Arc Rated Clothing Sample Clauses

Arc Rated Clothing. For all classifications required to wear Arc Rated Clothing as determined by the Employer, it is mandatory to wear at all times while at work. Employees are responsible for costs associated with undergarments such as underwear, socks, bras, thermal underwear, undershirts, etc. Employees shall ensure these products are constructed of flame resistant material or a non-melting, flammable material such as cotton, wool, rayon, silk or blends of these materials. Meltable fibres such as acetate, nylon, polyester, polypropylene, and spandex shall not be used in fabric in clothing worn under the arc-rated clothing next to the skin. An incidental amount of elastic used on non-melting fabric underwear, socks or bras may be used. Employees are responsible for the care of the clothing, including laundering as per clothing label. Arc Rated clothing are divided into 2 groups. First group is Daily Wear Clothing and is given a point scheme for replacement reasons. Second group is Outerwear and can be replaced as needed through an approval process with their Supervisor. In extreme cases such as PCB oil spilled etc, clothing may be replaced or cleaned as required at no cost or loss of points to the employee. In such instances the request will be made to and approved by the employee’s Supervisor Since Arc Rated Clothing are embroidered with NB Power logos and are considered to be PPE, when these garments are replaced, they shall be provided to the employee’s Supervisor to be disposed.
AutoNDA by SimpleDocs

Related to Arc Rated Clothing

  • Career Ladder Effective July 1, 2014, TALC and the District agreed to the 11 implementation of a Career Ladder for the advancement of instructional staff on the 12 Performance Salary Schedule. Elements of the Career Ladder are outlined and posted on 13 the District website and include detailed descriptions of Career Ladder levels and the 14 requirements for movement. All instructional staff hired on or after January 8, 2018 will 15 be placed on the Apprentice level of the Career Ladder.

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who:

  • Continuous, Intermittent, and Reduced Work Schedule Leave All leave granted under this Article shall normally be for a continuous period of time for each incident. An employee shall be permitted to take intermittent leave or work on a reduced schedule to take care of a family member with a serious health condition or for his/her own serious health condition when it is medically necessary. Management may require the employee to transfer temporarily to an available alternative position with equivalent compensation for which the employee is qualified that accommodates recurring periods of leave better than the employee’s regular position. Employees who elect a part-time schedule shall receive prorated compensated time off benefits in accordance with Section 4.110 of the Los Angeles Administrative Code during the duration of their part-time schedule. In accordance with the California Family Rights Act (CFRA), leave for the birth, adoption or xxxxxx care placement of a child of an employee (“bonding” leave) does not have to be taken in one continuous period of time. Under CFRA, the basic minimum duration of bonding leave is two weeks, and on any two occasions an employee is entitled to such bonding leave for a time period of not less than one day but less than two weeks’ duration. Any other form of intermittent leave, or work on a reduced schedule, for the purpose of bonding leave shall only be permitted at the discretion of Management. Bonding leave must be concluded within one year of the birth or placement of the child.

  • Using Student feedback in Educator Evaluation ESE will provide model contract language, direction and guidance on using student feedback in Educator Evaluation by June 30, 2013. Upon receiving this model contract language, direction and guidance, the parties agree to bargain with respect to this matter.

  • EMPLOYEE CATEGORIES All employees fall into one or the other of four principal categories as outlined below.

  • CLASS SIZE/STAFFING LEVELS The board will make every effort to limit FDK/Grade 1 split grades where feasible. APPENDIX A – RETIREMENT GRATUITIES

  • USE OF EMPLOYER FACILITIES 8.01 Reasonable space on bulletin boards will be made available to the Alliance for the posting of official notices, in convenient locations determined by the Employer and the Alliance. The Employer shall have the right to refuse the posting of any information which it considers adverse to its interests or to the interests of any of its representatives. Notices or other material shall require the prior approval of the Employer, except notices relating to the business affairs of the Alliance and social and recreational events. Such approval shall not be unreasonably withheld.

  • Prime Time Vacation Period Subject to the provisions of this article, it is the intent of the parties that no employee will be restricted in the time of year they choose to take their vacation. The Employer will make every effort to allow employees to take their vacation during the period of April 15th to October 15th inclusive, which will be defined as the prime time vacation period.

  • Categories of Employment 2.3.1 Full-time A full-time employee is an employee who is employed for 37.5 or 40 hours per week.

  • Bilingual Differential Pay Bilingual Differential Pay applies to those positions designated by the Department of Personnel Administration as eligible to receive bilingual pay according to the following standards:

Time is Money Join Law Insider Premium to draft better contracts faster.