Employees Assigned to 56-Hour Work Week Sample Clauses

Employees Assigned to 56-Hour Work Week. The basic work day shall be in shifts of twenty-four (24) hours, with a basic work week averaging fifty-six (56) hours.
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Employees Assigned to 56-Hour Work Week. All hours worked in excess of regularly scheduled hours; not herein otherwise provided, shall be compensated in pay at the rate of 2.1 hours compensation per hour worked.
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Employees Assigned to 56-Hour Work Week. All employees called back to work after they have been released from the regular days work, shall be entitled to pay at the rate of 2.1 hours compensation per hour worked, with a minimum of two (2) hours’ time worked being credited. An employee who is called back shall be considered as being on duty for the full two (2) hours, and another call within this two
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Employees Assigned to 56-Hour Work Week. All firefighters called back to work after they have been released from the regular days work, shall be entitled to pay at the rate of 2.1 hours compensation per hour worked, with a minimum of two
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Employees Assigned to 56-Hour Work Week. All fire officers called back to work after they have been released from the regular days work, shall be entitled to pay at the rate of 2.1 hours compensation per hour worked, with a minimum of two (2) hours time worked being credited. A fire officer who is called back shall be considered as being on duty for the full two (2) hours, and another call within this two (2) hour period shall not entitle the employee to extra compensation. Effective January 1, 2018, the call-back minimum shall not apply to hours worked consecutively prior to or after a scheduled shift. Such early report or holdover hours shall be compensated based on actual hours worked.
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Related to Employees Assigned to 56-Hour Work Week

  • Continuous, Intermittent, and Reduced Work Schedule Leave All leave granted under this Article shall normally be for a continuous period of time for each incident. An employee shall be permitted to take intermittent leave or work on a reduced schedule to take care of a family member with a serious health condition or for his/her own serious health condition when it is medically necessary. Management may require the employee to transfer temporarily to an available alternative position with equivalent compensation for which the employee is qualified that accommodates recurring periods of leave better than the employee’s regular position. Employees who elect a part-time schedule shall receive prorated compensated time off benefits in accordance with Section 4.110 of the Los Angeles Administrative Code during the duration of their part-time schedule. In accordance with the California Family Rights Act (CFRA), leave for the birth, adoption or xxxxxx care placement of a child of an employee (“bonding” leave) does not have to be taken in one continuous period of time. Under CFRA, the basic minimum duration of bonding leave is two weeks, and on any two occasions an employee is entitled to such bonding leave for a time period of not less than one day but less than two weeks’ duration. Any other form of intermittent leave, or work on a reduced schedule, for the purpose of bonding leave shall only be permitted at the discretion of Management. Bonding leave must be concluded within one year of the birth or placement of the child.

  • SAFETY CONDITIONS OF EMPLOYMENT A. The District and its employees shall be safety conscious in their conduct and actions and shall cooperate in the implementation of the District's safety program.

  • Leave of Absence for Employees Who Serve as Local Coordinators for the Ontario Nurses' Association An employee who serves as Local Coordinator for the Ontario Nurses' Association shall be granted leave of absence without pay up to a total of thirty-five (35) days annually. Leave of absence for Local Coordinators for the Ontario Nurses' Association will be separate from the Union leave provided in (a) above.

  • Returning to Work After a Period of Parental Leave (a) An employee will notify of their intention to return to work after a period of parental leave at least four weeks prior to the expiration of the leave.

  • Reporting Total Compensation of Recipient Executives 1. Applicability and what to report. You must report total compensation for each of your five most highly compensated executives for the preceding completed fiscal year, if—

  • Leave of Absence for Full-Time Union or Public Duties An employee who is elected or selected for a full-time position with the Union or anybody with which the Union is affiliated, or who is elected to public office, shall be granted leave of absence without pay and without loss of seniority.

  • GENERAL CONDITIONS OF EMPLOYMENT 30 31 Section A - Fair Employment Practices

  • GEOGRAPHIC AREA AND SECTOR SPECIFIC ALLOWANCES, CONDITIONS AND EXCEPTIONS The following allowances and conditions shall apply where relevant: Where the company does work which falls under the following headings, the company agrees to pay and observe the relevant respective conditions and/or exceptions set out below in each case.

  • EMPLOYEE DEVELOPMENT AND TRAINING 1. The State agrees to provide advice and counseling to employees with respect to career advancement opportunities and agency developments which have an impact on their careers.

  • Employee's Personnel File A copy of formal discipline report to be entered on an employee's file will be given to the employee. The employee will be required to sign management's copy. Such signature will indicate receipt of formal reprimand only. Subject to giving the Employer advance notice, employees shall have access to their personnel file.

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