Casual Employees Call-in Procedure Sample Clauses

Casual Employees Call-in Procedure. ‌ The manner in which casual/part-time employees shall be called to work shall be as follows: (1) Employees will be called for work on the basis of seniority from most senior to least senior, provided the employees are qualified and have completed the orientation/training for the job. Employees will receive training and orientation in order of seniority. (2) Employees will provide a single telephone number to the Employer for call-in purposes. Each call shall be a minimum of five rings duration. All calls shall be recorded in the log books showing the signature of the person making the phone call, time of vacancy, the employee called, the position they are being called to fill, the time the call was made, whether the employee accepts, declines, or fails to answer the telephone. In the event of a dispute the Union shall have access to the log books. When there is no answer, the call will be followed by text message with the details of the shift. (3) When a vacancy will commence 24 hours or more after the call, the Employer will leave a message and follow with a text message. The employee may accept the vacancy within five minutes of a message being left. (4) If a shift remains unfilled after casual and part-time employees have been called, the Employer may choose to call regular full-time staff in order of seniority provided they have not worked the maximum allowable hours in definition 4(b) Regular Full-Time Employees.
Sample 1
Casual Employees Call-in Procedure. The manner in which casual employees shall be called to work shall be as follows:
Sample 1
Casual Employees Call-in Procedure. A casual employee has to be reasonably available for casual work assignments and must have the ability to perform the work of the casual assignment. The manner in which casual Employees shall be called to work to read as follows: The Employer shall maintain both (a) a master casual seniority list which shall include all casual Employees employed by the Employer listed in descending order of their seniority; and
Sample 1
Casual Employees Call-in Procedure. A casual employee has to be reasonably available for casual work assignments and must have the ability to perform the work of the casual assignment. The manner in which casual Employees shall be called to work to read as follows: The Employer shall maintain both (a) a master casual seniority list which shall include all casual Employees employed by the Employer listed in descending order of their seniority; and (b) a classification registry for each job classification in which casual Employees may be used. Each classification registry shall list those casual Employees who have been qualified to work in that job classification in descending order of hours worked. The VCO shall call only those casual Employees who are registered in the classification registry applicable to the work required to be done at a number provided by the Employee. Casual Employees shall be called in to work in the order of their seniority provided they are registered to work in a job classification applicable to the work required to be done. A casual shall be entitled to register for work in any job classification when such Employee meets the requirements of the classification. Casual employees shall be paid at the rate of pay appropriate to the position they are filling; e.g., If a casual is filling in for a CTI position and is still in a probationary period then they shall not be paid less than the lowest CTI rate regardless of where they are on the Probationary/ Casual scale. All such calls shall be recorded in a log book maintained for the purpose which shall show the name of the Employee called, the time of vacancy, the time the call was made, the job required to be done, whether the Employee accepts or declines the invitation to work or fails to answer the telephone, and the signature of person who made the call. In the event of a dispute the Union shall have reasonable access to the log book and shall be entitled to make copies. A casual employee who has refused on three (3) occasions in two (2) months to accept a casual work assignment may be removed from the casual call-in list. A casual employee may be reinstated to the casual call-in list if the employee so requests and the Company and Union are in agreement. A casual employee will have his/her employment terminated if such casual employee refuses casual work assignments on a further three (3) occasions in two (2) months. A casual employee who is unavailable or does not answer his/her phone on ten (10) different attempted ...
Sample 1

