Common use of Contact Hours Clause in Contracts

Contact Hours. (a) It is the responsibility of the casual employee to ensure that the Employer has a current phone number and address for the purposes of offering work assignments. Failure on the part of the employee to provide this information may result in the forfeiture of work opportunities. Except in unexpected circumstances, casual employees will normally be called for work opportunities between the hours of 8:30 a.m. and 9:30 a.m. (b) Casual employees who are contacted and decline, or are unavailable during the hours of 8:30 a.m. to 9:30 a.m., shall be considered as having declined a work opportunity, except as provided in Clauses 26.4(c), (d) and (f) below. Casual employees who decline three work opportunities in a calendar quarter will be considered as having terminated their employment relationship. (c) Where the Employer is unable to contact casual employees outside of the scheduled periods it will not count such unavailability for purposes of Clause 26.4(b). (d) Casual employees who are unavailable in the following circumstances, and who call in to the appropriate designate at the times determined by the Employer, will not have the decline or unavailability count as an occurrence for purposes of Clause 26.4(b): (1) absence on a WCB claim; (2) maternity leave; parental or adoption leave; (3) absence on bereavement leave; (4) illness; proof of illness may be required if the absence is greater than five days or where it appears a pattern of consistent or frequent absence is developing; (5) illness of, or inability to obtain child care for, a dependent child where no one other than the casual employee can care for the child. Proof of illness or inability to obtain child care may be required if a pattern of consistent absence is developing; (6) union leave; (7) jury duty; (8) medical or dental appointments; (9) approved leave under Clause 26.4(f); (10) unavailability per Clause 26.4(f). (e) Where the Employer is unable to contact casual employees during the scheduled time periods established in Subsection (a) above, they are considered to have been unavailable for work for purposes of Clause 26.4(b) above and, in the event of the second occurrence, the Employer shall advise the xxxxxxx for the Administration Department. (1) Casual employees, with the agreement of the Employer, may specify days and/or times of availability. Such agreed to days and/or times, and any agreed to alterations thereto, shall be in writing and include the days and/or times, and effective date. During the months of March, July, August and December it is expected Casuals are to be available. (2) Should a casual employee wish to revert from having specified days and/or times of availability to full availability, the employee may do so by providing the Employer with 10 days' written notice. (3) Casual employees hired specifically to do summer vacation relief are excluded from the provisions of Clause 26.4(f)(1) above. (4) Subject to Clause 13.2(b), a casual employee may decline work assignments of less than three hours without penalty.

Contact Hours. ‌ (a) It is the responsibility of the each casual employee to ensure that the Employer has a current phone telephone number and address for the purposes of offering work assignments. Failure on the part of the employee to provide this information may result in the forfeiture of work opportunities. Except in unexpected circumstances, casual employees will normally be called for work opportunities between the hours of 8:30 a.m. and 9:30 a.m. (b) Casual employees who are contacted and decline, or are an unavailable during the hours of 8:30 a.m. to 9:30 a.m., shall be considered as having declined a work opportunity, except as provided in Clauses 26.4(c), (d) and (f) below. Casual employees who decline three work opportunities in a calendar quarter will be considered as having terminated their employment employee relationship. (c) Where the Employer is unable to contact casual employees outside of the scheduled periods it will not count such unavailability for the purposes of Clause 26.4(b). (d) Casual employees who are unavailable in the following circumstances, and who call in to the appropriate designate at the times determined by the Employer, will not have the decline or unavailability count as an occurrence for purposes of Clause 26.4(b): (1) absence on a WCB claim; (2) maternity leave; , parental or adoption leave; (3) absence on bereavement leave; (4) illness; proof of illness may be required if the absence is greater than five days or where it appears a pattern of consistent or frequent absence is developing; (5) illness of, or inability to obtain child care for, for a dependent child where no one other than the casual causal employee can care for the child. Proof of illness or inability to obtain child care may be required if a pattern of consistent absence is developing; (6) union leave; (7) jury duty; (8) medical or dental appointments; (9) approved leave under Clause 26.4(f)of absence; (10) unavailability per Clause 26.4(f). (e) Where the Employer is unable to contact casual employees during the scheduled time periods established in Subsection Section (a) above, they are considered to have been unavailable for work for purposes of Clause 26.4(b) above and, in the event of the second occurrence, the Employer shall advise the xxxxxxx for the Administration Departmentbargaining unit Chair. (1) Casual employees, with the agreement of the Employer, may specify days and/or times of availability. Such agreed to days and/or times, and any agreed to alterations thereto, shall be in writing and include the days and/or times, and effective date. During the months of March, July, August and December it is expected Casuals are to be available. (2) Should a casual employee wish to revert from having specified days and/or times of availability to full availability, the employee may do so by providing the Employer with 10 days' written notice. (3) Casual employees hired specifically to do summer vacation relief are excluded from the provisions of Clause 26.4(f)(1) above. (4) Subject to Clause 13.2(b), a casual employee may decline work assignments of less than three hours without penalty.

Contact Hours. ‌ (a) It is the responsibility of the each casual employee to ensure that the Employer has a current phone telephone number and address for the purposes of offering work assignments. Failure on the part of the employee to provide this information may result in the forfeiture of work opportunities. Except in unexpected circumstances, casual employees will normally be called for work opportunities between the hours of 8:30 a.m. and 9:30 a.m. (b) Casual employees who are contacted and decline, or are an unavailable during the hours of 8:30 a.m. 8:30 a. m. to 9:30 a.m., shall be considered as having declined a work opportunity, except as provided in Clauses 26.4(c), (d) and (f) below. Casual employees who decline three work opportunities in a calendar quarter will be considered as having terminated their employment employee relationship. (c) Where the Employer is unable to contact casual employees outside of the scheduled periods it will not count such unavailability for the purposes of Clause 26.4(b). (d) Casual employees who are unavailable in the following circumstances, and who call in to the appropriate designate at the times determined by the Employer, will not have the decline or unavailability count as an occurrence for purposes of Clause 26.4(b): (1) absence on a WCB claim; (2) maternity leave; , parental or adoption leave; (3) absence on bereavement leave; (4) illness; proof of illness may be required if the absence is greater than five days or where it appears a pattern of consistent or frequent absence is developing; (5) illness of, or inability to obtain child care for, for a dependent child where no one other than the casual causal employee can care for the child. Proof of illness or inability to obtain child care may be required if a pattern of consistent absence is developing; (6) union leave; (7) jury duty; (8) medical or dental appointments; (9) approved leave under Clause 26.4(f)of absence; (10) unavailability per Clause 26.4(f). (e) Where the Employer is unable to contact casual employees during the scheduled time periods established in Subsection Section (a) above, they are considered to have been unavailable for work for purposes of Clause 26.4(b) above and, in the event of the second occurrence, the Employer shall advise the xxxxxxx for the Administration Departmentbargaining unit Chair. (1) Casual employees, with the agreement of the Employer, may specify days and/or times of availability. Such agreed to days and/or times, and any agreed to alterations thereto, shall be in writing and include the days and/or times, and effective date. During the months of March, July, August and December it is expected Casuals are to be available. (2) Should a casual employee wish to revert from having specified days and/or times of availability to full availability, the employee may do so by providing the Employer with 10 days' written notice. (3) Casual employees hired specifically to do summer vacation relief are excluded from the provisions of Clause 26.4(f)(1) above. (4) Subject to Clause 13.2(b), a casual employee may decline work assignments of less than three hours without penalty.

Contact Hours. (a) It is the responsibility of the casual employee to ensure that the Employer has a current phone number and address for the purposes of offering work assignments. Failure on the part of the employee to provide this information may result in the forfeiture of work opportunities. Except in unexpected circumstances, casual employees will normally be called for work opportunities between the hours of 8:30 a.m. and 9:30 a.m. (b) Casual employees who are contacted and decline, or are unavailable during the hours of 8:30 a.m. to 9:30 a.m., shall be considered as having declined a work opportunity, except as provided in Clauses 26.4(c25.4(c), (d) and (f) below. Casual employees who decline three (3) work opportunities in a calendar quarter will be considered as having terminated their employment relationship. (c) Where the Employer is unable to contact casual employees outside of the scheduled periods it will not count such unavailability for purposes of Clause 26.4(b25.4(b). (d) Casual employees who are unavailable in the following circumstances, and who call in to the appropriate designate at the times determined by the Employer, will not have the decline or unavailability count as an occurrence for purposes of Clause 26.4(b25.4(b): (1) absence on a WCB claim; (2) maternity leave; parental or adoption leave; (3) absence on bereavement leave; (4) illness; proof of illness may be required if the absence is greater than five (5) days or where it appears a pattern of consistent or frequent absence is developing; (5) illness of, or inability to obtain child care for, a dependent dependant child where no one other than the casual employee can care for the child. Proof of illness or inability to obtain child care may be required if a pattern of consistent absence is developing; (6) union Union leave; (7) jury duty; (8) medical or dental appointments; (9) approved leave under Clause 26.4(f); (10) unavailability per Clause 26.4(f25.4(f). (e) Where the Employer is unable to contact casual employees during the scheduled time periods established in Subsection section (a) above, they are considered to have been unavailable for work for purposes of Clause 26.4(b25.4(b) above and, in the event of the second occurrence, the Employer shall advise the xxxxxxx Xxxxxxx for the Administration Department. (1) Casual employees, with the agreement of the Employer, may specify days and/or times of availability. Such agreed to days and/or times, and any agreed to alterations thereto, shall be in writing and include the days and/or times, and effective date. During the months of March, July, August and December it is expected Casuals are to be available. (2) Should a casual employee wish to revert from having specified days and/or times of availability to full availability, the employee may do so by providing the Employer with 10 ten (10) days' written notice. (3) Casual employees hired specifically to do summer vacation relief are excluded from the provisions of Clause 26.4(f)(125.4(f)(1) above. (4) Subject to Clause 13.2(b), a casual employee may decline work assignments of less than three hours without penalty.

