Employee Requirement Sample Clauses

Employee Requirement. The affected employee must make his/her request by completing the documents provided by Payroll and verification as set out below from the employee’s treating physician prior to exceeding 160 work hours of leave without pay. If the nature of the absence precludes the employee from completing this paperwork, the supervisor will ensure the chain-of-command and the Health Detail is notified of such; Health Detail will engage the appropriate parties for obtaining the necessary information. Notice will be given to the Association regarding all employees falling under this paragraph. The request will include verification from the treating physician that: • The employee is under medical care; • Nature, severity and probable duration of condition; and • A date of return to work specified by the treating physician. The extended leave request and the physician verification shall be submitted to the Health Detail for processing. In making the decision whether to grant extended leave, the Bureau Commander will consult with the Health Detail. Additional leave granted cannot exceed one year. Requests for extended leave without pay to seek other employment will be denied. Continuous leave without pay for periods in excess of 160 work hours for reasons not related to a medical condition may only be approved by the Sheriff. If extended leave without pay is not granted or the employee does not request extended leave as specified above, the employee may resign, and may request re-employment within three (3) years from the date of his/her resignation, according to Civil Service Rule 350.5. If the employee does not resign, the Department may make a request to the Sheriff to convene the preterm board. Periods of leave without pay in excess of 160 work hours resulting from a job connected illness or injury shall be credited for purposes of seniority or computing longevity pay, and may be credited for purposes of completion of probation and/or salary increases on the recommendation of the Division Head and approval of the Director of the Office of Human Resources.
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Employee Requirement a. Unit members shall indicate on the application their specific District assignments during the regular school year. The unit members shall also indicate his/her past experience on the application and indicate the name of the position he/she is seeking or which he/she desires to work. b. All unit members must indicate that they will be available for the entire summer assignment as a qualification of employment. Employees who work less than half (1/2) of their entire summer assignment will not be eligible for a summer school assignment the following year unless the employee’s absence is Board or administratively approved, or an employee takes a leave of absence under the terms of the parties’ Collective Bargaining Agreement. c. It shall be the candidate’s responsibility to see that the application is complete and in the Division of Human Resources by the deadline date.
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Employee Requirement. Contractor shall not utilize any employee in the performance of Contract Services who is under indictment, has been convicted of ANY crime, has an outstanding arrest warrant, or has any criminal, psychological, or employment history that in Contractor's reasonable judgment poses a risk to the security and confidentiality requirements of the Contract, or to the safety of persons on ODOT premises. In addition, Contractor's employees shall not commit any acts of unlawful sexual harassment, as defined in OAR 839-055-0030, while performing Services under this Contract. Any Contractor employee who fails to meet this requirement following a single verbal warning shall be excluded from providing Services under this Contract. ODOT reserves the right to screen, and when necessary as determined by ODOT, refuse access to Contractor's employees to the Facility or surrounding ODOT premises.
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Employee Requirement. It shall be the obligation of the employee to submit documentation from the attending physician indicating extent of the disability and to receive necessary medical treatment and to return to active work status at the earliest time permitted by his/her attending physician. Where a medical question is at issue, the Employer shall obtain a medical opinion conducted by a physician of the specialty for which the employee is receiving treatment (if any), mutually agreed to by the State and the employee’s attending physician. The independent physician shall render a medical opinion within thirty (30) days of the selection and the decision of the independent physician shall be binding.
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Employee Requirement. The affected employee must make his/her request by completing the documents provided by Payroll and verification as set out below from the employee’s treating physician prior to exceeding 160 work hours of leave without pay. If the nature of the absence precludes the employee from completing this paperwork, the supervisor will ensure the chain-of-command and the Health Detail is notified of such; Health Detail will engage the appropriate parties for obtaining the necessary information. Notice will be given to the Association regarding all employees falling under this paragraph. The request will include verification from the treating physician that:  The employee is under medical care;  Nature, severity and probable duration of condition; and  A date of return to work specified by the treating physician. The extended leave request and the physician verification shall be submitted to the Health Detail for processing. In making the decision whether to grant extended leave, the Bureau Commander will consult with the Health Detail. Additional leave granted cannot exceed one year. Requests for extended leave without pay to seek other employment will be denied. Continuous leave without pay for periods in excess of 160 work hours for reasons not related to a medical condition may only be approved by the Sheriff.
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Employee Requirement. All personnel employed by the Charter School shall be fingerprinted and shall pass a criminal record check prior to employment. Every five years of employment all personnel will be required to again be fingerprinted and shall pass a criminal record check to continue to be employed at the Charter School.
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Related to Employee Requirement

