Biometric Timekeeping Sample Clauses

Biometric Timekeeping. Where an Employer has or introduces biometric timekeeping, the Employer will give consideration to an Employee with genuine difficulties in complying with a requirement to utilise biometric technology to mitigate or avert the impact on that Employee.

Biometric Timekeeping. 50A.1 It is acknowledged that biometric timekeeping is one way to provide accurate data for payroll purposes. 50A.2 For Employers others than those referred to at subclauses 50A.4 and 50A.5 below, where an Employee has a genuine difficulty in complying with biometric timekeeping requirements, including where the Employee holds privacy concerns, the Employer can only refuse an alternative timekeeping method for the reasons set out in subclause 50A.3. 50A.3 In the circumstances in subclause 50A.2, the Employer can only refuse an alternative timekeeping method if it: (a) will result in an unreasonable additional cost to the Employer; and (b) does not provide reasonably reliable data for payroll purposes. 50A.4 Employers who, at the date this Agreement comes into operation have biometric timekeeping (in whole or part of their organisation) and have an alternative timekeeping method will maintain an alternative timekeeping method. 50A.5 Employers who, at the date this Agreement comes into operation do not have biometric timekeeping will, in the event that it is introduced, have an alternative timekeeping method. 50A.6 In the event of any unforeseeable event that disrupts an Employer’s ability to offer an alternative (including on a temporary basis), the Employer will notify the Union for the purpose of discussions.

Biometric Timekeeping. The parties agree to a reopener to discuss the City’s proposal to implement biometric timekeeping during MOU term.

Biometric Timekeeping. Prior to the first date of the Term, Contractor shall provide and install, at its sole cost and expense, a reputable biometric timekeeping system (including equipment and payroll- compatible software) of a kind and type prior approved by HFC at each parking office. Contractor represents and warrants that it shall use and maintain such biometric timekeeping system to record and document the actual hours worked of all personnel for which HFC is to be charged under the Agreement, regardless of whether such individuals are paid hourly or salaried by Contractor (i.e., the Project Manager, Garage Managers, Customer Service Ambassadors, Supervisors, command center operators, shuttle drivers, shuttle driver supervisors, uniformed law enforcement officers, cleaning and janitorial staff, and other personnel). Contractor acknowledges and agrees that, should Contractor fail to record and document actual hours worked by its personnel using such biometric timekeeping system for any reason, HFC shall have not obligation to, and shall not, pay any amount to Contractor for such unrecorded hours.

Biometric Timekeeping. 50A.1 It is acknowledged that biometric timekeeping is one way to provide accurate data for payroll purposes.

Biometric Timekeeping. 50A.1 It is acknowledged that biometric timekeeping is one way to provide accurate data for payroll purposes. 50A.2 For Employers others than those referred to at subclauses 50A.4 and 50A.5 below, where an Employee has a genuine difficulty in complying with biometric timekeeping requirements, including where the Employee holds privacy concerns, the Employer can only refuse an alternative timekeeping method for the reasons set out in subclause 50A.3. 50A.3 In the circumstances in subclause 50A.2, the Employer can only refuse an alternative timekeeping method if it: