Movement to New Column Clause Samples

The 'Movement to New Column' clause establishes the conditions and procedures for transferring an item, task, or responsibility from one designated category or stage to another within a workflow or tracking system. Typically, this clause outlines the criteria that must be met before such a movement can occur, such as completion of certain steps, approval from a supervisor, or fulfillment of specific requirements. By clearly defining when and how items can be moved to a new column, the clause ensures transparency and consistency in process management, helping to prevent misunderstandings and maintain orderly progress.
Movement to New Column. For an employee to advance from one column to another, notification should be made to the Superintendent or his/her designee prior to June 1st, using the "Notification of Change of Salary Classification" form found in the District forms book. Employee shall file suitable documentation (transcript, grade card, or letter) from the appropriate college official or ▇▇▇▇ with the Superintendent, or his/her designee. This documentation shall be filed with the Superintendent, or his/her designee, no later than tens days after the beginning of the school year. Failure to file within the designated time will cause the teacher to lose payment for the proposed horizontal advancement during the present school year; however, the teacher may advance horizontally in the subsequent school year provided all necessary documentation has been properly filed. Pay adjustments, if necessary, shall be retroactive to the beginning of the school year. Employees on the salary schedule who advance from one column to another shall move to the corresponding eligible step on the higher column. Provided a teacher has not reached the last step in a column, he/she shall move to the next higher step for each subsequent year of teaching experience. Teacher Frozen on Steps - When a teacher reaches the bottom of a particular column, he/she shall remain frozen on that column and step until he/she qualifies to move to the next higher column. When a teacher qualifies to move to a new column and said teacher has been frozen on a step for one or more years, said teacher shall be allowed to move only one step the first year. Thereafter, he/she shall be eligible to move two steps each year until he/she reaches the proper step on the salary schedule as determined by his/her teaching experience. Two years of teaching experience of at least one-half time and less than full-time shall entitle a teacher to one year of experience in determining movement to the proper step of the salary schedule.
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Movement to New Column. Employees who advance from one column to another shall move to the corresponding eligible step on the high column. For an employee to advance from one vertical column to another, they shall file official transcript or copy thereof of additional educational credit with the Superintendent or his/her designee no later than thirty (30) days after the beginning of each semester, and pay adjustments shall be retroactive to the beginning of the same semester.
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Movement to New Column. Employees on the Teachers' Salary Schedule who advance from one column to another shall move to the corresponding eligible step on the higher column. For an employee to advance from one vertical column to another, he shall file suitable evidence of additional educational credit with the Superintendent no later than September 1 and pay adjustments shall be made at the beginning of the school year.
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Movement to New Column. 1. Teachers who advance from one column to another shall move to the highest step for which they are eligible on the next column. College credit hours other than those noted in Sec. B of this article must be approved in advance by the superintendent if they are to count toward column movement.
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Movement to New Column. Teachers qualifying for the next higher graduate hours column shall move to that column and down one experience step (No more than one experience step shall be granted in any one year). For an employee to advance from one vertical column to another, an official transcript, grade reports, or an official document which may be downloaded from the internet and verified by office staff shall be on file with the Superintendent or his/her designee no later than September 30th. It will be the responsibility of the employee to see that their paperwork is on file in the central office. (1997) Hours counted towards movement on the salary schedule shall be limited to hours earned after the granting of the last degree. No undergraduate hours may be used for salary advancement unless approved in advance by the Superintendent. (1997) Employees that were employed by the district prior to the 1997-98 contract year at BS+30 or MS+30 during the 97-98 contract year were allowed to advance on column with earned hours. All advancement after the 1997-98 year for those employees must be made with hours earned after 1997-98. (1999)
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Related to Movement to New Column

  • Closing Date and Location The Transaction will be completed at 10:00 a.m. (Pacific time) on the Closing Date, at the offices of the Purchaser’s Solicitors, or at such other location and time as is mutually agreed to by the Purchaser and the Target. Notwithstanding the location of the Closing, each party agrees that the Closing may be completed by the exchange of undertakings between the respective legal counsel for the Purchaser and the Target, provided such undertakings are satisfactory to each party’s respective legal counsel.

  • Transfer and Seniority Outside the Bargaining Unit (a) It is understood that an employee shall not be transferred by the Hospital to a position outside the bargaining unit without his consent except in the case of temporary assignments not exceeding six (6) months. This period may be extended a further six (6) months upon the agreement of the employee and the Hospital. Such employees on temporary assignments shall remain members of the bargaining unit. (b) An employee who is transferred to a position outside the bargaining unit shall not, subject to (c) below, accumulate seniority. In the event the employee is returned by the Hospital to a position in the bargaining unit within twenty-four (24) months of the transfer he or she shall be credited with the seniority held at the time of transfer and resume accumulation from the date of his or her return to the bargaining unit. An employee not returned to the bargaining unit within 24 months shall forfeit bargaining unit seniority. (c) In the event an employee transferred out of the bargaining unit under (a) or (b) above is returned to the bargaining unit within a period of twelve (12) calendar months, he shall accumulate seniority during the period of time outside the bargaining unit.

  • Early and Safe Return to Work The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her ability to return to work including information regarding any restrictions.

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  • Increasing Seat Belt Use in the United States E.O. 13043, amended by E.O. 13652, requires Recipients to encourage employees and contractors to enforce on-the-job seat belt policies and programs when operating company- owned, rented or personally-owned vehicle.