  • LIVING WAGE REQUIREMENT Contractor shall comply with, and ensure its subcontractors performing work under this Contract comply with, Milwaukee Board of School Directors’ Administrative Policy 3.09(17), which requires that employees be paid a “living wage.”

  • Release Requirement Notwithstanding any provision herein to the contrary, except as otherwise determined by the Company, in order for the Grantee to receive Shares pursuant to the settlement of Vested RSUs under Section 6(a), (b), (c), (d) or (e) above, the Grantee (or the representative of his or her estate) must execute and deliver to the Company a general release and waiver of claims against the Company, its Subsidiaries and their directors, officers, employees, shareholders and other affiliates in a form that is satisfactory to the Company (the “Release”). The Release must become effective and irrevocable under applicable law no later than 60 days following the date of the Grantee’s death, termination of employment or transfer of position, as applicable.

  • W-9 Requirement Alongside a signed copy of this Agreement, Grantee will provide Florida Housing with a properly completed Internal Revenue Service (“IRS”) Form W-9. The purpose of the W-9 form is to document the SS# or FEIN# per the IRS. Note: W-9s submitted for any other entity name other than the Grantee’s will not be accepted.

  • Overtime requirements No contractor or subcontractor contracting for any part of the contract work which may require or involve the employment of laborers or mechanics shall require or permit any such laborer or mechanic in any workweek in which he or she is employed on such work to work in excess of forty hours in such workweek unless such laborer or mechanic receives compensation at a rate not less than one and one-half times the basic rate of pay for all hours worked in excess of forty hours in such workweek.

  • DBE Requirements A. Notice is hereby given to the CONSULTANT and any SUB-CONSULTANT, and both agree, that failure to carry out the requirements set forth in 49 CFR Sec. 26.13(b) shall constitute a breach of this Contract and, after notification and failure to promptly cure such breach, may result in termination of this Contract or such remedy as INDOT deems appropriate. The referenced section requires the following assurance to be included in all subsequent contracts between the CONSULTANT and any SUB-CONSULTANT: The CONSULTANT, sub recipient or SUB-CONSULTANT shall not discriminate on the basis of race, color, national origin, or sex in the performance of this Contract. The CONSULTANT shall carry out applicable requirements of 49 CFR Part 26 in the award and administration of DOT-assisted contracts. Failure by the CONSULTANT to carry out these requirements is a material breach of this Contract, which may result in the termination of this Contract or such other remedy, as INDOT, as the recipient, deems appropriate. B. The CONSULTANT shall make good faith efforts to achieve the DBE percentage goal that may be included as part of this Contract with the approved DBE SUB-CONSULTANTS identified on its Affirmative Action Certification submitted with its Letter of Interest, or with approved amendments. Any changes to a DBE firm listed in the Affirmative Action Certification must be requested in writing and receive prior approval by the LPA and INDOT’s Economic Opportunity Division Director. After this Contract is completed and if a DBE SUB- CONSULTANT has performed services thereon, the CONSULTANT must complete, and return, a Disadvantaged Business Enterprise Utilization Affidavit (“DBE-3 Form”) to INDOT’s Economic Opportunity Division Director. The DBE-3 Form requires certification by the CONSULTANT AND DBE SUB-CONSULTANT that the committed contract amounts have been paid and received.