Subsidized Positions Sample Clauses

Subsidized Positions. Effective 1/1/94, Employees who are hired into or who are promoted, or who transfer voluntarily into a position which is subject to subsidy conditioned funding, shall be ineligible to displace another Employee in a reduction in force or when the subsidy is discontinued. Employees in positions which are subject to subsidy conditioned funding shall receive written notice whenever the subsidy is discontinued. Employees who are displaced from positions which are subject to subsidy conditioned funding shall receive preferential consideration for a period not to exceed one year when applying for vacant positions within the bargaining unit as provided above. Preferential consideration shall be given only if there are no qualified bargaining unit members with layoff rights who have applied for the position. The Employee shall be entitled to consideration before a non-bargaining unit member is hired for the vacant position, but in no case shall a candidate be placed in a position where s/he lacks the qualifications and ability to perform the duties of the available position.
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Subsidized Positions. Employees who are hired into, or who are promoted, or who transfer voluntarily into a position which is subject to subsidy conditioned funding, shall be ineligible to displace another Employee in a reduction in force or when the subsidy is discontinued, except as indicated below. Effective with the ratification of the 2004-2008 Agreement, displaced Employees (as described in paragraph 1 of this section) who have attained 10 years of continuous service in the bargaining unit on the date of Article 14 written notification, shall be considered “bump eligible.” Employees in positions which are subject to subsidy conditioned funding shall receive written notice whenever the subsidy is discontinued. Employees with less than 10 years of continuous service in the bargaining unit, who are displaced from positions which are subject to subsidy conditioned funding shall receive preferential consideration for a period not to exceed one year when applying for vacant positions within the bargaining unit as provided above. Preferential consideration shall be given only if there are no qualified bargaining unit members with layoff rights who have applied for the position. The Employee shall be entitled to consideration before a non-bargaining unit member is hired for the vacant position, but in no case shall a candidate be placed in a position where s/he lacks the qualifications and ability to perform the duties of the available position. The rights of employees on layoff, as stated here, shall take precedence over Method 2 hiring guidelines and supervisors will not be able to use the Method 2 mechanisms to refuse recall rights of qualified P&A represented candidates in layoff status.
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Related to Subsidized Positions

  • Employee Contributions Any member of the bargaining unit who is hired on or after September 1, 2010 is eligible to make a voluntary contribution to the City=s Deferred Compensation Plan offered by Ameritas.

  • Voluntary Employee Contributions (a) Subject to the governing rules of the relevant superannuation fund, an Employee may, in writing, authorise their Employer to pay on behalf of the Employee a specified amount from the post- taxation wages of the Employee into the same superannuation fund as the Employer makes the superannuation contributions provided for in clause 24.2. (b) An Employee may adjust the amount the Employee has authorised their Employer to pay from the wages of the Employee from the first of the month following the giving of three months’ written notice to their Employer. (c) The Employer must pay the amount authorised under clauses 24.4(a) or 24.4(b) no later than 28 days after the end of the month in which the deduction authorised under clauses 24.4(a) or 24.4(b) was made.

  • Employee Contribution Eligible employees shall contribute one percent (1%) of their salary on a per pay period basis to the HCSP.

  • Contribution Formula - Basic Life Coverage For employee basic life coverage and accidental death and dismemberment coverage, the Employer contributes one-hundred (100) percent of the cost.

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.05(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.05(a), other than those specified in sections (A) and (B) of subparagraph 17.05(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee's rate of pay and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.05 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance or Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Québec Parental Insurance Plan benefits for the reasons described in subparagraph (a)(i).