- Position Categories Sample Clauses

The "Position Categories" clause defines and organizes the various roles or job classifications within an organization or under a contract. It typically outlines the different categories of positions, such as managerial, technical, or administrative, and may specify the responsibilities, qualifications, or compensation structures associated with each. By clearly delineating these categories, the clause helps ensure that roles are properly assigned, expectations are managed, and compliance with employment or contractual requirements is maintained.
- Position Categories. Article 15 - Status of Employee (clauses 15.12, 15.13, 15.14, 15.15, 15.16, 15.17, 15.18, 15.19, 15.20 only)
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- Position Categories. Article 15 - Status of Faculty Member (clauses, 15.11, 15.12, 15.13, 15.14, 15.15,15.16, 15.17, 15.18, 15.19 only)
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- Position Categories. A. Assistant Principal High School B. Assistant Principal/Athletic Director – High School C. Assistant Principal - Middle School D. Assistant Principal - Elementary
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- Position Categories. For the purpose of this article categories of position will be by salary grade as indicated on the Job Matrix in Appendix B.
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- Position Categories. 3:1 In the event positions represented by the Union are to be established or discontinued by the Board during the term of this contract, or the duties and responsibilities of presently existing positions or categories altered or amended, the Union shall be apprised, in writing, of the contemplated establishment, discontinuance, or alteration of such a position or category. The Union shall receive at least two (2) weeks notice prior to submission to the Board of any and all proposed changes mentioned above. 3:2 When the duties or responsibilities of any position in the bargaining unit are decreased, increased, or otherwise altered by the Board, impact negotiations with the Union shall be held. 3:3 If an administrative position is eliminated by the Board, negotiations with the Union concerning the impact of such elimination of position on the salaries, terms and conditions of employment of other affected administrative positions shall be held. 3:4 The duties or responsibilities of any position in the administrator's bargaining unit shall not be reassigned out of the administrator's unit. 3:5 When a new bargaining unit administrative position is created by the Board, or a job description is changed, a job description will be prepared by the Superintendent, or designee, and the job will be placed ("slotted") in a salary group which requires similar or comparable duties and responsibilities and shall then be presented to the Union. If the Union believes that the position has not been placed in the proper salary group ("slotted") by the Superintendent or believes that a new salary group should be created, it may request a meeting with the Superintendent or his/her representatives to negotiate the placement ("slotting") of the job. If agreement is not reached between the Superintendent and the Union after twenty-five (25) days from the commencement of negotiations, the matter shall be submitted to the mediation/arbitration procedures as set forth in CGS 10- 153f(e). 3:6 Under normal circumstances, all administrators will be individually notified of their assignments and programs for the coming school year in writing by the Superintendent of Schools no later than July 1. In an emergency or unexpected situation (e.g., resignation during July/August, sudden death), administrators will be individually notified of their assignments and programs for the coming year within fourteen (14) calendar days of an emergency or unexpected situation (e.g., resignation during July...
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- Position Categories. Status of Faculty Member;
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- Position Categories. 3:1 In the event positions represented by the Union are to be established or discontinued by the Board during the term of this contract, or the duties and responsibilities of presently existing positions or categories altered or amended, the Union shall be apprised, in writing, of the contemplated establishment, discontinuance, or alteration of such a position or category. 3:2 When the duties or responsibilities of any position in the bargaining unit are decreased, increased, or otherwise altered by the Board, impact negotiations with the Union shall be held. 3:3 If an administrative position is eliminated by the Board, negotiations with the Union concerning the impact of such elimination of position on the salaries, terms and conditions of employment of other affected administrative positions shall be held. 3:4 The duties or responsibilities of any position in the administrator's bargaining unit shall not be reassigned out of the administrator's unit. 3:5 When a new bargaining unit administrative position is created by the Board, or a job description is changed, a job description will be prepared by the Superintendent, or designee, and the job will be placed ("slotted") in a salary group which requires similar or comparable duties and responsibilities and shall then be presented to the Union. If the Union believes that the position has not been placed in the proper salary group ("slotted") by the Superintendent or believes that a new salary group should be created, it may request a meeting with the Superintendent or his/her representatives to negotiate the placement ("slotting") of the job. If agreement is not reached between the Superintendent and the Union after twenty-five (25) days from the commencement of negotiations, the matter shall be submitted to the mediation/arbitration procedures as set forth in CGS 10-153f(e).
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Related to - Position Categories

  • Employee Categories All employees fall into one or the other of four principal categories as outlined below.

  • Employment Categories (a) Employees under this Agreement will be employed in one of the following categories: (i) full-time; (ii) part time; or (iii) casual. (b) At the time of engagement an employer will inform each employee whether they are employed on a full-time, part time or casual basis. An employer may direct an employee to carry out such duties that are within the limits of the employee’s skill, competence and training, consistent with the respective classification.

  • Categories All personnel of the Logistics & Supply Business Unit, within the following work categories and in classifications as enumerated in Article 8.03, are covered by this Agreement. Nothing in this agreement prevents an employee from performing either on a day to day or regular basis, any function or task that is generally performed by any category, provided that the employee is competent to perform the work required. Any efficiencies attained out of this flexibility is not intended to eliminate a category.

  • Criminal History Category With regard to determining defendant’s criminal history points and criminal history category, based on the facts now known to the government, defendant’s criminal history points equal zero and defendant’s criminal history category is I.

  • Client Categorisation 4.1. The client understands and accepts that each category of Clients has its individual level of regulative protection acknowledging that Retail Clients have the highest level of protection whereas Professional Clients and Eligible Counterparties are considered to be more experienced, informed, skilled and able to estimate their risk, therefore are provided with a lower level of protection. 4.2. The Company will treat the Client as a Retail Client, Professional Client or Eligible Counterparty, depending on how the Client completes the Application Form and according to the method of categorisation as this method is explained under the title “Client Categorisation” (Appendix II), and by accepting this Agreement the Client accepts application of such method. 4.3. The Client accepts that when categorising the Client and dealing with him, the Company will rely on the accuracy, completeness and correctness of the information provided by the Client in his Application Form and the Client has the responsibility to immediately notify the Company in writing if such information changes. 4.4. The Company has the right to review the Client’s Categorisation and change his Categorisation if this is deemed necessary (subject to Applicable Laws).