are defined as an individual not otherwise employed by the Board in excess of sixty consecutive days. Long- term substitutes are eligible for personal and sick leave and holidays and shall be paid at level one of the classification where they are assigned beginning with the 61st day. From the 1st through the 60th day, the substitute shall be paid the substitute rate. If the administration reasonably anticipates the position will remain available for 60 or more days at the outset of the assignment, the person will be treated as a long-term substitute from the outset of the assignment. Every consideration will be given to an ICE employee to substitute outside of their classification, provided the employee has the skills and abilities to perform the duties and provided such substitution does not interfere with the employee’s completion of her/his regular scheduled hours. When an employee substitutes outside of their classification, on the sixth consecutive day they will receive either the level one hourly rate for the position or the substitute rate, whichever is greater. If there is need for a sub in the head cooks position, a food service employee assuming that responsibility will receive an additional four dollars ($4.00) per day for the first five (5) days of substituting. This amount increases to ten dollars ($10.00) per day thereafter, beginning on the sixth (6) consecutive day of substituting. Any employee who is asked to substitute has the right of first refusal. If a substitute cannot be found, management has the right to assign an employee to fill that position. I. Retire/Rehire 1. A staff member who is considering a resignation for the purpose of SERS retirement to be followed by re-employment with the District (“Retire/Rehire”) may submit a request for Retire/Rehire re-employment to the Superintendent. Requests for Retire/Rehire to take effect at the beginning of the first semester of the next school year shall be submitted not later than March 1. Requests for Retire/Rehire to take effect at the beginning of the second semester shall be submitted not later than October 1. A staff member may make such a request once to the Superintendent. The Superintendent reserves the right to grant preliminary approval or deny the request for Retire/Rehire re-employment. The staff member and the association do not have a right to challenge the Superintendent’s decision to grant or deny the request for Retire/Rehir...
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Filling Temporary Positions. Section 1. When a Firemedic assumes the temporary duties in the shift at a higher rank or classification their pay shall be raised 5%. When an officer assumes the temporary duties in the shift at a higher rank or classification, their pay shall be raised by one dollar and fifty cents ($1.50) per hour for each hour or part of hour worked at the higher rank or classification. Section 2. Any Firemedic on a current promotional list may be used as a fill-in officer when the need arises. If no one on a current list is available, Shift Commanders shall have the sole discretion as to appointing a fill-in officer. Section 3. A Lieutenant ▇▇▇ assume the fill-in Battalion Chief position after serving six (6) months as a Lieutenant. Prior to working in the fill-in Battalion Chief position, the Lieutenant must also receive approval from all three line Battalion Chief’s and the Operations Chief. Section 4. Any individual working on a temporary assignment shall have all duties, authority and responsibility of the position being filled.
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Filling Temporary Positions. Employees desiring additional hours of work on a temporary basis shall inform Program Directors in writing of their desire to work additional hours and in what positions they would like to work. In the event hours become available, the Employer shall give qualified employees, as determined by the Employer, access to such hours in the order of priority set out below, provided that such employees are not regularly scheduled so as to create overtime payment obligations under this Agreement. In all instances client choice will be the deciding factor. The Employer shall fill temporary positions from among those requesting them based upon the following order of preference. (1) Regular employees in the appropriate classification who were laid off or had their hours involuntarily reduced (whether on an ongoing or temporary basis such as a consumer going on vacation), in order of EBI seniority. (2) Regular employees in another classification, who were laid off or had their hours involuntarily reduced (whether on an ongoing or temporary basis), in order of EBI seniority, if qualified as determined through the normal selection process. (3) Regular part-time employees in the appropriate classification, in order of EBI seniority. (4) Regular part-time employees in another classification, in order of EBI seniority, if qualified as determined through the normal selection process. Temporary positions to be filled as described in this section include, but are not limited to, shifts of employees who are on leave and office projects. If there is no response from employees indicating an interest in working more hours, in-house and outside recruitment will commence.
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Related to Filling Temporary Positions

  • Temporary Positions A) The Employer may create regular temporary positions for vacation relief for more than one (1) incumbent for up to six (6) months duration. B) The Employer may create regular temporary project positions (i.e. grant funded, capital projects, pilot projects, or term specific assignments) for up to twelve (12) months’ duration. These positions are not renewable after the end date of the project, unless the Union and Employer agree to renew/extend the time limits. C) These positions will be posted and filled in accordance with Article 17.01-

  • Temporary Vacancies 14.12.1 Surplus employees shall be eligible for assignment into temporary assignments in their own Ministry that are posted for recruitment in accordance with Article 7 in the last two (2) months of their notice provided that: (a) The employee applies for and indicates on his or her application for the vacancy that they have received notice of layoff and are eligible for a temporary assignment; and (b) He or she is qualified for the position. Such assignments are meant to provide additional employment opportunities for surplus employees prior to lay-off. Where more than one surplus employee matches the temporary assignment, the employee with greater seniority shall be offered the temporary assignment. It is understood that such assignment of a surplus employee to a temporary vacancy has priority over Article 8.11 (Temporary Assignments). 14.12.2 A surplus employee shall retain his / her status in the regular service and current salary entitlements while placed in a temporary assignment. Placement in a temporary assignment will not constitute a promotion for pay purposes. Subject to Sub-article 14.12.1, for placement into temporary assignments, the Employer shall use the same criteria and rules as for assignment into vacancies under Article 14.4 (Targeted Direct Assignment). 14.12.3 An offer of a temporary assignment to a surplus employee must be in writing and must specify the duration of the temporary assignment. The surplus employee shall have five (5) working days in which to accept or reject the offer of a temporary assignment. 14.12.4 The original temporary assignment may be extended by a maximum of three (3) months. 14.12.5 When a temporary assignment takes place, the employee shall not be unreasonably denied the opportunity to complete any portion of training already underway. Surplus employees who refuse a temporary assignment shall continue to be considered for assignment into permanent vacancies for the duration of their surplus notice period, but not for further temporary assignments. 14.12.6 Where an employee accepts a temporary assignment or secondment under Article 14.12, it shall be considered to be a hiatus in their notice period under Article 14.3.8 for the duration of their temporary assignment and all redeployment activities shall cease. Notwithstanding the hiatus, the employee may continue to identify and be considered for vacancies under Article 14. 4.1. At the end of the temporary assignment or secondment, the balance of the notice period, as well as all redeployment activities, shall resume.

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC ▇▇▇-▇▇-▇▇▇. C. A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. 2. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten