Retention Points Clause Samples

The 'Retention Points' clause defines the specific locations or milestones at which a portion of payment is withheld until certain conditions are met. In practice, this clause typically applies to construction or service contracts, where a percentage of the contract price is retained at various stages—such as after completion of key project phases or upon final delivery—to ensure satisfactory performance and completion of obligations. Its core function is to incentivize the contractor or service provider to fulfill all contractual requirements and to provide the client with financial security against incomplete or defective work.
Retention Points. A. When there are multiple positions in the same class within the layoff unit available, the following procedures for calculating retention points shall be used. 1. Within the layoff unit, employees who have completed the position orientation year shall be ranked on a layoff list based on retention points derived from length of service and evaluations. Employees who work less than full time shall have their retention points determined in proportion to the time worked. Layoff rights extend only to employees who meet the specific qualifications and equivalent FTE ofthe position regardless of their placement on the layoff list. a) One point for each month of continuous employment at the University in the Operational Services Unit. (i) No retention points shall be granted for a month in which the employee was not on the payroll. (ii) The period of leave for active military service in accordance with Chapter 115, F.S. shall count as continuous employment and shall be considered to be at the same level of performance as last evaluated. b) Points for performance as follows: (i) One point for each month of service at the “meets” or “satisfactory” level. (ii) Two points for each month of service at the “above” level. (iii) Three points for each month of service at the “exceeds” or “superior” level. (iv) Any period of service not covered by an evaluation shall be computed as previously evaluated. c) Points shall be deducted for disciplinary action issued after the date of ratification of this collective bargaining agreement, as follows: (i) Two points shall be deducted for each oral reprimand, except, however, only one point shall be deducted for oral reprimands marked “Invalid in accordance with Section 7.3(B).” (ii) Three points shall be deducted for each written reprimand, except, however, only one and a half points shall be deducted for written reprimands marked “Invalid in accordance with Section 7.3(C).” (iii) Four points shall be deducted for each suspension B. After totaling the retention points, layoff shall be in order, beginning with the employee with fewest points. Recall, if it occurs, shall be in order, beginning with the employee with the greatest points. When two or more employees have the same total retention points, preference shall follow the order of the longest University service in the class.
View SourceView Similar (5)
Retention Points a. To determine the displacement of another Employee, retention points shall be computed on the basis of one (1) point for each full month of civil service employment in the applicable Employer except that the service time of classes of Employees whose functions are transferred from one Employer to another Employer through action of the Legislature shall be credited with retention points.
View SourceView Similar (4)
Retention Points. Within the layoff unit, employees with permanent status in the affected class shall be ranked on a layoff list based on retention points derived from length of service and evaluations. Employees who work less than full-time shall have their retention points determined in proportion to the FTE. Layoff rights extend only to employees who meet the specific qualification and equivalent full-time equivalent (FTE) of the position regardless of their placement on the layoff list. Retention points shall be computed as follows: 1. One point for each month of continuous employment including service in the Career Service if employed in the State University System (SUS) on or before June 30, 1986. 2. One point for each month of service meeting performance standards, and two points for each month of service with exemplary performance. 3. Any period of leave for active military service in accordance with Chapter 115, F.S., shall count as continuous employment and shall be considered to be at the same level of performance as last evaluated. 4. Any period of service prior to July 1, 1996, not covered by an evaluation, including periods of service during which no formal employee evaluation program existed, shall be computed as meeting performance standards. After July 1, 1996, performance will be computed as previously evaluated in the absence of a current evaluation. 5. No retention points shall be granted for a month in which the employee was not on the payroll. 6. After totaling the retention points, layoff shall be in order, beginning with the employee with the fewest points. 7. When two or more employees have the same total retention points, preference for retention shall follow the order of the longest University service in the class, Veterans’ preference, and as determined by the President or designee based upon the special qualifications and relevant experience of the employees.
View SourceView Similar (3)
Retention Points. ‌ In addition to service credit, each affected employee will have additional points added to or subtracted from his/her retention points dependent upon his/her most recent annual performance rating according to the following scale: Annual Rating Points Performance Points Below ▇▇ -▇▇ ▇▇-▇▇ -▇ 71-82 00 83-92 +6 93-100 +12
View SourceView Similar (3)
