Placement on appointment Sample Clauses

The 'Placement on appointment' clause defines how and where an individual will be assigned within an organization upon being hired or promoted. Typically, this clause specifies the department, role, or location to which the appointee will report, and may outline any conditions or flexibility regarding the initial placement. Its core function is to ensure both parties have a clear understanding of the appointee's starting position, reducing ambiguity and potential disputes about job assignments at the outset of employment.
Placement on appointment. 3B.5.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process. 3B.5.2 Upon appointment to an administration position, the employee’s role must be placed in a Work Matrix Grade using the Administration Support Staff Work Matrix Table set out in 3B.2.1. 3B.5.3 The Work Matrix Grade of each role will be determined by identifying one or more of the highest level skills / demands / responsibilities, as set out in the Administration Support Staff Work Matrix Table in 3B.2.1, required for the competent performance of the role. The skills / demands / responsibilities must be a routine and ongoing part of the role; isolated or one-off demands must not be included. The employer should do this using the joint NZSTA / NZEI Te Riu Roa / Ministry of Education guidance provided for this purpose. 3B.5.4 An administrator employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position. 3B.5.5 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable pay rate, the employer should also consider any particular skills and qualifications held by the administrator as well as any previous relevant paid or unpaid work experience. 3B.5.6 Where an employee has previously been employed in an administration role covered by the Administration Support Staff Pay Equity Claim Settlement, and the break in employment (including between employers) has been less than 12 months then the following applies: Based on information about their previous employment provided by the employee, placement on appointment must take into account their previous service as follows: • Where the skills / demands / responsibilities of the new role is within the same Work Matrix Grade as the previous role, the starting step should be at least the step they last held. • The employer should also consider any particular skills and qualifications held, as well as any previous relevant paid or unpaid work experience undertaken by the employee since they were last employed.
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Placement on appointment. 5.2.1 An employee shall on appointment be placed at any point of steps 1 to 4 on the wage scale taking into account the minimum starting point, and: a) previous relevant paid or unpaid work experience; b) relevant academic or other professional qualifications; c) the ability to recruit either within the location or generally, the specific skills and/or experience for the position. 5.2.2 Relevant experience will include service in the education sector as a teacher, therapist or school support staff.
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Placement on appointment. 3C.5.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process. 3C.5.2 Upon appointment to a librarian or library assistant position, the employee’s role must be placed in a Work Matrix Grade using the Librarian and Library Assistants’ Work Matrix Table set out in clause 3C.2. 3C.5.3 A librarian or library assistant employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position. 3C.5.4 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable step, the employer should also consider any particular skills and qualifications held by the librarian or library assistant as well as any previous relevant paid or unpaid work experience. 3C.5.5 Where an employee has previously been employed in a librarian or library assistant role covered by the Librarians and Library Assistants’ Pay Equity Claim Settlement, and the break in employment (including between employers) has been less than 12 months then the following applies: Based on information about their previous employment provided by the employee, placement on appointment must take into account their previous service as follows: • Where the skills / demands / responsibilities of the new role is within the same Work Matrix Grade as the previous role, the starting step should be at least the step they last held. • The employer should also consider any particular skills and qualifications held, as well as any previous relevant paid or unpaid work experience undertaken by the employee since they were last employed.
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Placement on appointment. 3.1.5.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process. 3.1.5.2 Upon appointment as a Kaiārahi i te Reo, the employee’s role must be placed in a Work Matrix Grade using the Kaiārahi i te Reo Work Matrix Table set out in clause 3.1.2.2. 3.1.5.3 The Work Matrix Grade of each role will be determined by identifying one or more of the highest level skills / demands / responsibilities, as set out in the Kaiārahi i te Reo Work Matrix Table in clause 3.1.2.2, required for the competent performance of the role. The skills / demands / responsibilities must be a routine and ongoing part of the role; isolated or one-off demands must not be included. The employer should do this using the joint NZSTA / NZEI Te Riu Roa / Ministry of Education guidance provided for this purpose. 3.1.5.4 A Kaiārahi i te Reo employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position. 3.1.5.5 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable pay rate, the employer should also consider any particular skills and qualifications held by the Kaiārahi i te Reo as well as any previous relevant paid or unpaid work experience, the level of responsibility required for the position, the level of te reo Māori and understanding of ngā tikanga Māori required for the position, and the ease or difficulty in recruiting and / or retaining the specific skills and / or experience required for the position. 3.1.5.6 Where an employee has previously been employed as a Kaiārahi i te Reo, and the break in employment (including between employers) has been less than 12 months then the following applies: Based on information about their previous employment provided by the employee, placement on appointment must take into account their previous service as follows: ▪ Where the skills / demands / responsibilities of the new role is within the same Work Matrix Grade as the previous role, the starting step should be at least the step they last held.
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Placement on appointment. 3D.5.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process. 3D.5.2 Upon appointment to a science technician position, the employee’s role must be placed in a Work Matrix Grade using the Science Technicians’ Work Matrix Table set out in clause 3D.2.
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Placement on appointment. An employee shall on appointment be placed at any point of steps 1 to 4 on the wage scale taking into account the minimum starting point, and:
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Placement on appointment. 3D.5.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process. 3D.5.2 Upon appointment to a science technician position, the employee’s role must be placed in a Work Matrix Grade using the Science Technicians’ Work Matrix Table set out in clause 3D.2. 3D.5.3 A science technician employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position. 3D.5.4 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable step, the employer should also consider any particular skills and qualifications held by the science technician as well as any previous relevant paid or unpaid work experience. 3D.5.5 Where an employee has previously been employed in a science technician role covered by the Science Technicians’ Pay Equity Claim Settlement, and the break in employment (including between employers) has been less than 12 months then the following applies: Based on information about their previous employment provided by the employee, placement on appointment must take into account their previous service as follows: • Where the skills / demands / responsibilities of the new role is within the same Work Matrix Grade as the previous role, the starting step should be at least the step they last held. • The employer should also consider any particular skills and qualifications held, as well as any previous relevant paid or unpaid work experience undertaken by the employee since they were last employed.
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Placement on appointment. 4.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process.
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Placement on appointment. 4B.4.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process. 4B.4.2 Upon appointment to a librarian or library assistant position, the employee’s role must be placed in a Work Matrix Grade using the Librarian and Library Assistants’ Work Matrix Table set out in clause 4B.2. 4B.4.3 A librarian or library assistant employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position. 4B.4.4 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable step, the employer should also consider any particular skills and qualifications held by the librarian or library assistant as well as any previous relevant paid or unpaid work experience. 4B.4.5 Where an employee has previously been employed in a librarian or library assistant role covered by the Librarians and Library Assistants’ Pay Equity Claim Settlement, and the break in employment (including between employers) has been less than 12 months then the following applies: Based on information about their previous employment provided by the employee, placement on appointment must take into account their previous service as follows:
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Related to Placement on appointment