Related to Casual Employees Call-in Procedure

  • Casual Employment 24.1 A casual Employee is an Employee employed on an occasional basis and whose work pattern is not regular and systematic. When a person is engaged on a casual basis, they will be supplied in writing that the engagement is to be as a casual, the job to be performed, the classification level, the actual or likely length of engagement including number of hours to be worked per week, and the relevant rate of pay. 24.2 A casual Employee shall be entitled to all of the applicable rates and conditions of employment prescribed by this Agreement except annual leave, personal leave, and payment for public holidays on which no work is performed. A casual Employee is entitled to unpaid bereavement leave, domestic violence leave and unpaid career’s leave. 24.3 Except on Saturdays and Sundays, on each occasion a casual Employee is required to attend work, the Employee shall be entitled to payment for a minimum of eight (8) hours work (with 0.8 of an hour on each of these days accruing toward an RDO) plus the relevant fares and travel allowance prescribed by clause 0 below. On Saturdays and Sundays, a casual Employee is entitled to payment for a minimum of four (4) hours, plus the relevant fares and travel allowance prescribed by clause 0 below. 24.4 A casual Employee for working ordinary time shall be paid 125% of the hourly rate prescribed in APPENDIX 1 for the Employee's classification. 24.5 A casual Employee required to work overtime, or weekend work shall be entitled to the relevant penalty rates prescribed in this Agreement: (a) where the relevant penalty rate is time and a half, the Employee shall be paid 175% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification (b) where the relevant penalty rate is double time, the Employee shall be paid 225% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification; and (c) where the relevant penalty is a public holiday, the Employee shall be paid 275% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification. 24.6 For the purposes of clarity, the applicable contributions to BUSSQ, XXXX, CIPQ and BEWT or other funds nominated herein, must be made by the Employer in respect of casual Employees. A casual Employee shall also be entitled to receive, in addition to their casual rate, penalty payments for Overtime, work performed on weekends, work performed on public holidays and RDOs, Domestic Violence leave and unpaid cultural leave. 24.7 Termination of all casual engagements shall require one hour's notice by either the Employer or Employee, or the payment or forfeiture of one hour's pay, as the case may be. This clause will not reduce the entitlements of injured Employees.

  • Casual Employees A casual employee is one who is not regularly scheduled to work other than during periods that such employee shall relieve a regular full-time or regular part-time employee. Casual employees accumulate seniority on an hourly basis and are entitled to such benefits as are contained in the “Addendum - Casual Employees”.

  • Casual Employee Casual employee shall mean an individual who is hired on a job contract or on an hourly basis for unscheduled or irregular work. The only provisions of this Agreement applying to the employment of casual employees are contained in Schedule B.

  • Initial Employment On recruitment of tradesmen whose regular residence* or place of recruitment, whichever is closer to the project, is between ninety-six (96) to one hundred and eighty-nine (189) road-driven kilometers from the project, the Employer shall pay $34.00 effective May 1, 2020 for the initial trip to the Project.

  • Provisional Employees 343. Non-permanent employees, defined as employees with no permanent classification or employees with a permanent classification serving in another classification, shall be entitled to the following: 344. 1. Non-permanent employees shall be treated as permanent employees with respect to health and welfare benefits, compensation and salary steps, seniority, retirement (upon completion of 1040 hours in any twelve month period), and leave benefits, including but not limited to sick leave, vacation and personal leave.

  • Public Employees Retirement System “PERS”) Members.

  • Equal Employment During the performance of this Agreement or any related Work Order, the CONSULTANT shall: A. Not discriminate against any employee or applicant for employment because of race, color, religion, age, sex, handicap, or national origin. The CONSULTANT shall take affirmative action to ensure that applicants are employed and that employees are treated during employment without regard to their race, color, religion, age, sex, handicap, or national origin. Such action shall include, but not be limited to the following: Employment, upgrading, demotion, or transfer; recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship. The CONSULTANT shall post in conspicuous places, available to employees and applicants for employment, notices to be provided setting forth the provisions of this nondiscrimination clause. B. In all solicitations or advertisements for employees placed by or on behalf of the CONSULTANT, it must state that all qualified applicants will receive considerations for employment without regard to race, color, religion, age, sex, handicap, or national origin.

  • NATIONAL EMPLOYMENT STANDARDS This Agreement will be read and interpreted in conjunction with the National Employment Standards (NES). Where there is an inconsistency between this agreement and the NES, and the NES provides a greater benefit, the NES provision will apply to the extent of the inconsistency.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.02(a), other than those specified in sections (A) and (B) of subparagraph 17.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.02 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance maternity benefits for the reasons described in subparagraph (a)(i).

  • No Special Employment Rights Nothing contained in the Plan or this Agreement shall be construed or deemed by any person under any circumstances to obligate the Company to continue the employment of the Employee for any period.