Retention Points. 1. Retention points, reflecting the length of continuous service and efficiency in service for all employees affected by a layoff shall be started with a base of one hundred (100) points. Employees shall receive one (1) point for each pay period of full-time continuous service. 2. Employees hired after January 1, 1991 shall have only their service with the Guernsey County Board of DD counted for calculation of retention points. 3. Should two (2) or more employees have an identical number of retention points, employees having the shortest period of continuous service shall be laid-off first, and if a tie still exists, the tie will be broken by the last digit in the employee’s social security number with nine (9) being high and zero (0) low. If a tie continues you will move to the next to last digit and so on until the tie is broken.
View SourceView Similar (2)
Retention Points. To determine the displacement of another Employee, retention points shall be computed on the basis of one (1) point for each full month of State civil service employment in the applicable jurisdiction except that the service time of classes of Employees whose functions are transferred from one jurisdiction to another jurisdiction through action of the Legislature shall be credited with retention points. Prior service which may have been interrupted by resignation or separation from service shall be creditable. A fraction of a month of service shall be used to break "ties." Service rendered up to the end of the month prior to the month in which the layoff notice is given will be included in the computation. The following periods of leave without pay are creditable for computing retention points: (1) educational; (2) employment with the legislature; (3) loan to other governments; (4) research; (5) industrial injury; (6) United States military service; and (7) temporary service in a duly recognized government Employee organization.
View SourceView Similar (2)
Retention Points. Within the layoff unit, employees with permanent status in the affected class shall be ranked on a layoff list based on retention points derived from length of service and evaluations. Employees who work less than full-time shall have their retention points determined in proportion to the FTE. Layoff rights extend only to employees who meet the specific qualification and equivalent full-time equivalent (FTE) of the position regardless of their placement on the layoff list. Retention points shall be computed as follows: 1. One point for each month of continuous employment including service in the Career Service if employ in the State University System (SUS) on or before June 30, 1986. 2. One point for each month of service meeting performance standards, and two points for each month of service with exemplary performance. 3. Any period of leave for active military service in accordance with Chapter 115, Florida Statutes, shall count as continuous employment and shall be considered to be at the same level of performance as last evaluated. 4. Any period of service prior to July 1, 1996, not covered by an evaluation, including periods of service during which no formal employee evaluation program existed, shall be computed as meeting performance standards. After July 1, 1996, performance will be computed as previously evaluated in the absence of a current evaluation. 5. No retention points shall be granted for a month in which the employee was not on the payroll. 6. After totaling the retention points, layoff shall be in order, beginning with the employee with the fewest points. 7. When two or more employees have the same total retention points, preference for retention shall follow the order of the longest University service in the class, Veterans’ preference, and as determined by the President or designee based upon the special qualifications and relevant experience of the employees.
View SourceView Similar (2)
Retention Points. In the event of a layoff, the displacement or termination of services of an Employee shall be based on the Employee's total continuous creditable service within the Employee's applicable governmental jurisdiction but not excluding the combined service time of classes of Employees whose functions are transferred from one jurisdiction to another through action of the legislature. Except for Employees who are laid off and rehired within one (1) year, service prior to separation from service with the Employer is not creditable, in which case, creditable service shall begin on the date of the Employee's return to service. Retention points shall be computed on the basis of one point for each full month of employment in the applicable jurisdiction, including service in another jurisdiction prior to any transfer of the Employee's position to the applicable jurisdiction through legislative action. A fraction of a month of service shall be used to break "ties." Service rendered up to the day prior to the day on which layoff is to take place will be included in the computation. The following periods of leaves without pay are creditable for computing retention points: (1) educational; (2) employment with the legislature; (3) loan to other governments; (4) research; (5) industrial injury; (6) United States military service; (7) temporary service in a duly recognized government Employee union; and (8) illness.
View SourceView Similar (2)
Retention Points. Computation of retention points for continuous full-time service shall be made by crediting each exempt employee with one retention point for each bi-weekly pay period of continuous service. Seniority – The total number of pay periods during which an employee held or had a right to return to a bargaining unit position, including periods of absence resulting from suspension, leaves of absence whether paid or unpaid, disability leave, leave for periods of Workers’ Compensation (up to 3 years), and layoff (for as long as the employee remains on the recall list). Voluntary Cost Saving (VCS) Program – a strictly voluntary program that offers a full-time, permanent employee two (2) options; a reduction of hours and/or an unpaid leave of absence which allows the reduction of employee salary costs for OOD as long as customer service requirements are maintained.
View Source