  • Continuing Appointment A continuing appointment shall continue until retirement or until otherwise terminated pursuant to this Agreement.

  • Initial Appointment Upon entering the classified service, an Employee shall receive compensation at the minimum of the salary range of the classified position for which hired. When economic conditions, unusual employment conditions or exceptional qualifications of a candidate for employment indicate that a higher rate would be in the City's best interest, the Department Head with the approval of the Human Resources Manager may authorize hiring at a rate above the minimum for the classified position for which the Employee is being hired, but in all cases, the rate is not to exceed the maximum for the job classification.

  • Term Appointments 1.02.1 A term appointment is one in which the beginning and end dates of employment are clearly identified in the appointment letter. 1.02.2 It is agreed that employees employed on term appointments (hereinafter referred to as term employees) are covered by the terms of this Collective Agreement except for those Articles and conditions set out below: a) It is agreed that there is no guarantee or commitment of employment to an employee beyond that which is identified in their appointment letter. b) Term appointments normally are from 3 months to 1 year in length, though such an appointment may be for a longer period under special circumstances such as, Long Term Disability, Family Leave or Leave of Absence. c) Prior to hiring or renewing an employee on a term appointment, Human Resources staff will evaluate a job description submitted by the Department Head/Designate and determine the appropriate salary range and hiring salary in accordance with the Salary Administration provision of this Agreement. If the original appointment letter indicates a period of employment of more than 12 months, or if the employee's actual period of employment in the same position exceeds 12 months, the position description will be submitted for evaluation by the Joint Technical Position Evaluation Committee at the beginning of the thirteenth month of employment. If this evaluation results in a salary increase, the increase shall be made effective to the beginning of the thirteenth month of employment. d) Notwithstanding Article 21.01, term appointments of 3 to 6 months duration will not normally be posted; however, written notice will be sent to the Union. e) For the purposes of seniority, term employees will not be considered as new employees if they are rehired within 6 months of a previous termination. f) Notwithstanding Article 17 (Sick Leave), term employees shall be entitled to accumulate paid sick leave determined at the rate of 2 days per calendar month of their appointment to a maximum of 60 days. g) Notwithstanding Article 12 (Layoff and Recall), in the event of a layoff the University will provide as much advance notice as possible to term employees. However, term employees shall not be entitled to recall rights. h) Term employees shall not be covered by the following articles or clauses of the Collective Agreement: Article 12, Article 17.01, Article 17.02, Article 21.05. i) Term employees whose employment has been renewed beyond the original term appointment, and whose appointment will not be renewed again, will be given a minimum of 2 weeks’ notice or notice pursuant to the Employment Standards Act, whichever is greater, confirming the end date stated in their subsequent appointment letter. j) Term employees who are laid off are entitled to severance pay in accordance with Appendix B, Chart B.

  • Initial Appointments The Company appoints the Trustee as the initial Paying Agent, the initial Registrar and the initial Conversion Agent.

  • Term of Appointment 2.1 The Appointment shall commence on the Commencement Date and shall continue, subject to the remaining terms of this Contract, until terminated by either party giving the other not less than 6 months’ prior notice (or the statutory minimum notice, whichever is the greater) in writing. 2.2 [This clause intentionally blank]. 2.3 No employment with a previous employer counts towards the Employee’s period of continuous employment with the Company. 2.4 The Employee consents to the transfer of his employment under this Contract to an Associated Employer at any time during the Appointment.