Contact Hours. ‌ (a) It is the responsibility of the each casual employee to ensure that the Employer has a current phone telephone number and address for the purposes of offering work assignments. Failure on the part of the employee to provide this information may result in the forfeiture of work opportunities. Except in unexpected circumstances, casual employees will normally be called for work opportunities between the hours of 8:30 a.m. and 9:30 a.m. (b) Casual employees who are contacted and decline, or are an unavailable during the hours of 8:30 a.m. to 9:30 a.m., shall be considered as having declined a work opportunity, except as provided in Clauses 26.4(c), (d) and (f) below. Casual employees who decline three work opportunities in a calendar quarter will be considered as having terminated their employment employee relationship. (c) Where the Employer is unable to contact casual employees outside of the scheduled periods it will not count such unavailability for the purposes of Clause 26.4(b). (d) Casual employees who are unavailable in the following circumstances, and who call in to the appropriate designate at the times determined by the Employer, will not have the decline or unavailability count as an occurrence for purposes of Clause 26.4(b): (1) absence on a WCB claim; (2) maternity leave; , parental or adoption leave; (3) absence on bereavement leave; (4) illness; proof of illness may be required if the absence is greater than five days or where it appears a pattern of consistent or frequent absence is developing; (5) illness of, or inability to obtain child care for, for a dependent child where no one other than the casual causal employee can care for the child. Proof of illness or inability to obtain child care may be required if a pattern of consistent absence is developing; (6) union leave; (7) jury duty; (8) medical or dental appointments; (9) approved leave under Clause 26.4(f)of absence; (10) unavailability per Clause 26.4(f). (e) Where the Employer is unable to contact casual employees during the scheduled time periods established in Subsection Section (a) above, they are considered to have been unavailable for work for purposes of Clause 26.4(b) above and, in the event of the second occurrence, the Employer shall advise the xxxxxxx for the Administration DepartmentBargaining Unit Chair. (1) Casual employees, with the agreement of the Employer, may specify days and/or times of availability. Such agreed to days and/or times, and any agreed to alterations thereto, shall be in writing and include the days and/or times, and effective date. During the months of March, July, August and December it is expected Casuals are to be available. (2) Should a casual employee wish to revert from having specified days and/or times of availability to full availability, the employee may do so by providing the Employer with 10 ten days' written notice. (3) Casual employees hired specifically to do summer vacation relief are excluded from the provisions of Clause 26.4(f)(1) above. (4) Subject to Clause 13.2(b), a casual employee may decline work assignments of less than three hours without penalty.

