Commute Sample Clauses

Commute. 1. Employees assigned to HSD (or VATS) prior to July 1, 2007 shall be allowed to be on on-duty status for the commute from their home to their assigned terminal. 2. Employees assigned to HSD on or after July 1, 2007 shall sign in service and travel to their assigned terminal on off-duty status. Employees shall be at their assigned terminal at the start of their work shift and shall advise Radio when they enter their assigned terminal. For employees who are temporarily assigned to a terminal other than their regularly assigned terminal and travel directly to the temporary terminal from their residence, any travel time in addition to their normal commuting time shall be on duty. Employees who are commuting (signed in service but on off-duty status) shall be obliged to take appropriate action in the event of a disabled vehicle, an accident, or a criminal traffic violation observed while commuting. When such appropriate action is taken: a. The employee shall go on on-duty status while commuting; b. The employee shall be in overtime status for the period of time preceding his/her normal scheduled shift; c. The employee shall not be on call-out status; and d. The employee’s normal shift will end at the regularly- scheduled time for that shift. In such event, the employee shall immediately request assistance from on- duty personnel, and the on-duty status of the employee shall cease as soon as assistance arrives that relieves the employee of the need to take appropriate action. Employees shall not abuse the “take appropriate action” provisions of this Subsection in an attempt to earn overtime, and employees who so abuse this Subsection shall be subject to discipline.
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Commute. (a) Commute arrangements will be provided independent of roster, based on operational need. (b) Where the Company offers commute arrangements, as amended from time to time, the following principles will apply: (1) Subject to 34.3(b)(2) and availability of housing, all Employees will have the option to choose whether to access commute or residential options. This is a choice to be exercised by individual Employees. (2) Where particular circumstances require, the Company may make commute arrangements a precondition of employment for new Employees. For example, this includes in-sourcing of currently outsourced/contracted operations. However, where an Employee’s circumstances change, they may apply to access other residential arrangements in accordance with the applicable Accommodation Agreement under clause 34.2(a). (c) For Employees who commute, the Company will provide village accommodation or other suitable accommodation at a subsidised rate, as nominated by the Company and subject to availability, in accordance with clause 34.1(b). (d) Appropriate travel arrangements will be put in place for commuting Employees as follows: (1) at its discretion, the Company will provide bus or air transportation to the Mine from Brisbane, Rockhampton, Mackay, Emerald or other locations. It may be necessary to reach a xxxxxxxx xxxx of Employees on particular rosters before it becomes viable for transportation to be provided. (2) Employees who choose to commute are encouraged to utilise such transport that may be provided by the Company. However, provided that the Employee submits a travel plan to their manager and adheres to their applicable fatigue management policy, they may elect to drive to and from their commute location. (3) the Company will periodically review the provision of transport arrangements and may discontinue or change these arrangements with not less than 3 months notice. The Company will consider an individual Employee’s circumstances where discontinuation of transport arrangements would result in significant disadvantage to the Employee. (4) the Company will offer these travel arrangements to Employees living in local townships, at its discretion and subject to capacity, routes taken, timetabling and usage patterns.
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Commute. The employee agrees to report onsite or travel when required. Remote employees who are working outside of the job location are not on travel status as defined in Business and Finance Bulletin G-28, Travel Regulations, as “the period during which a traveler is traveling on official University business outside the vicinity of their headquarters or residence.” If an employee must travel to their job location, that is considered a non-reimbursable commuting expense. Reimbursement for work-related travel should be made from the employee’s job location, not from where the employee’s services are performed (for remote employees, the employee’s home, or other work location).
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Commute. If you are an employee of a company within the Irvine Spectrum area, call the Irvine Spectrum Transportation Management Association (Spectrumotion) at 000-000-0000 or log on to xxx.00xxxxx.xxx for additional information on commute options. In some circumstances, it may be possible to join or form a vanpool, especially when you live more than 15 miles from work. Some employers may operate vanpools for their employees and those of surrounding businesses. You may want to check with your employer. If there is not a vanpool available through your employer, there are commercial vanpool companies that offer customized vehicles for lease. The commute distance determines monthly fares. If you are an employee of a company within the Irvine Spectrum area, call the Irvine Spectrum Transportation Management Association (Spectrumotion) at 000-000-0000 or log on to xxx.00xxxxx.xxx for additional information on commute options. Large employers throughout the Los Angeles Air Basin must comply with the South Coast Air Quality Managements District’s (SCAQMD) Rule 2202. Many of these employers offer incentives to employees who find an alternative to driving to work alone. For more information on your company’s program, see your Employee Transportation Coordinator (ETC). If you are an employee of a company within the Irvine Spectrum area, call the Irvine Spectrum Transportation Management Association (Spectrumotion) at 000-000-0000 or log on to xxx.00xxxxx.xxx for additional information on commute options. There are currently four (4) park-and-ride facilities in Irvine provided by the City, Orange County Transportation Authority (OCTA), and Caltrans:
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Commute. Upon request, employees will receive a parking stipend or MetroCard benefits to be used toward commute costs of up to $100 per month. Benefits may not be transferred and are to be used by the employee only. Any unused benefits will rollover to the next month.
Sample 1

