Casual and Temporary Clause Samples
The 'Casual and Temporary' clause defines the terms and conditions that apply to employees engaged on a non-permanent or short-term basis. It typically outlines the nature of employment, such as irregular hours, lack of ongoing expectation of work, and limited entitlements compared to permanent staff. This clause ensures both parties understand the flexible and provisional nature of the employment relationship, helping to prevent misunderstandings about job security, benefits, and obligations.
Casual and Temporary. Casual and temporary nurses shall be paid in accordance with the Employment Standards Act, 2000 for the nine (9) holidays listed in the Employment Standards Act, 2000. New Year’s Day Family Day Labour Day Good Friday Thanksgiving Day Victoria Day Christmas Day Canada Day Boxing Day
Casual and Temporary. Casual and Temporary employees will receive six percent (6%) of their gross earnings in lieu of any and all other forms of vacation pay or entitlements. This vacation pay will be calculated and paid in each pay period.
Casual and Temporary. Employees will be laid off in reverse order of seniority before any Regular Employees.
Casual and Temporary. Employee may earn entitlement to floater days; however, no partial entitlement may be credited at any time.
Casual and Temporary. Employees shall be paid eight percent (8%) of their earnings in addition to their regular rate of pay, in lieu of vacation and paid holiday entitlements.
Casual and Temporary. Staff employed as of December 31, 2006 under ONA, COPE, or CUPE 905 collective agreements will be credited with their accrued hours as per existing seniority lists. CUPE 966 casual staff will be credited with hours worked calculated from their date of hire. All staff will continue to be credited on the casual/temporary seniority list for all hours worked. Central West CCAC is committed to ensuring that all employees are treated fairly and equitably with regards to attendance management. In response to this, the Employer will implement an attendance management program that is reasonable and fair. The Employer is committed to the following provisions:
1. The Ontario Human Rights Code will be adhered to;
2. The Union will be advised in the development of the policy(ies);
3. Staff will be given notice of all changes to current management practices;
4. Emergency Leave provisions will be implemented;
5. Family Leave provisions will be implemented;