Compensation and Travel Sample Clauses

Compensation and Travel a. Funds provided by DEO may not be used to fund the salary, bonus, or incentive of any employee in excess of Federal Executive Level II, regardless of the funding source. b. No changes to compensation for executive staff of the Board are allowed without documented Board approval and must be in alignment with local policies and procedures. The Board shall ensure that all bonuses, pay raises, and benefits are reasonable and necessary for the successful performance of the award and are a prudent use of federal funds. c. The Board shall comply with section 445.007(10), Florida Statutes, and the following per diem and travel expense provisions, consistent with section 112.061, Florida Statutes: i. Board members may receive reimbursement for per diem and travel expenses pursuant to section 112.061, Florida Statutes. ii. Lodging expenses for an employee of the Board may not exceed the daily limit for that of employees of the State of Florida, excluding taxes and fees, unless the Board is participating in a negotiated group rate discount or the Board obtains and maintains documentation of at least three comparable alternatives demonstrating that such lodging at the required rate is not available. However, an employee of the Board may expend his or her own funds for any lodging expenses over the limit for employees of the State of Florida. iii. The Board shall ensure that travel and expense reimbursements made to vendors and subrecipients are in accordance with the Board’s travel and expense policy. The Board’s travel and expense policy must ensure that vendor reimbursements are made at the lowest possible cost necessary to ensure a reasonable level of service, comfort, and security.
Sample 1Sample 2Sample 3See All (10)
AutoNDA by SimpleDocs
Compensation and Travel. A. Bargaining unit employees may be required to perform essential travel away from their official duty station on behalf of the Agency. Travel should be arranged and scheduled so as to minimize the effect of such travel on employees. Travel reimbursement will be paid in accordance with applicable Federal Travel Regulations and this agreement. B. When the employee is required to travel during non-duty hours, the employee will be paid overtime when such travel constitutes hours of work under 5 U.S.C. or the Fair Labor Standards Act, if applicable. If an employee is required to travel on non-duty time, SSA will make every reasonable effort to give a written explanation prior to traveling. If notice is not provided before traveling, it will be provided subsequently upon request of the employee. C. To the maximum extent practicable, time spent in travel status away from an employee’s official duty station will be scheduled by the Agency within normal working hours of the traveling employee(s). To this end, the Agency agrees to the maximum extent practicable: 1. whenever possible, schedule events to allow employees to travel during their normal duty hours. 2. allow an employee to travel on the day preceding and/or after an event when travel on the day of an event would be outside the traveling employee’s regular duty hours. D. Employees retain the right to travel on their own time if they so choose, but are responsible for any additional cost incurred to do so. E. If an employee is unable to return home during normal duty hours, the employee may request to do so during non-duty hours, and if approved by an authorized management official, will receive appropriate compensation in accordance with the law and this agreement. F. For other than local travel, employees will normally be provided with travel authorizations prior to being required to travel away from their official duty station. G. If the travel is expected to require employees to be absent from their duty station for two weeks, or more, employees will be given at least five (5) work days notification of their date of departure, when practical.
Sample 1Sample 2Sample 3See All (6)
Compensation and Travel. Whenever practicable, time spent in travel status away from the employee’s official duty station will be scheduled by the Agency within the employee’s normal working hours. When travel is performed during non-duty hours, the determination of whether such travel constitutes hours of “work” will be made under 5 USC or the Fair Labor Standards Act, whichever is applicable. The employee will be compensated accordingly.
Sample 1Sample 2Sample 3See All (5)
Compensation and Travel. To the maximum extent practicable, the Agency shall seek to permit time spent in travel status away from the employee’s official duty station to be scheduled within the normal working hours. Where it is necessary that travel be performed during non-duty hours, the employee will be paid overtime in accordance with applicable laws, government-wide rules, and regulations when such travel constitutes hours of work under these laws, government-wide rules, and regulations. If such travel constitutes hours of work, the Agency will consider an employee's request for compensatory time off in lieu of overtime payment, if feasible.
Sample 1Sample 2
