The Basic Work Year Clause Samples

The Basic Work Year. For purposes of compensation and workload calculation, the full-time academic work year shall consist of one hundred seventy-one (171) days spread over two semesters. Within this total, each college shall identify and publish an academic calendar that includes class days, test days, and duty days assigned by the administration. Up to two (2) administration-assigned duty days may be scheduled during the summer as a part of the calendar determination process described below. Days not identified for these purposes shall be utilized by instructors for activities necessary for the successful accomplishment of their professional responsibilities. All faculty, regardless of online or onsite assignment(s), are expected to attend administratively assigned duty days on a proportionate basis or take personal leave if they do not attend these days (See joint MSCF/Minnesota State letter –
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The Basic Work Year. For purposes of compensation and workload calculation, the full-time academic work year shall consist of one hundred seventy-one (171) days spread over two semesters. Within this total, each college shall identify and publish an academic calendar that includes class days, test days, and duty days assigned by the administration. Up to two (2) administration-assigned duty days may be scheduled during the summer as a part of the calendar determination process described below. Days not identified for these purposes shall be utilized by instructors for activities necessary for the successful accomplishment of their professional responsibilities. All faculty, regardless of online or onsite assignment(s), are expected to attend administratively assigned duty days on a proportionate basis or take personal leave if they do not attend these days (See joint MSCF/MnSCU letter – Appendix B). The determination of the actual number and configuration of the class, test, and administration- assigned duty days in each semester shall be by agreement of the leadership of the administration and the faculty at each college. Such agreement shall be reached after two (2) meetings or the calendar shall contain the same number and configuration of class, test, and administration assigned duty days as the previous academic year. Before the calendar is finalized, the student leadership shall have the opportunity to review and comment on the proposed calendar.
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The Basic Work Year. For purposes of compensation and workload calculation, the 14 full-time academic work year shall consist of one hundred seventy-one (171) days spread over 15 two semesters. Within this total, each college shall identify and publish an academic calendar 16 that includes class days, test days, and duty days assigned by the administration. Up to two (2) 17 administration-assigned duty days may be scheduled during the summer as a part of the calendar 18 determination process described below. Days not identified for these purposes shall be utilized 19 by instructors for activities necessary for the successful accomplishment of their professional 20 responsibilities. All faculty, regardless of online or onsite assignment(s), are expected to attend 21 administratively assigned duty days on a proportionate basis or take personal leave if they do not 22 attend these days (See joint MSCF/MnSCU letter – Appendix B). 24 The determination of the actual number and configuration of the class, test, and administration- 25 assigned duty days in each semester shall be by agreement of the leadership of the administration 26 and the faculty at each college. Such agreement shall be reached after two (2) meetings or the 27 calendar shall contain the same number and configuration of class, test, and administration 28 assigned duty days as the previous academic year. Before the calendar is finalized, the student 29 leadership shall have the opportunity to review and comment on the proposed calendar.
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The Basic Work Year. For purposes of compensation and workload calculation, the 14 full-time academic work year shall consist of one hundred seventy-one (171) days spread over 15 two semesters. Within this total, each college shall identify and publish an academic calendar 16 that includes class days, test days, and duty days assigned by the administration. Up to two (2) [BT19] - 17 administration assigned duty days may be scheduled during the summer as a part of the 18 calendar determination process described below. Days not identified for these purposes shall be 19 utilized by instructors for activities necessary for the successful accomplishment of their 20 professional responsibilities. 22 The determination of the actual number and configuration of the class, test, and administration- 23 assigned duty days in each semester shall be by agreement of the leadership of the 24 administration and the faculty at each college. Such agreement shall be reached after two (2) 25 meetings or the calendar shall contain the same number and configuration of class, test and 26 administration assigned duty days as the previous academic year. Before the calendar is 27 finalized, the student leadership shall have the opportunity to review and comment on the 28 proposed calendar.
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Related to The Basic Work Year

  • Basic Work Week ‌ a) The basic work week of an employee working full- time shall be forty (40) hours consisting of five eight hour days; b) Daily hours of work shall be consecutive with the exception of rest and meal periods. No split shifts shall be worked; c) Employees shall not work longer than their regular, scheduled work day, unless requested to do so by Management; in which event, additional time will be paid at applicable regular or overtime rates. Employees are required to leave the store as soon as it is reasonable to do so.

  • Work Year The full-time work year for all employees employed in EA and ECE job classes shall be a minimum of 194 work days to correspond with the school year calendar.

  • Base Year The period beginning on 1 April of one year and ending on 31 March of the following year.

  • Modified Work/Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. (b) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (c) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.

  • Early and Safe Return to Work The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her ability to return to work including information regarding any restrictions.