Applicable to all Regions. (i) Employees unable to work due to legitimate illness, material shortage, job site conditions, or inclement weather shall receive their board and room or daily allowance during the period such circumstances where an employee cannot leave his temporary accommodation continue up to a maximum of three (3) days. If an employee who is being provided with subsistence allowance chooses to leave a jobsite prior to the normal quitting time without receiving consent from his employer, the employee will receive a prorated amount of subsistence based upon the number of hours the employee worked in the work day, compared to the regularly scheduled hours of work for the day. If the employee leaves prior to the normal quitting time with the consent of the employer they will receive the normal daily subsistence allowance for that day.
Applicable to all Regions. (i) Employees unable to work due to legitimate illness, material shortage, job-site conditions, or inclement weather shall receive their board and room or daily allowance.
Applicable to all Regions. (i) Employees unable to work due to legitimate illness, material shortage, job site conditions, or inclement weather and for whom it is not practical to return to their respective primary Alberta residence (or the Union Hall in the case of non-Alberta residents) shall receive their board and room or daily allowance for those work days they were scheduled to work, during the period such circumstances continue, up to a maximum of three (3) days. If an Employee who is being provided with subsistence allowance chooses to leave a jobsite prior to the normal quitting time without receiving consent from their Employer, the Employee will receive a prorated amount of subsistence based upon the number of hours the Employee worked in the work day, compared to the regularly scheduled hours of work for the day. If the Employee leaves prior to the normal quitting time with the consent of the Employer they will receive the normal daily subsistence allowance for that day.
Applicable to all Regions. (i) • Employees unable to work due to legitimate illness, material shortage, job-site conditions, or inclement weather and for whom it is not practical to return to their respective primary Alberta residences, shall receive their board and room or daily allowance for those work days that they were scheduled to work (or other days as set out in 11.04 (b)). • To be eligible for board and room or daily allowance in these circumstances Employees must have been unable to return to their primary Alberta residence due to the medical, work , site or weather conditions. • In the event return to the Employee’s primary Alberta residence becomes reasonably possible and prudent, the entitlement to subsistence allowance shall cease. • It is expected that circumstances to which this provision applies will be of short duration. • For the purposes of this Article, for an Employee who does not maintain a primary residence in Alberta, that Employee’s primary residence shall be deemed to be Edmonton or Calgary, which ever is nearest.
Applicable to all Regions. (i) Employees unable to work due to legitimate illness, material shortage, job-site conditions, or inclement weather, and for whom it is not practical to return to their respective primary Alberta residences, shall receive their board and room or daily allowance for those work days that they were scheduled to work (or other days as set out in Article 11.05(b)).
Applicable to all Regions. (i) Employees unable to work due to legitimate illness, material shortage, job site conditions, or inclement weather and for whom it is not practical to return to their respective primary Alberta residence shall receive their board and room or daily allowance for those days they were scheduled to work, during the period such circumstances continue, up to a maximum of three (3) days.
Applicable to all Regions. (i) Employees unable to work due to legitimate illness, material shortage, job-site conditions, or inclement weather, and for whom it is not practical to return to their respective primary Alberta residences, shall receive their board and room or daily allowance for those work days that they were scheduled to work. To be eligible for board and room or daily allowance in these circumstances the Employee must have been unable to return to his primary Alberta residence due to the medical, work, site or weather conditions. In the event return to the employee’s primary Alberta residence becomes reasonably possible and prudent, the entitlement to subsistence allowance shall cease. It is expected that circumstances to which this provision applies will be of short duration. For the purposes of this Article, for an employee who does not maintain a primary residence in Alberta, that employee’s primary Alberta residence shall be deemed to be Edmonton or Calgary, whichever is the nearest.
Applicable to all Regions. (i) Employees unable to work due to legitimate illness, material shortage, job site conditions, or inclement weather shall receive their board and room or daily allowance during the period such circumstances continue where an employee cannot leave his temporary accommodation, up to a maximum of three (3) days.
Applicable to all Regions. Employees unable to work due to legitimate illness, material shortage, job-site conditions, or inclement weather shall receive their board and room or daily allowance. Employees unable to work subject to any of the above stated conditions must remain at the accommodation paid for by the Employer to be eligible for board and room or daily allowance and further, where the Employee is unable to work due to illness he must also provide a doctor’s note confirming such illness. Employees who leave the job prior to the end of shift without the consent of the Employer will not be entitled to per diem for the day. Employees who leave the job prior to the end of shift with the consent of the Employer will be entitled to a full day per diem if at least one half of the shift is worked. Employees who leave the job prior to the end of the shift with the consent of the Employer will be entitled to one half day’s per diem if less than one half of the shift is worked.
