Required Positions Sample Clauses

The "Required Positions" clause defines specific roles or job positions that must be filled or maintained within an organization or project. Typically, this clause outlines which positions are mandatory, such as project manager, safety officer, or other key personnel, and may specify qualifications or responsibilities associated with each role. By clearly identifying these essential positions, the clause ensures that the necessary expertise and oversight are present to meet contractual, regulatory, or operational requirements, thereby reducing the risk of non-compliance or project delays.
Required Positions. The Employer will not require an employee utilizing his or her CDL to work more than fifteen (15) consecutive hours without providing a rest period of at least eight (8) consecutive hours.
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Required Positions. 17.3.1 At a minimum, PISOTA shall have staff positions for the following: a principal, at least one assistant principal or administrative intern, a secretary to the principal, a school counselor, a computer analyst, a school nurse, a full-time food service manager, and a building service manager. 17.3.2 The principal shall identify a staff member to serve in the following roles: financial secretary; attendance secretary; testing coordinator; Synergy coordinator; Title IX coordinators (two different staff members, preferably one male and one female); IEP facilitator; and Section 504 coordinator. These staff members may serve other roles as well. CCPS shall provide training for the individuals assigned to these roles. 17.3.3 PISOTA may request assignment of staff to other positions as deemed necessary by the Executive Director and principals for effective school operations.
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Required Positions. Seller shall cause the Company to retain those Company employees necessary and appropriate for operation of the Business and to pay all salaries and benefits owing to such employees. After the Closing, Buyer shall be responsible for salary and benefits of any continuing employees. Seller will cause the Company to maintain properly qualified management personnel in those positions required of a Part 135 certificate holder under FAR § 119.69(a) (sometimes referred to hereinafter as the “Required Positions”) and to pay their costs of employment, including salaries, withholding and other taxes and any benefits, incurred up to the Closing. If the Company elects, for any reason whatsoever, to terminate the employment of any person holding any of the Required Positions prior to Closing, Seller shall consult Buyer concerning that person’s replacement. Buyer shall have no duty, post-Closing, to continue to employ those employees employed by Seller.
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Required Positions. Contractor is required to provide, at a minimum, the following personnel listed in Section 3.1, throughout the Term of this Agreement, unless otherwise approved by the City.
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Required Positions. 17.3.1 At a minimum, PISOTA shall have staff positions for the following: a principal, at least one vice assistant principal or administrative intern, a secretary to the principal, a school counselor, a computer analyst, a school nurse, a full-time food service manager, two food service workers (who may serve in part-time roles), and a building service manager. 17.3.2 The principal shall identify a staff member to serve in the following roles: financial secretary; attendance secretary; testing coordinator; Synergy coordinator; Title IX coordinators (two different staff members, preferably one male and one female); IEP facilitator; and Section 504 coordinator. These staff members may serve other roles as well. CCPS shall provide training for the individuals assigned to these roles. 17.3.3 PISOTA may request assignment of staff to other positions as deemed necessary by the Executive Director and principals for effective school operations.
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Required Positions. The Contractor will provide for program and project support at all levels of the Army Command structure, the following are required roles or responsibilities:
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Related to Required Positions

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether they meet the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.