Compensation and Travel a. Funds provided by DEO may not be used to fund the salary, bonus, or incentive of any employee in excess of Federal Executive Level II, regardless of the funding source. b. No changes to compensation for executive staff of the Board are allowed without documented Board approval and must be in alignment with local policies and procedures. The Board shall ensure that all bonuses, pay raises, and benefits are reasonable and necessary for the performance of the award and are a prudent use of federal funds. c. The Board shall comply with section 445.007(10), Florida Statutes, and the following per diem and travel expense provisions, consistent with section 112.061, Florida Statutes: i. Board members may receive reimbursement for per diem and travel expenses pursuant to section 112.061, Florida Statutes. ii. Lodging expenses for an employee of the Board may not exceed $150 per day, excluding taxes and fees, unless the Board is participating in a negotiated group rate discount or the Board obtains and maintains documentation of at least three comparable alternatives demonstrating that such lodging at the required rate is not available. However, an employee of the Board may expend his or her own funds for any lodging expenses more than $150 per day. iii. The Board shall ensure that travel and expense reimbursements made to vendors and subrecipients are in accordance with the Board’s travel and expense policy. The Board’s travel and expense policy must ensure that vendor reimbursements are made at the lowest possible cost necessary to ensure a reasonable level of service, comfort, and security.
Sample 1Sample 2
Compensation and Travel. 1. An employee assigned to the Switching Coordinator role shall be paid a ten percent (10%) premium to their applicable hourly rate of pay for all hours assigned to perform the job duties of Switching Coordinator. 2. Article 2.15, Travel and Company Headquarters, shall apply when an employee is assigned to a Switching Coordinator role away from their regularly assigned headquarter.
Sample 1
Compensation and Travel. To the maximum extent practical, the Department shall schedule time spent in a travel status away from the employee's official duty station (ODS) within the normal working hours. Where it is necessary that travel be performed during non-duty hours, the employee will be paid overtime or may opt for compensatory time when such travel constitutes hours of work under Title 5 of the U.S. Code or the Fair Labor Standards Act, if applicable. If the travel does not constitute hours of work under 5 USC or the Fair Labor Standards Act, the employee may be eligible for compensatory time for travel. It is the employee’s responsibility to request and obtain travel authority in advance of travel. Official travel away from an employee’s ODS is considered hours of work if the travel is: Within the days and hours of the employee’s regularly scheduled administrative workweek, including regularly scheduled overtime hours; or, Outside the hours of the employee’s regularly scheduled administrative workweek, is ordered or approved, and meets one of the following four conditions: Involves the performance of work while travelling (such as driving a loaded truck); Is incident to travel that involves the performance of work while traveling (such as driving an empty truck back to the point of origin); Is carried out under arduous and unusual conditions that the travel is inseparable from work (e.g., travel on rough terrain or under extremely severe weather conditions); or, Results from an event that could not be scheduled or controlled administratively by any individual or agency in the executive branch of government (such as training scheduled solely by a private firm or a job-related court appearance required by a court subpoena). Consistent with 5 CFR 550.1403, to be creditable as hours of work, travel must be officially authorized travel for work purposes. In other words, travel must be for work purposes and must be approved by an authorized agency official or otherwise authorized under established agency policies. An employee is entitled to compensatory time off for travel when the employee is required to travel away from his or her ODS and the travel time is not otherwise compensable hours of work under any other legal authority. Employees requesting compensatory time off for travel will submit a written request on VA Form 0861 or successor document. Employees are entitled to compensatory time off for travel consistent with 5 CFR 550.1404. For the purpose of compensatory time ...
Sample 1
AutoNDA by SimpleDocs
Compensation and Travel. To the maximum extent practical, the Department shall schedule time spent in travel status away from the employee's official duty station within the normal working hours. Where it is necessary that travel be performed during non-duty hours, the employee will be paid overtime or may opt for compensatory time when such travel constitutes hours of work under Title 5 of the U.S. Code or the Fair Labor Standards Act, if applicable.
Sample 1
Compensation and Travel a. Funds provided by DEO may not be used to fund the salary, bonus, or incentive of any employee in excess of Federal Executive Level II, regardless of the funding source. b. No changes to compensation for executive staff of the Board are allowed \Vithout documented Board approval and must be in alignment with local policies and procedures. The Board shall ensure that all bonuses, pay raises, and benefits are reasonable and necessary for the successful performance of the award and are a prudent use of federal funds. c. The Board shall comply with section 445.007(10), Florida Statutes, and the following per diem and travel expense provisions? consistent with section 112.061, Florida Statutes: 1. Board members may receive reimbursement for per diem and travel expenses pursuant to section 112.061, Florida Statutes.
Sample 1

