Common use of Regular Employees Clause in Contracts

Regular Employees. (Except those who may be eligible for longevity steps.) (a) Regular employees shall be evaluated within six (6) pay periods prior to the step advance eligibility date. If the employee receives an evaluation with an overall rating of at least “Meets Job Standards,” the employee shall receive the step advance on their step advance eligibility date. (b) If the employee receives an evaluation after the step advance eligibility date and the overall rating is at least “Meets Job Standards,” the employee shall receive the merit advancement retroactive to the original step advance eligibility date. (c) If the employee receives an evaluation with an overall rating of “Below Job Standards” or “Unsatisfactory,” the step advance may be denied or suspended as follows: (1) If the supervisor had given the employee written notice of inadequate work performance at least three (3) pay periods prior to the employee’s receipt of the Work Performance Evaluation and the employee received an overall rating of “Below Job Standards” or “Unsatisfactory,” the employee’s merit advancement shall be denied. (2) If the supervisor had not given the employee such notice, the merit advancement shall be held in abeyance. In this case, the supervisor must re-evaluate the employee after three (3) pay periods following the original evaluation. If the new evaluation indicates the employee is “Below Job Standards” or “Unsatisfactory,” the step shall be denied. If the new evaluation indicates the employee is “Meeting” or “Exceeding Job Standards,” the step shall be granted, retroactive to the original advance eligibility date. If the employee is not re-evaluated by the end of the fourth (4th) complete pay period following the original “Below Job Standards” (or “Unsatisfactory”) evaluation, the employee shall be deemed to be meeting job standards and shall be granted the merit advancement retroactive to the original step advance eligibility date. (d) In cases where no Work Performance Evaluation is filed by the nurse’s step due date, a nurse should contact the department Payroll Specialist or Office Specialist, as appropriate, who shall contact the immediate supervisor to complete the Work Performance Evaluation within fifteen (15) working days. If the evaluation is not completed within this time frame, the nurse shall submit a written request to the department Human Resources Officer to direct the completion of the evaluation. If the Work Performance Evaluation is not completed within thirty (30) days, the nurse shall be granted the merit step increase retroactive to the original step advance eligibility date.

Regular Employees. (Except those who may be eligible for longevity steps.) (a) Regular employees shall be evaluated within six (6) pay periods prior to the step advance eligibility date. If the employee receives an evaluation with an overall rating of at least “Meets Job Standards,” the employee shall receive the step advance on their step advance eligibility date. (b) If the employee receives an evaluation after the step advance eligibility date and the overall rating is at least “Meets Job Standards,” the employee shall receive the merit advancement retroactive to the original step advance eligibility date. (c) If the employee receives an evaluation with an overall rating of “Below Job Standards” or “Unsatisfactory,” the step advance may be denied or suspended as follows: (1) If the supervisor had given the employee written notice of inadequate work performance at least three (3) pay periods prior to the employee’s receipt of the Work Performance Evaluation and the employee received an overall rating of “Below Job Standards” or “Unsatisfactory,” the employee’s merit advancement shall be denied. (2) If the supervisor had not given the employee such notice, the merit advancement shall be held in abeyance. In this case, the supervisor must re-evaluate the employee after three (3) pay periods following the original evaluation. If the new evaluation indicates the employee is “Below Job Standards” or “Unsatisfactory,” the step shall be denied. If the new evaluation indicates the employee is “Meeting” or “Exceeding Job Standards,” the step shall be granted, retroactive to the original advance eligibility date. If the employee is not re-evaluated by the end of the fourth (4th) complete pay period following the original “Below Job Standards” (or “Unsatisfactory”) evaluation, the employee shall be deemed to be meeting job standards and shall be granted the merit advancement retroactive to the original step advance eligibility date. (d) In cases where no Work Performance Evaluation is filed by the nurse’s step due date, a nurse should contact the department Payroll Specialist or Office Specialist, as appropriate, who shall contact the immediate supervisor to complete the Work Performance Evaluation within fifteen (15) working days. If the evaluation is not completed within this time frame, the nurse shall submit a written request to the department Human Resources Officer to direct the completion of the evaluation. If the Work Performance Evaluation is not completed within thirty (30) days, the nurse shall be granted the merit step increase retroactive to the original step advance eligibility date.)

