Within Classification Clause Samples

The 'Within Classification' clause defines the scope or applicability of certain terms, rights, or obligations to specific categories or classes within a broader group. In practice, this clause might specify that particular rules, benefits, or restrictions apply only to members of a designated class, such as employees within a certain job grade or products within a certain quality tier. Its core function is to ensure that contractual provisions are clearly limited to relevant subgroups, thereby preventing ambiguity and ensuring that only intended parties or items are affected by those provisions.
Within Classification. An employee who has received a layoff notice will bump, subject to the following conditions and circumstances. A laid off employee may bump the least senior employee in the same classification in a position in which he/she is considered qualified, regardless of shift and/or status, and work the required hours of the position provided that the employee has greater seniority except that a full-time employee may bump the least senior full-time employee. i. A position vacancy is considered the least senior position for purposes of bumping. If there is more than one vacancy, the employee may choose the position. ii. A casual may not bump a regular part-time or full-time employee. iii. If a vacant position exists and it is a reasonable offer, the employee is required to accept the bump. Failure to accept a reasonable offer of a vacant position is considered a voluntary resignation and the employee will be terminated.
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Within Classification. An employee who has received a layoff notice will bump, subject to the following conditions and circumstances. A laid off employee may bump the least senior employee in the same classification in a position in which he/she is considered qualified, regardless of shift and/or status, and work the required hours of the position provided that the employee has greater MCLAREN GREATER LANSING seniority except that a full-time employee may bump the least senior full-time employee.
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Within Classification. Bump to an equal or lower classification title across the Court in which the employee is serving as long as the employee has more bargaining unit seniority than the employee that they are bumping. The employee shall enter the job at the level at which they are qualified. The employee who is bumped will then be removed from the position.
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Within Classification. A laid off employee shall bump the least senior employee in the same classification in a position in which he/she is considered qualified, regardless of shift while maintaining the same status. An employee whose position in the unit and classification is eliminated shall bump within the classification in the following order: 1. An employee will have the option of bumping: a. the least senior incumbent in the classification regardless of shift while maintaining status; or b. bump into a vacant position within the classification. If there is more than one vacancy, the employee may choose which vacancy. 2. A benefit eligible or non-benefit eligible part-time employee may not bump a full-time employee, but may bump into a full-time vacancy, provided that if a full time employee has been laid off on the same day, the full time employee has first choice of full time vacancies. 3. An on-call or per diem may not bump a benefit eligible regular part time or non-benefit eligible regular part-time or full-time employee. 4. Failure to accept a reasonable offer of a vacant position is considered a voluntary resignation and the employee will be terminated.
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Within Classification. A displaced employee may, without waiting and commensurate with their seniority and ability to perform the task, bump less senior employees within the same classification on any shift. It is the duty of the displaced employee, immediately upon notification of layoff, to inform the shift supervisor of their decision to bump.
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Within Classification. An employee who has received a layoff notice will bump, subject to the following conditions and circumstances. A laid off employee may bump the least senior employee in the same classification in a position in which he/she is considered qualified, regardless of shift and/or status, and work the required hours of the position provided that the employee has greater ▇▇▇▇▇▇ seniority except that a full time employee may bump the least senior full time employee. i. A part-time employee may not bump a full-time employee but may bump into a full time vacancy, provided that if a full time employee has been laid off on the same day the full time employee has first choice of full time vacancies. ii. Effective January 1, 2021, a benefit eligible part-time employee or a non-benefit eligible part-time employee may not bump a full-time employee but may bump into a full-time vacancy, provided that if a full time employee has been laid off on the same day the full time employee has first choice of full time vacancies. In addition, if a benefit eligible part-time employee and a non-benefit eligible part-time employee are laid off on the same day, the benefit eligible part-time employee has first choice on full-time vacancies. iii. Effective January 1, 2021, a non-benefit eligible part-time employee may not bump a benefit eligible part-time employee but may bump into a benefit eligible part-time vacancy, provided that if a benefit eligible part-time employee has been laid off on the same day the benefit eligible part-time employee has first choice of benefit eligible part- time vacancies. iv. A position vacancy is considered the least senior position for purposes of bumping. If there is more than one vacancy the employee may choose the position. v. An on-call or ESP may not bump a regular part-time or full-time employee. vi. If a vacant position exists and it is a reasonable offer, the employee is required to accept the bump. Failure to accept a reasonable offer of a vacant position is considered a voluntary resignation and the employee will be terminated.
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Within Classification. If the layoff of an individual in a classification is necessitated by a reduction or elimination of a position, the affected individual shall be permitted to exercise his/her seniority rights to replace the least senior employee in the same classification (provided the laid-off employee has more seniority and can perform the available work). It is recognized that assignments to a specific position, location or building within a classification shall be at the discretion of the District.
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Within Classification. Bump to an equal or lower progression level within the classification title across the City in which the employee is serving as long as the employee has more bargaining unit seniority than the employee that he/she is bumping. The employee shall enter the job progression at the level at which he/she is qualified. The employee bumped will then be removed from the position.
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Within Classification. An employee who has received a layoff notice will bump, subject to the following conditions and circumstances. A laid off employee may bump the least senior employee in the same classification in a position in which he/she is considered qualified, regardless of shift and/or status, and work the required hours of the position provided that the employee has greater MGL seniority except that a full time employee may bump the least senior full time employee. 1. A part-time employee may not bump a full-time employee but may bump into a full time vacancy, provided that if a full time employee has been laid off on the same day the full time employee has first choice of full time vacancies. 2. Effective January 1, 2021, a benefit eligible part-time employee or a non-benefit eligible part-time employee may not bump a full-time employee but may bump into a full-time vacancy, provided that if a full time employee has been laid off on the same day the full time employee has first choice of full time vacancies. In addition, if a benefit eligible part-time employee and a non-benefit eligible part-time employee are laid off on the same day, the benefit eligible part-time employee has first choice on full-time vacancies.
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Related to Within Classification

  • Job Classification Full-Time and Part-Time (a) When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the Local Union of the same within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or Arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. (b) When the Hospital makes a substantial change during the term of this agreement in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union, to permit the Union to make representation with respect to the appropriate rate of pay. (c) If the matter is not resolved following the meeting with the Union the matter may be referred to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Arbitrator shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. (d) The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • Tax Classification The Series shall elect to be treated as an association taxable as a corporation under Treasury Regulations Section 301.7701-3 with effect for each taxable period of its existence. The Series and each Member shall file all tax returns and shall otherwise take all tax and financial reporting positions in a manner consistent with such treatment. No election will be filed with the Internal Revenue Service (or the tax authorities of any State) to have the Series taxable other than as an association taxable as a corporation for income tax purposes.

  • Changes in Classification The regular wage rate of the employee in effect on July 1 and January 1 will determine his entitlement to Group Life and Accidental Death and Dismemberment coverages as outlined in the schedule contained in Exhibit “B”. Where an employee’s regular duties consist of more than one job, his regular rate shall be deemed to be the average of the rates applicable to such jobs.

  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.