Aboriginal and Xxxxxx Xxxxxx Islander Cultural and Ceremonial Leave Sample Clauses

Aboriginal and Xxxxxx Xxxxxx Islander Cultural and Ceremonial Leave. Employees who identify as being of Aboriginal or Xxxxxx Xxxxxx Islander descent shall be entitled to up to three (3) days paid leave per calendar year, and leave without pay up to a maximum of ten working days per calendar year for the purpose of fulfilling cultural and/or ceremonial obligations. Such obligations may be ‘traditional’ or ‘urban’ in nature and may include initiation, birthing and naming, funerals in cases where the deceased person is not a member of the employee’s immediate family or household as defined in clause 3 but is nonetheless significant to the employee, smoking or cleansing and sacred site or land ceremonies, and preparation for and attending community organisation business, National Aboriginal and Islander Day Observation Committee Week functions, or other relevant cultural events. Where it can be demonstrated that the three days referred to above are not sufficient, an employee may access a further two (2) days from the employee’s personal leave entitlement if available. An employee may elect to use annual leave in lieu of any unpaid leave granted in accordance with the above provision. Casual employees who identify as being of Aboriginal or Xxxxxx Xxxxxx Islander descent shall be entitled to up to a maximum of ten days unpaid leave in any twelve month period for the purpose of fulfilling cultural/ceremonial obligations.
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Aboriginal and Xxxxxx Xxxxxx Islander Cultural and Ceremonial Leave. ‌ Employees who identify as being of Aboriginal or Xxxxxx Xxxxxx Islander descent shall be entitled to up to three (3) days paid leave per calendar year, and leave without pay up to a maximum of ten working days per calendar year for the purpose of fulfilling cultural and/or ceremonial obligations. Such obligations may be ‘traditional’ or ‘urban’ in nature and may include initiation, birthing and naming, funerals in cases where the deceased person is not a member of the employee’s immediate family or household as defined in clause 3 but is nonetheless significant to the employee, smoking or cleansing and sacred site or land ceremonies, and preparation for and attending community organisation business, National Aboriginal and Islander Day Observation Committee Week functions, or other relevant cultural events. Where it can be demonstrated that the three days referred to above are not sufficient, an employee may access a further two (2) days from the employee’s personal leave entitlement if available. An employee may elect to use annual leave in lieu of any unpaid leave granted in accordance with the above provision. Casual employees who identify as being of Aboriginal or Xxxxxx Xxxxxx Islander descent shall be entitled to up to a maximum of ten days unpaid leave in any twelve month period for the purpose of fulfilling cultural/ceremonial obligations.
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Aboriginal and Xxxxxx Xxxxxx Islander Cultural and Ceremonial Leave. 37.1 Aboriginal and Xxxxxx Xxxxxx Islander cultural and ceremonial leave allows Aboriginal and Xxxxxx Xxxxxx Islander employees time off from work for the purpose of fulfilling Aboriginal and Xxxxxx Xxxxxx Islander Cultural and Ceremonial Responsibilities. Aboriginal and Xxxxxx Xxxxxx Islander cultural and ceremonial leave is non-cumulative and unused leave will not roll over from year to year. 37.2 Eligible employees are entitled to 10 days’ paid and 15 days’ unpaid Aboriginal and Xxxxxx Xxxxxx Islander cultural and ceremonial leave per year. 37.3 Eligible employees may elect to take annual leave in lieu of unpaid Aboriginal and Xxxxxx Xxxxxx Islander cultural and ceremonial leave. 37.4 Eligible employees may apply for special leave in accordance with clause 41, in addition to the leave set out in this clause, for the purposes of fulfilling Aboriginal and Xxxxxx Xxxxxx Islander Cultural and Ceremonial Responsibilities.
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Aboriginal and Xxxxxx Xxxxxx Islander Cultural and Ceremonial Leave. (a) Cultural and Ceremonial Leave - paid entitlement An Employee (other than a Casual Employee) of Aboriginal or Xxxxxx Xxxxxx Islander descent who is required by Indigenous tradition to take part in Aboriginal or Xxxxxx Xxxxxx Islander ceremonial and cultural activities is entitled to three days' paid Cultural and Ceremonial Leave per school year (non-cumulative), for the purpose of attending Aboriginal or Xxxxxx Xxxxxx Islander community meetings.
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Aboriginal and Xxxxxx Xxxxxx Islander Cultural and Ceremonial Leave a) Employees who identify as being of Aboriginal or Xxxxxx Xxxxxx Islander descent shall be entitled to up to ten (10) days of paid leave per calendar year non-cumulative, and leave without pay up to a maximum of five working days per calendar year for the purpose of fulfilling cultural and/or ceremonial obligations. b) Such obligations may be ‘traditional’ or ‘urban’ in nature and may include initiation, birthday and naming, funerals in cases where the deceased person is not a member of the employee’s immediate family or household as defined but is nonetheless significant to the employee, smoking or cleansing and sacred site or land ceremonies, and preparation for and attending community organisation business. National Aboriginal and Islander Day Observation Committee Week functions or other relevant cultural events.
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Aboriginal and Xxxxxx Xxxxxx Islander Cultural and Ceremonial Leave. Employees who identify and are accepted as members of Aboriginal or Xxxxxx Xxxxxx Islander communities shall be entitled to paid leave up to a maximum of seven (7) working days and leave without pay up to a maximum of ten (10) working days per calendar year for the purpose of fulfilling ceremonial obligations. Such obligations may be traditional in nature and may include initiation, birthing and naming, funerals, smoking or cleansing and sacred site or land ceremonies.
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Aboriginal and Xxxxxx Xxxxxx Islander Cultural and Ceremonial Leave. I. Employees of Aboriginal or Xxxxxx Xxxxxx Islander descent shall be entitled to up to 3 days paid leave per calendar year (non- cumulative) for the purpose of fulfilling cultural and/or ceremonial obligations connected with the death of a member of the immediate or extended family (i.e. Sorry Business); or (i) For other ceremonial obligations under the Aboriginal and Xxxxxx Xxxxxx Islander Lore; or (ii) To participate in National Aboriginal and Islander Day Observance Committee (NAIDOC) week activities and events. II. Where it can be demonstrated that the days referred to above are not sufficient, an employee may elect to utilise existing leave entitlements, time in lieu, ADOs or unpaid leave. III. Payment for part time employees will be pro-rata. Payment to casual employees will be based on the ordinary number of hours the employee would have worked if not for taking the leave. IV. This leave will not accrue from year to year and will not be paid out on termination of the employment of an employee.
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Related to Aboriginal and Xxxxxx Xxxxxx Islander Cultural and Ceremonial Leave