Regular Employees. (Except those who may be eligible for longevity steps.) (a) Regular employees shall be evaluated within six (6) pay periods prior to the step advance eligibility date. If the employee receives an evaluation with an overall rating of at least “Meets Job Standards,” the employee shall receive the step advance on their step advance eligibility date. (b) If the employee receives an evaluation after the step advance eligibility date and the overall rating is at least “Meets Job Standards,” the employee shall receive the merit advancement retroactive to the original step advance eligibility date. (c) If the employee receives an evaluation with an overall rating of “Below Job Standards” or “Unsatisfactory,” the step advance may be denied or suspended as follows: (1) If the supervisor had given the employee written notice of inadequate work performance at least three (3) pay periods prior to the employee’s receipt of the Work Performance Evaluation and the employee received an overall rating of “Below Job Standards” or “Unsatisfactory,” the employee’s merit advancement shall be denied. (2) If the supervisor had not given the employee such notice, the merit advancement shall be held in abeyance. In this case, the supervisor must re-evaluate the employee after three (3) pay periods following the original evaluation. If the new evaluation indicates the employee is “Below Job Standards” or “Unsatisfactory,” the step shall be denied. If the new evaluation indicates the employee is “Meeting” or “Exceeding Job Standards,” the step shall be granted, retroactive to the original advance eligibility date. If the employee is not re-evaluated by the end of the fourth (4th) complete pay period following the original “Below Job Standards” (or “Unsatisfactory”) evaluation, the employee shall be deemed to be meeting job standards and shall be granted the merit advancement retroactive to the original step advance eligibility date. (d) In cases where no Work Performance Evaluation is filed by the nurse’s step due datefiled, a nurse an employee should contact the department Payroll Specialist or Office Specialist, as appropriatesupervisor, who shall contact the immediate supervisor to must complete the Work Performance Evaluation within fifteen (15) working days. If and file the evaluation is not completed within this time frame, the nurse shall submit a written request to the department Human Resources Officer to direct the completion of the evaluation. If the Work Performance Evaluation is not completed within thirty five (30) days, the nurse shall be granted the merit step increase retroactive to the original step advance eligibility date.5)

Regular Employees. The priority of a regular part-time Mailer shall be determined solely on the basis of service in this classification following satisfactory completion of period. shall be determined solely on the basis of er service in fol period. lowing satisfactory completion of The priority of a regular part-time Machine Inserter shall be determined solely on the of service in this classification following satisfactory completion of priority of a regular part-time Manual Inserter shall be determined solely on the of service in this following satisfactory completion of The priority of an employee employed in any other existing or introduced during the term of this shall be determined solely on the of in this classification following satisfactory completion of probationary period. make themselves to work five shifts per shall be the employee's suitability,ability or to the work of a and as provided in this Agreement, an employee s priority shall determine his entitlement in to the effects of any staff selection and vacation The Employer shall maintain separate lists as to seniority and t of the employees to in Article in of the classifications of employees (Mailer,Preparation Clerk, Machine Inserter and any new which might during the team of this and in regular part-time) of such employees. Except those who as may be eligible for longevity steps.) provided elsewhere in this Agreement the straight time shall of hours week made up of five (a5) Regular employees shall be evaluated within six (6) pay periods prior to the step advance eligibility date. If the employee receives an evaluation with an overall rating shifts of at least “Meets Job Standards,” the employee shall receive the step advance on their step advance eligibility date. (b) If the employee receives an evaluation after the step advance eligibility date and the overall rating is at least “Meets Job Standards,” the employee shall receive the merit advancement retroactive to the original step advance eligibility date. (c) If the employee receives an evaluation with an overall rating seven working hours exclusive of “Below Job Standards” or “Unsatisfactory,” the step advance may be denied or suspended a meal period of minutes as follows: (1) If the supervisor had given the employee written notice of inadequate work performance at least three (3) pay periods prior to the employee’s receipt of the Work Performance Evaluation and the employee received an overall rating of “Below Job Standards” or “Unsatisfactory,” the employee’s merit advancement shall be denied. (2) If the supervisor had not given the employee such notice, the merit advancement shall be held in abeyance. In this case, the supervisor must re-evaluate the employee after three (3) pay periods following the original evaluation. If the new evaluation indicates the employee is “Below Job Standards” or “Unsatisfactory,” the step shall be denied. If the new evaluation indicates the employee is “Meeting” or “Exceeding Job Standards,” the step shall be granted, retroactive to the original advance eligibility date. If the employee is not re-evaluated designated by the end of the fourth (4th) complete pay period following the original “Below Job Standards” (or “Unsatisfactory”) evaluation, the Employer. An employee shall be deemed entitled to be meeting job standards and an unpaid lunch period at a time designated by the Employer, which shall be granted posted at the merit advancement retroactive start of the shift. The lunch be scheduled to commence not earlier than two hours and not later than five (5) hours after the original step advance eligibility date. (d) In cases where