Related to Retention Points

  • Number Resources, Rate Center Areas and Routing Points 13.1 Nothing in this Agreement shall be construed to limit or otherwise adversely affect in any manner either Party’s right to employ or to request and be assigned any Central Office Codes (“NXX”) pursuant to the Central Office Code Assignment Guidelines and any relevant FCC or Commission orders, as may be amended from time to time, or to establish, by Tariff or otherwise, Rate Center Areas and Routing Points corresponding to such NXX codes. 13.2 It shall be the responsibility of each Party to program and update its own switches and network systems pursuant to information provided on ASRs as well as the LERG in order to recognize and route traffic to the other Party’s assigned NXX codes. Except as expressly set forth in this Agreement, neither Party shall impose any fees or charges whatsoever on the other Party for such activities. 13.3 Unless otherwise required by Commission order, the Rate Center Areas will be the same for each Party. During the term of this Agreement, Onvoy shall adopt the Rate Center Area and Rate Center Points that the Commission has approved for Frontier within the LATA and Tandem serving area. Onvoy shall assign whole NPA-NXX codes to each Rate Center Area unless otherwise ordered by the FCC, the Commission or another governmental entity of appropriate jurisdiction, or the LEC industry adopts alternative methods of utilizing NXXs. 13.4 Onvoy will also designate a Routing Point for each assigned NXX code. Onvoy shall designate one location for each Rate Center Area in which the Onvoy has established NXX code(s) as the Routing Point for the NPA-NXXs associated with that Rate Center Area, and such Routing Point shall be within the same LATA as the Rate Center Area but not necessarily within the Rate Center Area itself. Unless specified otherwise, calls to subsequent NXXs of Onvoy will be routed in the same manner as calls to ▇▇▇▇▇’s initial NXXs. 13.5 Notwithstanding anything to the contrary contained herein, nothing in this Agreement is intended, and nothing in this Agreement shall be construed, to in any way constrain Onvoy’s choices regarding the size of the local calling area(s) that Onvoy may establish for its Customers, which local calling areas may be larger than, smaller than, or identical to Frontier’s local calling areas.

  • EPP service availability Refers to the ability of the TLD EPP servers as a group, to respond to commands from the Registry accredited Registrars, who already have credentials to the servers. The response shall include appropriate data from the Registry System. An EPP command with “EPP command RTT” 5 times higher than the corresponding SLR will be considered as unanswered. If 51% or more of the EPP testing probes see the EPP service as unavailable during a given time, the EPP service will be considered unavailable.

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Delivery Points ‌ Project water made available to the Agency pursuant to Article 6 shall be delivered to the Agency by the State at the delivery structures established in accordance with Article 10.

  • Interconnection Customer Compensation If the CAISO requests or directs the Interconnection Customer to provide a service pursuant to Articles 9.6.3 (Payment for Reactive Power) or 13.5.1 of this LGIA, the CAISO shall compensate the Interconnection Customer in accordance with the CAISO Tariff.