Related to Commute

  • Relocation World Omni shall give WOAR at least 60 days’ prior written notice of any relocation of its principal executive office or jurisdiction of formation if, as a result of such relocation, the applicable provisions of the UCC would require the filing of any amendment of any previously filed financing or continuation statement or of any new financing statement and shall promptly file any such amendment or new financing statement.

  • Trips A.1 All regular routes will be rebid annually at the transportation in-service in August. A.2 All extra trips shall be offered to drivers on the basis of rotation. At the beginning of each school year, a rotation list, in order of seniority, shall be posted. Such list shall indicate the driver’s eligibility for extra trips. A.3 When LaBrae is not in session, and LaBrae students attending the career center are required to go to school on said days, the transport of students to the career center will be considered an extra trip and automatically awarded to the driver whose route includes transporting LaBrae students to the career center. Should the driver decline the trip, the trip will be offered to the remaining drivers as an extra trip according to the seniority rotation described herein. The driver awarded the trip is paid only for the time to transport students to and from the career center, and it will only count as one trip in the calculation of the trip bonus identified in Article IX, Clause A.8. Under such circumstances, the driver will be paid a total of two (2) hours for transporting said students to and from the career center. A.4 As trip lists are posted, the drivers shall indicate on the list if he/she wishes to bid for the trip. In the event the drivers refuse, they shall be charged with the trip as though it had been driven. The Trip will then be assigned to the driver next in rotation. A.5 A list of extra trips will be posted on the board by Thursday afternoon for extra trips to be offered the following week and taken down by 9:00 a.m. on Friday morning. Drivers will review the list and initial the trips they wish to take during this time period. A.6 Drivers who fail to take assigned trips on six (6) instances will be removed from the rotation list for the semester. A.7 A driver cannot take an extra trip on a day in which they are using sick leave. A.8 All extra trips shall be paid at the rate of $12.00 per hour. The extra trip rate of pay will be increased each year by the same percentage of increase on the negotiated base wage scale. For every twelve (12) trips worked, drivers will be paid an additional $150.00. The extra trip bonus shall be paid one (1) time per year, at the close of each school year. A.9 Extra trips shall not be offered to a bus driver when their hours are projected to exceed forty

  • Residence The Purchaser’s principal place of business is the office or offices located at the address of the Purchaser set forth on the signature page hereof.

  • Bereavement Days A. All employees may use up to (5) sick days for bereavement days for deaths in the immediate family. Immediate Family is defined as spouse, children, grandchildren, brother, sister, parents, grandparents and parent-in-law, brother/sister-in-law except that a relative living in the same household may, for the purpose of this section, be considered as of the immediate family. Two (2) of the sick days will not be chargeable to the employee's sick day bank. B. All employees may use up to five (5) sick days for illness in the immediate family. The employer may require verification of illness. Immediate family includes spouse and children.

