Supervisory Position Sample Clauses

The Supervisory Position clause defines the authority and responsibilities of an individual or entity tasked with overseeing certain aspects of a project, department, or contractual relationship. Typically, this clause outlines the scope of supervision, such as managing staff, ensuring compliance with policies, or reporting on progress, and may specify the limits of decision-making power. Its core function is to establish clear lines of oversight and accountability, thereby preventing confusion regarding leadership roles and ensuring effective management within the organization or agreement.
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Supervisory Position. Project Manager shall be employed by the Technical Expert and be an expert in applying the NEPA process to transportation projects. PM shall have project experience in implementing the NEPA process for five (5) transportation or non-transportation projects within the last seven (7) years. Project experience shall include experience actually managing and directing NEPA implementation or administering a contract for transportation activities, not managing an agency or organization performing such activities. To count toward qualifications, NEPA document review or direct supervision of NEPA implementation shall have been the primary job function and shall have been performed as an in-house employee (not contractor or subcontractor) of an institution, firm, or agency subject to NEPA compliance. The PM shall have either a bachelor’s degree and six (6) years of related transportation experience or a master’s degree and four (4) years of related transportation experience. Additional experience or education may be considered. Project management Professional head of the team Direct the professional staff and manage the contract Provide project oversight to keep project on schedule and under budget; prepare budget, schedule of work, and approve work authorization Review/approve reports and response actions before submittal to TxDOT and oversee the overall QA/AC process Directs data review and analysis Perform periodic site inspections Obtain permission for off-site access when written in a work authorization.
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Supervisory Position. An Employee who removes himself from the Bargaining Unit, by accepting a permanent job outside the Bargaining Unit shall cease accruing any further seniority in the Bargaining Unit. If such Employee is returned as the result of a force reduction, reorganization or demoted by mutual agreement with his supervisor, that Employee shall begin accruing seniority utilizing the seniority date the Employee had at the time he left the Bargaining Unit. However, if such Employee does return to the Bargaining Unit within sixty (60) calendar days, he will be reinstated to the position from which he was promoted out of with no loss of seniority. If the Company elects to fill the position vacated, it will be filled in accordance with this Article 7. After sixty (60) calendar days, the Employee utilizing his adjusted seniority date will be placed in the Bargaining Unit according to the language contained in Section 3 Promotions, Layoffs and Recalls.
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Supervisory Position. A Chief Pilot or a Chief Flight Engineer and any position above the position of Chief Pilot or a Chief Flight Engineer which requires the person holding such position to be a qualified licensed commercial Pilot or hold a Flight Engineer licence.
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Supervisory Position. The first step of that position or an additional 7.5%, whichever is higher, except that in no case shall the base salaryrate exceed the top step for the higher range.
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Supervisory Position. An employee who removes himself from the bargaining unit by accepting a permanent job outside the bargaining unit shall lose all seniority status in the bargaining unit.
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Supervisory Position. Project Manager shall be employed by the Technical Expert Project management and be an expert in applying the NEPA process to Professional head of the team transportation projects. PM shall have project experience in Direct the professional staff and manage implementing the NEPA process for five transportation or non- the contract transportation projects within the last seven years (i.e., from Provide project oversight to keep project June 2010 through June 2017). Project experience shall on schedule and under budget; prepare include experience actually managing and directing NEPA budget, schedule of work, and approve implementation or administering a contract for transportation work authorization activities, not managing an agency or organization performing Review/approve reports and response such activities. To count toward qualifications, NEPA document actions before submittal to TxDOT and review or direct supervision of NEPA implementation shall have oversee the overall QA/AC process been the primary job function and shall have been performed as Directs data review and analysis an in-house employee (not contractor or subcontractor) of an Perform periodic site inspections institution, firm, or agency subject to NEPA compliance. The Obtain permission for off-site access when PM shall have either a bachelor’s degree and six years of written in a work authorization. related transportation experience or a master’s degree and four years of related transportation experience. Additional experience or education may be considered. NEPA Specialist II must have participated in the writing of a minimum of two environmental documents in the past two years (i.e.,from June 2015 through June 2017) for transportation projects which were approved as CEs, EAs, or ▇▇▇▇. Additional duties include: perform environmental-related work activities and provide high-level expertise and technical support for multi- discipline areas of complex environmental studies for clearance of transportation activities. Bachelor’s degree in natural, physical/environmental sciences, history, architectural history or a related field and at least seven years progressively responsible transportation experience. Graduate level education may be substituted for experience on a year per year basis. Directs data collection, review, and analysis Report preparation NEPA document review May serve as a professional head of a team May perform QA/QC Performs periodic site inspections Community Impact Analysis...
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Related to Supervisory Position

  • Supervisor Within ten (10) business days from the occurrence of the matter on which a complaint is based, or within ten (10) business days from his/her knowledge of such occurrence, an employee shall file a formal written grievance. Three copies of the departmental grievance form shall be completed by the employee stating the nature of the grievance and the remedy requested from his/her departmental Management. The employee shall submit two copies to his/her immediate supervisor and retain the third copy.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • Supervisors Working (a) The Employer agrees that the function of supervisors is the supervision of Employees and not the performance of the work of the employees they supervise. Accordingly, the Employer agrees that supervisors or other employees of the Employer who are not members of the bargaining unit shall not perform any bargaining unit work, except to train employees or demonstrate safety, or as otherwise provided in the applicable Supplement, Rider or Addendum. However, in the case of Acts of God, supervisors shall comply with the procedures in subsections (b) and (c) and may only perform bargaining unit work until bargaining unit employees are available. The Employer shall make every reasonable effort to maintain a sufficient workforce to staff its operations with bargaining unit employees. The Employer also agrees that supervisors or other employees of the Employer who are not members of the bargaining unit shall not perform bargaining unit work in preparing the work areas before the start of the Employer’s hub, preload or reload operation, nor shall the Employer send any bargaining unit employee home and then have such employee’s work performed by a supervisor or other employees of the Employer who are not a member of the bargaining unit. (b) When additional employees are necessary to complete the Employer’s operations on any shift or within any classification, the supervisor shall exhaust all established local practices to first use bargaining unit employees including where applicable, double shifting, early call-in, and overtime. (c) If there is no established local practice, the following shall apply with regard to inside work. Within each building, each operation will maintain appropriate list(s), by seniority, of those part-time employees requesting coverage work. It will be the employees’ responsibility to sign up on the appropriate list. The Company shall post such lists and employees who are interested in adding their names to the lists shall do so on the first working day of each month. It will be the employee’s responsibility to make sure his/her their contact information is correct. Employees who are unavailable to work on three (3) separate occasions within a calendar month shall have their names removed from the coverage list. Those employees shall be eligible to re-sign the list the following month. When coverage work is available, the Company will use the appropriate list to fill the required positions, and such employees will work as assigned. The employee must be qualified for the available work and double shift employees shall have seniority among themselves. No employee is allowed to work more than two (2) shifts in any twenty-four (24) hour period. Local call verification practices and procedures shall remain in place. Nothing contained in this Section shall change existing practices or procedures covering full-time work. (d) If it is determined at any step of the grievance and/or arbitration procedure that this Section, or a “supervisor working” provision in a Supplement, Rider or Addendum, has been violated, the aggrieved employee will be paid as follows: (i) if the actual hours worked by the supervisor amounts to two (2) hours or less, the aggrieved employee will be paid for the actual hours worked by the supervisor at the rate of double time the employee’s rate of pay at the time of the incident; or (ii) if the supervisor works more than two (2) hours, the aggrieved employee shall be paid four (4) hours at straight time or actual hours worked at double time the employee’s rate of pay at the time of the incident, whichever is greater. If no aggrieved employee can be identified, the payment will be made to the grievant. Such remedy shall be in addition to any other remedies sought by the Union in the appropriate grievance procedure. If a Supplement, Rider, or Addendum does not have a provision requiring notice to the ▇▇▇▇▇▇▇ when a supervisor works the following shall be incorporated: “In the event a supervisor does perform bargaining unit work, the Employer shall notify the appropriate shop ▇▇▇▇▇▇▇ as soon as possible.” In the event that any individual supervisor is found to be in violation of the first paragraph of this Subsection three (3) times in any nine (9) month rolling period, the grievance shall be paid at triple quadruple time the employee’s rate of pay for the hours specified in the first paragraph of this subsection.

  • Labour Management Relations Committee In recognition of the mutual benefits of open communications and on-going consultation between the faculty and the employer, the Labour/Management Relations Committee will meet on a regular basis and have equal representation for the Union and the Employer. The LMRC will serve as an open forum for the free and candid discussion of matters of mutual concern to faculty members and management.

  • Supervisory Employees ‌ For the purposes of this Article, the parties agree that Supervisory positions are those that are not excluded under Article 2.0 above and that satisfy the following criteria: a) Employees on Salary Schedule 01 who under Plan A "Nature of Supervision" have either Degree 3 (or higher) or its equivalent; b) Employees on Schedules 02 or 03 on condition they normally supervise other employees.