no Work Performance Evaluation is filed employee's posted shift starting time. The stated lunch period may be delayed by the nurse’s step due date, a nurse should contact the department Payroll Specialist or Office Specialist, as appropriate, who shall contact the immediate supervisor to complete the Work Performance Evaluation within fifteen (15) working daysminutes. If If, due to the evaluation necessity of maintaini f n pro continuity and if an employee agrees to work lunch period, the Employer make every effort to provide within the shift, a continuous thirty-minute lunch period as close to the designated time as possible or, if that is not completed possible and the employee works through a complete shift without a lunch the Employer pay the employeean additionalone-half hour's pay at the overtime rate. em For Mailing Room at the Street Room, a day defined as a shift the time hours of which start and between the hours of a.m. and a night shift shall be defined as a shift the straight time hours of which start and end between and a.m.; a lobster shift shall be defined as a shift the straight time hours of which in the day shift hours and end in the night shift hours, or start in the night shift hours and end in the day hours. Individual times for regular full-time on any given shall be by the Employer and posted. Such posted starting times (not the same each day) remain in effect for five e as provided hereinafter, or as may be by mutual a for a r full-timeemployee shall consist of either five (5) day five (5) first night shifts, or five ( 5) second night shifts. The number of employees assigned to any shift on a regular at any given time shall be at the of the but the assignment of shifts to regular be made on the of priority within this time framethe Room in which that employeenormally At least one week's notice (or less, by consent) be given of any change in shift from day to night or night to day, or from day or night to or vice versa. The Employer will endeavour to provide relief when work requirements permit, but it is understood and agreed that relief be at the nurse shall submit a written request sole of the Employer. Subject to the department Human Resources Officer or of any or of this no employee may be by Employer to direct work than one shift during a calendar day and each shall be entitled to at least one between shifts. These limitations are not to apply in the completion event that an employee works extra shifts for which was not scheduled. A Mailing Room employee who reports late and who is not sent home shall be only for time worked and shall not be entitled to overtime pay until shall have worked the normal straight time hours of the evaluationunless the employee's accepts the employee's for lateness as and specifically agrees that pay at the overtimerate shall be paid. If The Employer agrees that a Room employee who reports but is ready and able to commence work not more than one (1) hour after scheduled shift starting time shall be permitted to work for the Work Performance Evaluation balance of that scheduled shift. The Employer have the option of requiring any employee who reports late and is not completed ready and able to commence work within thirty one (301) dayshour of scheduled shift starting time to work the balance of the shift, the nurse but shall be granted obligation to allow such work or to make any to such employee who not required to work Nothing herein shall preclude or limit the merit step increase retroactive Employer's rights to the original step advance eligibility datedisciplineany employeefor absenteeism or lateness. The Employer shall compensate for all authorized in quarter- hour units.

Regular Employees. (Except those who may be eligible for longevity steps.) (a) Regular employees shall be evaluated within six (6) pay periods prior to the step advance eligibility date. If the employee receives an evaluation with an overall rating of at least “Meets Job Standards,” the employee shall receive the step advance on their step advance eligibility date. (b) If the employee receives an evaluation after the step advance eligibility date and the overall rating is at least “Meets Job Standards,” the employee shall receive the merit advancement retroactive to the original step advance eligibility date. (c) If the employee receives an evaluation with an overall rating of “Below Job Standards” or “Unsatisfactory,” the step advance may be denied or suspended as follows: (1) If the supervisor had given the employee written notice of inadequate work performance at least three (3) pay periods prior to the employee’s receipt of the Work Performance Evaluation and the employee received an overall rating of “Below Job Standards” or “Unsatisfactory,” the employee’s merit advancement shall be denied.be (2) If the supervisor had not given the employee such notice, the merit advancement shall be held in abeyance. In this case, the supervisor must re-evaluate the employee after three (3) pay periods following the original evaluation. If the new evaluation indicates the employee is “Below Job Standards” or “Unsatisfactory,” the step shall be denied. If the new evaluation indicates the employee is “Meeting” or “Exceeding Job Standards,” the step shall be granted, retroactive to the original advance eligibility date. If the employee is not re-evaluated by the end of the fourth (4th) complete pay period following the original “Below Job Standards” (or “Unsatisfactory”) evaluation, the employee shall be deemed to be meeting job standards and shall be granted the merit advancement retroactive to the original step advance eligibility date. (d) In cases where no Work Performance Evaluation is filed by the nurse’s step due date, a nurse should contact the department Payroll Specialist or Office Specialist, as appropriate, who shall contact the immediate supervisor to complete the Work Performance Evaluation within fifteen (15) working days. If the evaluation is not completed within this time frame, the nurse shall submit a written request to the department Human Resources Officer to direct the completion of the evaluation. If the Work Performance Evaluation is not completed within thirty (30) days, the nurse shall be granted the merit step increase retroactive to the original step advance eligibility date.