Contact Hours. (a) It is the responsibility of the each casual employee to ensure that the Employer has a current phone telephone number and address for the purposes of offering work assignments. Failure on the part of the employee to provide this information may result in the forfeiture of work opportunities. Except in unexpected circumstances, casual employees will normally be called for work opportunities between the hours of 8:30 a.m. and 9:30 a.m. (b) Casual employees who are contacted and decline, or are an unavailable during the hours of 8:30 a.m. to 9:30 a.m., shall be considered as having declined a work opportunity, except as provided in Clauses 26.4(c), (d) and (f) below. Casual employees who decline three work opportunities in a calendar quarter will be considered as having terminated their employment employee relationship. (c) Where the Employer is unable to contact casual employees outside of the scheduled periods it will not count such unavailability for the purposes of Clause 26.4(b). (d) Casual employees who are unavailable in the following circumstances, and who call in to the appropriate designate at the times determined by the Employer, will not have the decline or unavailability count as an occurrence for purposes of Clause 26.4(b): (1) absence on a WCB claim; (2) maternity leave; , parental or adoption leave; (3) absence on bereavement leave; (4) illness; proof of illness may be required if the absence is greater than five days or where it appears a pattern of consistent or frequent absence is developing; (5) illness of, or inability to obtain child care for, for a dependent child where no one other than the casual causal employee can care for the child. Proof of illness or inability to obtain child care may be required if a pattern of consistent absence is developing; (6) union leave; (7) jury duty; (8) medical or dental appointments; (9) approved leave under Clause 26.4(f)of absence; (10) unavailability per Clause 26.4(f). (e) Where the Employer is unable to contact casual employees during the scheduled time periods established in Subsection Section (a) above, they are considered to have been unavailable for work for purposes of Clause 26.4(b) above and, in the event of the second occurrence, the Employer shall advise the xxxxxxx for the Administration Departmentbargaining unit Chair. (1) Casual employees, with the agreement of the Employer, may specify days and/or times of availability. Such agreed to days and/or times, and any agreed to alterations thereto, shall be in writing and include the days and/or times, and effective date. During the months of March, July, August and December it is expected Casuals are to be available. (2) Should a casual employee wish to revert from having specified days and/or times of availability to full availability, the employee may do so by providing the Employer with 10 days' written notice. (3) Casual employees hired specifically to do summer vacation relief are excluded from the provisions of Clause 26.4(f)(1) above. (4) Subject to Clause 13.2(b), a casual employee may decline work assignments of less than three hours without penalty.

Contact Hours. (a) It is the responsibility of the casual employee to ensure that the Employer has a current phone number and address for the purposes of offering work assignments. Failure on the part of the employee to provide this information may result in the forfeiture of work opportunities. Except in unexpected circumstances, casual employees will normally be called for work opportunities between the hours of 8:30 a.m. and 9:30 a.m. (b) Casual employees who are contacted and decline, or are unavailable during the hours of 8:30 a.m. to 9:30 a.m., shall be considered as having declined a work opportunity, except as provided in Clauses 26.4(c25.4(c), (d) and (f) below. Casual employees who decline three (3) work opportunities in a calendar quarter will be considered as having terminated their employment relationship. (c) Where the Employer is unable to contact casual employees outside of the scheduled periods it will not count such unavailability for purposes of Clause 26.4(b25.4(b). (d) Casual employees who are unavailable in the following circumstances, and who call in to the appropriate designate at the times determined by the Employer, will not have the decline or unavailability count as an occurrence for purposes of Clause 26.4(b25.4(b): (1) absence on a WCB claim; (2) maternity leave; parental or adoption leave; (3) absence on bereavement leave; (4) illness; proof of illness may be required if the absence is greater than five (5) days or where it appears a pattern of consistent or frequent absence is developing; (5) illness of, or inability to obtain child care for, a dependent dependant child where no one other than the casual employee can care for the child. Proof of illness or inability to obtain child care may be required if a pattern of consistent absence is developing; (6) union Union leave; (7) jury duty; (8) medical or dental appointments; (9) approved leave under Clause 26.4(f25.4(f); ; (10) unavailability per Clause 26.4(f25.4(f). (e) Where the Employer is unable to contact casual employees during the scheduled time periods established in Subsection section (a) above, they are considered to have been unavailable for work for purposes of Clause 26.4(b25.4(b) above and, in the event of the second occurrence, the Employer shall advise the xxxxxxx Xxxxxxx for the Administration Department. (1) Casual employees, with the agreement of the Employer, may specify days and/or times of availability. Such agreed to days and/or times, and any agreed to alterations thereto, shall be in writing and include the days and/or times, and effective date. During the months of March, July, August and December it is expected Casuals are to be available. (2) Should a casual employee wish to revert from having specified days and/or times of availability to full availability, the employee may do so by providing the Employer with 10 ten (10) days' written notice. (3) Casual employees hired specifically to do summer vacation relief are excluded from the provisions of Clause 26.4(f)(125.4(f)(1) above. (4) Subject to Clause 13.2(b), a casual employee may decline work assignments of less than three (3) hours without penalty.