  • SHOP XXXXXXX The Shop Xxxxxxx shall be a County employee as selected by the Union. A list of shop stewards will be kept current and sent by the Union to each department head and to Human Resources. Duties required by the Union of its stewards, except attendance at meetings with the County, supervisory personnel and aggrieved employees arising out of a grievance already initiated by an employee under Article 14 hereof, shall not interfere with their or other employees, regular work assignments as employees of the County. The shop xxxxxxx, or their designee, involved with a particular grievance must be identified at Step 1 of the grievance procedure and will be designated as the only bargaining unit employee who will be able to gather information pertaining to that particular grievance. The Union will make reasonable efforts to control the amount of investigative time spent between the shop xxxxxxx and the aggrieved employee. Meetings scheduled with management and other proper investigative procedures, and attendance at meetings specified in Steps 1 and 2 of the grievance procedure shall be considered hours worked for compensation purposes to the extent such meetings occur during the normal hours of work, and not otherwise. In order to use union leave for this purpose, Shop Stewards must notify the supervisor/department head of meetings and other commitments at the time these are scheduled. Attendance at meetings specified in Step 3 of the grievance procedure shall be considered hours worked during regularly scheduled business hours of the County for the xxxxxxx involved, witnesses and the grievant. The County shall not be liable for any overtime as a result of the meeting. Witnesses and the shop xxxxxxx involved shall be granted leave with pay to the extent their presence at the proceedings is required. If it is a discharge case the grievant shall not be paid except as provided in a remedy awarded.

  • Xxxxxxx Xxxxxxx/Market Abuse Laws You acknowledge that, depending on your country or broker’s country, or the country in which Common Stock is listed, you may be subject to xxxxxxx xxxxxxx restrictions and/or market abuse laws in applicable jurisdictions, which may affect your ability to accept, acquire, sell or attempt to sell, or otherwise dispose of the shares of Common Stock, rights to shares of Common Stock (e.g., RSUs) or rights linked to the value of Common Stock, during such times as you are considered to have “inside information” regarding the Company (as defined by the laws or regulations in applicable jurisdictions, including the United States and your country). Local xxxxxxx xxxxxxx laws and regulations may prohibit the cancellation or amendment of orders you placed before possessing inside information. Furthermore, you may be prohibited from (i) disclosing insider information to any third party, including fellow employees and (ii) “tipping” third parties or causing them to otherwise buy or sell securities. Any restrictions under these laws or regulations are separate from and in addition to any restrictions that may be imposed under any applicable Company xxxxxxx xxxxxxx policy. You acknowledge that it is your responsibility to comply with any applicable restrictions, and you should speak to your personal advisor on this matter.