  • Furloughs Appointing officers are encouraged to furlough entire operational units within departments rather than individual employees; or stagger work hours within an operational unit on a reduced hours basis. The decision of the appointing officer to impose furloughs under this subsection, and the appointing officer's determination of what constitutes an operational unit, shall be final. Where, in the discretion of the appointing officer, furlough of an operational unit as prescribed above is not feasible, individual employees within an operational unit may be furloughed. To the extent practicable, furlough shall be equitably distributed among all of the employees in the affected department or operational unit to which the Projected Deficit Notice (PDN) has application; and, all of the employees in the affected class(es). In determining which employees to furlough, an appointing officer shall consider citywide seniority within a class as well as considering the operational needs of the department. In no event shall furlough be imposed upon an employee for more than four days in any three month period or ten days in any fiscal year. Voluntary time off not to exceed a total of five days per quarter or ten days per year, approved pursuant to this section, shall be credited toward the maximum number of furlough days which may be imposed pursuant to this provision. Employees placed on furlough pursuant to this section shall be notified in writing at least 15 calendar days in advance of the effective date for the furlough. The decision to furlough an individual employee within an operational unit shall be final except that an employee given notice of a furlough, which taken together with an employee's prior furloughs in the same fiscal year would exceed five working days within any six month period, may file an appeal. Such appeals must be in writing and filed within three calendar days of the date of the notice of furlough with the Human Resources Director with a copy to the appointing officer. Within three calendar days after receiving the appeal, the Department of Human Resources shall refer the written appeal and the appointing officer's written comments, if any, for determination to the Human Resources Director, the Mayor and the Controller, or their designees, who shall meet on no less than 24 hours public notice. The determination regarding the appeal shall be rendered within seven calendar days of the date of the appeal. This decision is final and shall not be reconsidered by the Civil Service Commission. The Human Resources Director shall notify the employee and the appointing officer of the decision prior to the effective date of the furlough.

  • BEREAVEMENT PAY If an employee suffers a death in the immediate family, he shall be granted compassionate leave of absence with full pay for three (3) days. Immediate family means: spouse, mother, father, brother, sister, children, mother-in-law, father-in-law, grandparents and grandchildren. If the employee affected does not attend or arrange services then he shall only be entitled to one (1) day as provided under this Section.

  • Bereavement Leave With Pay 26.01 For the purpose of this Article, immediate family is defined as father, mother (or alternatively stepfather, stepmother, or xxxxxx parent), brother, sister, spouse (including common-law partner resident with the Employee), child (including child of common-law partner), stepchild or xxxx of the Employee, grandchild, grandparent, spouse’s parents or any relative permanently residing in the Employee's household or with whom the Employee permanently resides. a) When a member of the Employee's immediate family dies, the Employee shall be granted leave with pay for a period up to five (5) days for purposes relating to the bereavement. In addition, they may be granted up to three (3) days' leave for the purpose of travel related to the death. b) An Employee is entitled to one (1) day's bereavement leave with pay for the purpose related to the death of their son-in-law, daughter-in-law, brother-in-law or sister-in-law, aunt or uncle. c) If, during a period of sick leave, vacation leave or compensatory leave, an Employee is bereaved in circumstances under which they would have been eligible for bereavement leave with pay under paragraph a) or b) of this clause, the Employee shall be granted bereavement leave with pay and their sick leave, vacation leave or compensatory leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted. d) It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the Director of Human Resources and Organizational Effectiveness may, after considering the particular circumstances involved, grant leave with pay for a period greater than that provided for in clauses a) and b) above.

  • Airfare 5.1 The County will only reimburse up to a coach price fare for air travel. 5.2 The County will exclude any additional charges due to personal preference or personal convenience of the individual traveling (i.e. early bird check in, seat preference charges, airline upgrades, etc. will not be an allowable reimbursement) 5.3 Air travel expenses must be supported with receipt copy of an airline ticket or an itinerary with actual ticket price paid. If tickets are purchased through a website, vendor must submit a copy of the webpage showing the ticket price if no paper ticket was issued. 5.4 Cancellation and/or change flight fees may be reimbursed by the County but vendor must provide the Xxxxxxxxxx County Auditor with documentation in writing from a County department head providing authorization for the change. 5.5 The County will not reimburse vendor for tickets purchased with frequent flyer miles.

  • Bereavement During Vacation Where an employee's scheduled vacation is interrupted due to a bereavement, the employee shall be entitled to bereavement leave in accordance with Article 12.

  • Bereavement A maximum of three (3) days earned sick leave may be used per occurrence for bereavement due to the death of persons in the immediate or extended family, as defined herein, or any relative who resided with the employee.

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