Related to Compensation and Travel

  • Education and Training The foundation of this Program is education and voluntary compliance. It is recognized that alcohol and chemical dependency may make voluntary cessation of use difficult, and one of the Program’s principal aims is to make voluntary steps toward ending substance abuse easily available. The outside contractor shall review and develop on-going educational and training information on the adverse consequences of substance abuse and the responsibility to avoid being under the influence of alcohol or chemicals at work. Certain training required by the DOT Regulations shall be the responsibility of the Substance Abuse Program.

  • Compensation and Benefits Subject to the terms and conditions of this Agreement, during the Employment Period, while Executive is employed by the Employer, the Employer shall compensate Executive for Executive’s services as follows for periods following the Effective Date: (a) Executive shall be compensated at an annual rate of $290,000 (the “Annual Base Salary”), which shall be payable in accordance with the Employer’s normal payroll practices as are in effect from time to time. Beginning on January 1, 2012 and on each anniversary of such date, Executive’s rate of Annual Base Salary shall be reviewed by the Compensation Committee (the “Compensation Committee”) of the Board of Directors of the Company (the “Board”), and following such review, the Annual Base Salary may be adjusted upward but in no event will it be decreased. (b) Executive shall be entitled to receive performance based annual incentive bonuses (each, the “Incentive Bonus”) from the Employer for each fiscal year ending during the Employment Period. Any such Incentive Bonus shall be paid to Executive within thirty (30) days of the completion of the annual audit by the Company’s auditor, but in no event later than two and one-half months after the close of each such fiscal year. Executive’s target Incentive Bonus shall be not less than forty percent (40%) of the Annual Base Salary, which Incentive Bonus shall be determined by specific performance criteria established from time to time by the Compensation Committee. (c) Executive shall be eligible to participate, subject to the terms and conditions thereof, in all other incentive plans and programs, including such cash and deferred bonus programs and equity incentive plans as may be in effect from time to time with respect to senior executives employed by the Employer on as favorable a basis as provided to other similarly situated senior executives. Executive and Executive’s dependents, as the case may be, shall be eligible to participate in all pension and similar benefit plans (qualified, non-qualified and supplemental), profit sharing, 401(k), as well as all medical and dental, disability, group and executive life, accidental death and travel accident insurance, and other similar welfare benefit plans and programs of the Employer, subject to the terms and conditions thereof, as in effect from time to time with respect to senior executives employed by the Employer on as favorable a basis as provided to other similarly situated senior executives. (d) Executive shall be entitled to accrue vacation at a rate of no less than four (4) weeks paid vacation for each calendar year, subject to the Employer’s vacation programs and policies as may be in effect during the Employment Period. (e) Executive shall be reimbursed by the Employer, on terms and conditions that are substantially similar to those that apply to other similarly situated executives of the Employer, for reasonable out-of-pocket expenses for entertainment, travel, meals, lodging and similar items which are consistent with the Employer’s expense reimbursement policy and actually incurred by Executive in the promotion of the Employer’s business.

  • A-E Compensation and Extra Work 1.5.1. For the PROJECTS/SERVICES authorized under this CONTRACT, A-E shall be compensated in accordance with the following: 1.5.2. For completion and approval of all PROJECTS/SERVICES where “Extra Work” (defined as changes in approved portions of the PROJECT/SERVICES required by and ordered in writing by DIRECTOR which changes constitute a change in or departure from said approved portions of PROJECTS/SERVICES) is not authorized, compensation including reimbursables shall be described and payable as stipulated in Fee Schedule, herein after referred to as “Attachment B”, attached hereto and incorporated herein by reference. 1.5.3. Where extra work is authorized for PROJECTS/SERVICES: a. The amount for Extra Work shall be determined using Attachment B. Extra Work shall be required by and ordered in writing by DIRECTOR. If this CONTRACT is not approved by the Board of Supervisors, any change that increases the cumulative CONTRACT price beyond $100,000 must be approved by the Board. Increases in the CONTRACT amount for services within the existing scope of work may be granted by the DIRECTOR where the amount does not exceed 25 percent of the existing CONTRACT price or $100,000, whichever is less. b. A-E's billing for the Extra Work shall include but not be limited to names of A- E's staff employed in the Extra Work, classification of employees and number of hours worked. 1.5.4. For partial completion of work of PROJECTS/SERVICES followed by default on part of A-E: a. For failure to complete and secure approval of the first required submittal, there shall be no compensation. b. For failure to complete and secure approval of other authorized phases, A-E shall, upon completion of PROJECTS/SERVICES by others, be entitled to receive compensation based on approved work of PROJECTS/SERVICES not to exceed the amounts specified in Attachment A for that particular submittal, plus the reasonable value as determined by COUNTY of the non-approved work; provided, however, that if the cost to COUNTY to complete the contract exceeds the amount specified herein, A-E shall be liable to COUNTY for such excess costs attributable to A-E's breach of the CONTRACT.

  • ’ Compensation and Employer’s Liability Workers’ Compensation limits as required by the Labor Code of the State of California. Employer’s Liability limits of $1,000,000 per accident for bodily injury or disease.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!