  • xxx/Xxxxxx/XXXXX- 19_School_Manual_FINAL pdf -page 101-102 We will continue to use the guidelines reflected in the COVID-19 school manual.

  • Sxxxxxxx-Xxxxx Act There is and has been no failure on the part of the Company or any of the Company’s directors or officers, in their capacities as such, to comply with any provision of the Sxxxxxxx-Xxxxx Act of 2002 and the rules and regulations promulgated in connection therewith (the “Sxxxxxxx-Xxxxx Act”), including Section 402 related to loans and Sections 302 and 906 related to certifications.

  • Xxxxxxxx-Xxxxx Act There is and has been no failure on the part of the Company or any of the Company’s directors or officers, in their capacities as such, to comply with any provision of the Xxxxxxxx-Xxxxx Act of 2002 and the rules and regulations promulgated in connection therewith (the “Xxxxxxxx-Xxxxx Act”), including Section 402 related to loans and Sections 302 and 906 related to certifications.

  • UNION XXXXXXX 9:01 The Union may appoint and the Employer shall recognize a Xxxxxxx for each shop, job or area. The Employer's General Manager shall be notified in writing of the name of the Xxxxxxx when the appointment becomes effective. The Xxxxxxx shall be recognized as the representative of the Union for the shop, job or area in which he/she is working and no discrimination shall be shown against the Xxxxxxx for carrying out his/her Union duties. The Xxxxxxx shall not be laid off, transferred or discharged by reason of executing his/her Union duties and responsibilities as a Xxxxxxx. To be eligible for appointment as a Xxxxxxx, the employee must have been in the employ of the Company for 12 consecutive months immediately prior to the appointment. 9:02 The Xxxxxxx shall assist in adjusting differences which may arise out of the interpretation, application or alleged violation of this Collective Agreement subject to the provisions as laid out in the grievance procedure in Article 27. The Xxxxxxx shall be paid his/her regular rate of pay when executing his/her duties and responsibilities under this provision of the Collective Agreement, and only while the duties are within the Company premises or at a mutually agreed upon alternate location.

  • Name of Xxxxx(s) The named person's role in the firm, and

  • Xxxxxxx Xxxxxxx Policy The terms of the Partnership’s xxxxxxx xxxxxxx policy with respect to Units are incorporated herein by reference.

  • Xxxxx-Xxxxx Act Xxxxx-Xxxxx Act, as amended (40 U.S.C. 3141-3148). When required by Federal program legislation, all prime construction contracts in excess of $2,000 awarded by non- Federal entities must include a provision for compliance with the Xxxxx-Xxxxx Act (40 U.S.C. 3141- 3144, and 3146-3148) as supplemented by Department of Labor regulations (29 CFR Part 5, “Labor Standards Provisions Applicable to Contracts Covering Federally Financed and Assisted Construction”). In accordance with the statute, contractors must be required to pay wages to laborers and mechanics at a rate not less than the prevailing wages specified in a wage determination made by the Secretary of Labor. In addition, contractors must be required to pay wages not less than once a week. The non-Federal entity must place a copy of the current prevailing wage determination issued by the Department of Labor in each solicitation. The decision to award a contract or subcontract must be conditioned upon the acceptance of the wage determination. The non-Federal entity must report all suspected or reported violations to the Federal awarding agency. The contracts must also include a provision for compliance with the Xxxxxxxx “Anti-Kickback” Act (40 U.S.C. 3145), as supplemented by Department of Labor regulations (29 CFR Part 3, “Contractors and Subcontractors on Public Building or Public Work Financed in Whole or in Part by Loans or Grants from the United States”). The Act provides that each contractor or Subrecipient must be prohibited from inducing, by any means, any person employed in the construction, completion, or repair of public work, to give up any part of the compensation to which he or she is otherwise entitled. The non-Federal entity must report all suspected or reported violations to the Federal awarding agency.

  • Xxxx-Xxxxx-Xxxxxx Act The waiting period (and any extension thereof) applicable to the consummation of the transactions contemplated hereby under the HSR Act shall have expired or been terminated.

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