Hours By Classification Clause Samples

Hours By Classification. The hours shown below will be full-time hours for the various classifications of employees: Position Paid Hours + Paid Break Hrs. + Unpaid Lunch = Total Hours/Day School Secretaries/Receptionist/ Administrative Assistants 7.00 .50 .50 8.00 Custodian/Custodian-Driver 7.00 .50 .50 8.00 Paraprofessionals 6.75 .25 .50 7.50 LMC Technology Paraprofessionals 6.75 .25 .50 7.50 Recess Supervisors 2.00 .00 .00 2.00 School Nurses 7.50 .50 .50 8.50 Technology Support Specialists 7.50 .50 .50 8.50 Data Systems Specialists 7.50 .50 .50 8.50 Family Liaisons 3.75 .00 .00 3.75 EL Paraprofessionals 6.75 .25 .50 7.50 Accounts Payable Specialist 7.00 .50 .50 8.00 File/Delivery Clerk 6.00 .00 .50 6.50 Starting and ending times may be adjusted, without a reduction in total hours worked per day, according to the needs of the District. Except as circumstances shall clearly require, the District shall provide one week written notice before adjusting any regular shift hours. Should it become necessary to reduce the number of hours worked by any employee, the District will comply with Article 13 of this Agreement. It is understood that summer, winter break, and spring break may have reduced daily hours. It is understood that yearly hours may increase or decrease as a result of changes to the school year. Due to the nature of their duties, Family Liaison hours are flexible, so they work 20 hours per week, but may not work 3.75 hours each day.
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Hours By Classification. The hours shown below will be full-time hours for the various classifications of employees: Position Paid Hours Paid Break Time Unpaid Lunch Time Work Days Per Year Total Yearly Hours Paid Total Yearly Paid and Unpaid Administrative Assistant 7.5 0.5 0.5 260 1,950 2,080 Building Maintenance 7.5 0.5 0.5 260 1,950 2,080 Communications Coordinator 7.5 0.5 0.5 260 1,950 2,080 IT Systems Technician 7.5 0.5 0.5 260 1,950 2,080 Instructional Assistant 7.083 0.5 0.5 Normally, 183 Normally, 1,296.24 Normally, 1,387.74 Starting and ending times may be adjusted by thirty (30) minutes, without a reduction in total hours worked per day, according to the needs of the District. The District shall provide two weeks written notice before adjusting any regular shift hours. Should it become necessary to reduce the number of hours worked by any employee, the District will comply with Article 12 of this Agreement. For ten-month employees, yearly work days and hours may increase or decrease as a result of changes to the school calendar.
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Hours By Classification. The hours shown below will be full-time hours for the various classifications of employees: Position Paid Hours + Paid Break Hrs. + Unpaid Lunch = Total Hours/Day Account Payable Specialist 7 0.5 0.5 8 Administrative Assistant 7 0.5 0.5 8 Community Schools Manager 7 0.5 0.5 8 Custodians/Custodian-Driver 7 0.5 0.5 8 Custodian-Lead 7.5 0.5 0.5 8.5 Family Liaison 4.5 0 0 4.5 Out of School Time Manager 7 .05 .05 8 Position Paid Hours + Paid Break Hrs. + Unpaid Lunch = Total Hours/Day Paraprofessional-EL 6.75 0.25 0.5 7.5 Paraprofessional-LC 7.50 0.5 0.5 8,5 Receptionist 7 0.5 0.5 8 Recess/Lunch Supervisor 4.5 0 0 4.5 School Nurse 7.5 0.5 .5 8.5 School Secretary 7 0.5 0.5 8 Technology Support Specialist 7.5 0.5 0.5 8.5 Transportation Liaison 7.5 0.5 0.5 8.5 Starting and ending times may be adjusted, without a reduction in total hours worked per day, according to the needs of the District. Except as circumstances shall clearly require, the District shall provide one week written notice before adjusting any regular shift hours. Should it become necessary to reduce the number of hours worked by any employee, the District will comply with Article 13 of this Agreement. It is understood that summer, winter break, and spring break may have reduced daily hours. It is understood that yearly hours may increase or decrease as a result of changes to the school year. Due to the nature of their duties, Family Liaison hours are flexible, so they work 22.5 hours per week, but may not work 4.50 hours each day.
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Related to Hours By Classification

  • Job Classification Full-Time and Part-Time (a) When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the Local Union of the same within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or Arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. (b) When the Hospital makes a substantial change during the term of this agreement in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union, to permit the Union to make representation with respect to the appropriate rate of pay. (c) If the matter is not resolved following the meeting with the Union the matter may be referred to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Arbitrator shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. (d) The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital.

  • Tax Classification The Series shall elect to be treated as an association taxable as a corporation under Treasury Regulations Section 301.7701-3 with effect for each taxable period of its existence. The Series and each Member shall file all tax returns and shall otherwise take all tax and financial reporting positions in a manner consistent with such treatment. No election will be filed with the Internal Revenue Service (or the tax authorities of any State) to have the Series taxable other than as an association taxable as a corporation for income tax purposes.

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.