Regular Employees. (Except those who may be eligible for longevity steps.) (a) Regular The Union and affected employees shall be evaluated within six given at least twenty-one (621) calendar days’ notice of layoff or will receive pay periods in lieu of notice for all scheduled days in that twenty-one (21) day period except for unforeseeable conditions preventing such notice which are beyond the Employer’s control. Upon mutual agreement, the Employer may release employees prior to the step advance eligibility dateend of the twenty-one (21) day period with no obligation to continue to pay them. ▇▇▇▇▇▇ will also provide the Union with a list of bargaining unit employees subject to layoff, a seniority roster and a listing of any vacant bargaining unit positions. The listing of vacant positions shall include department and unit, employment status (FTE or budgeted/approved hours), and shift. Upon request, the Employer and the Union will meet as soon as possible after ▇▇▇▇▇▇ provides notice of the layoff(s) for the purpose of reviewing employees subject to the layoff, the seniority roster, vacant bargaining unit positions, and the order of layoff, provided that such meeting shall not delay the layoffs. If there are no vacancies, an employee may displace the least senior employee receives an evaluation with an overall rating of at least “Meets Job Standards,” within the employee shall receive the step advance on their step advance eligibility date. (b) If the employee receives an evaluation after the step advance eligibility date and the overall rating is at least “Meets Job Standards,” the employee shall receive the merit advancement retroactive to the original step advance eligibility date. (c) If the employee receives an evaluation with an overall rating of “Below Job Standards” or “Unsatisfactory,” the step advance may be denied or suspended as follows: (1) If the supervisor had given the employee written notice of inadequate work performance at least three (3) pay periods prior to the employee’s receipt of the Work Performance Evaluation and the employee received an overall rating of “Below Job Standards” or “Unsatisfactory,” the employee’s merit advancement shall be denied. (2) If the supervisor had not given the employee such notice, the merit advancement shall be held in abeyance. In this case, the supervisor must re-evaluate the employee after three (3) pay periods following the original evaluation. If the new evaluation indicates same job classification for which the employee is “Below Job Standards” or “Unsatisfactory,” qualified. Employees who have been displaced through the step bumping procedure will have the same rights as those affected by an initial layoff decision, as described above, except that they will have no right to bump any other employees. They also shall be deniedentitled to only seven (7) days’ notice of layoff. If Employees who are subject to layoff as a result of displacement will be given at least seven (7) calendar days’ notice of layoff. For the new evaluation indicates purposes of this Article, an employee shall have up to a 20-day period to demonstrate that he/she can perform the employee is “Meeting” or “Exceeding Job Standards,” duties of the step position he/she elects in lieu of layoff. Further, qualified/qualifications shall be grantedmean the necessary skills, retroactive education, certifications, and/or credentials minimally required to perform the original advance eligibility dateduties of the position. If the employee is not re-evaluated by unsuccessful in meeting the end of necessary skills needed to perform the fourth (4th) complete pay period following the original “Below Job Standards” (or “Unsatisfactory”) evaluationposition, the employee shall be deemed to be meeting job standards and shall be granted the merit advancement retroactive to the original step advance eligibility datehe/she may elect severance. (d) In cases where no Work Performance Evaluation is filed by the nurse’s step due date, a nurse should contact the department Payroll Specialist or Office Specialist, as appropriate, who shall contact the immediate supervisor to complete the Work Performance Evaluation within fifteen (15) working days. If the evaluation is not completed within this time frame, the nurse shall submit a written request to the department Human Resources Officer to direct the completion of the evaluation. If the Work Performance Evaluation is not completed within thirty (30) days, the nurse shall be granted the merit step increase retroactive to the original step advance eligibility date.