Employees will a. Make application in writing to their immediate supervisor/program administrator for short-term leave and complete the Request for Unpaid Leave of Absence form at least five (5) workdays prior to the commencement of the leave, except in case of emergency.
b. Make application for long-term leave in writing at least sixty (60) calendar days prior to commencement of leave, except in case of emergency.
c. Notify Human Resources in writing or electronically sixty (60) calendar days prior to returning to work from a long-term leave.
d. Report to Human Resources upon return from long-term leave to review/update payroll/benefits information.
Employees will. (a) do their job diligently and to the best of their ability;
(b) work collaboratively with the Employer’s employees, clients, contractors and stakeholders;
(c) always look for ways to improve the Employer’s business, reputation and relationships (including outside work hours);
(d) comply with the Employer’s instructions and any applicable policies and procedures;
(e) be open and honest, and advise the Employer of issues on a 'no surprises' basis;
(f) take reasonable care for their own health and safety and take reasonable care that their acts or omissions do not adversely affect the health and safety of others; and
(g) comply with any reasonable instruction and cooperate with any reasonable policy or procedure relating to health and safety at the workplace.
(h) consent to the use of their image, title and work contact details by the Employer in any promotional materials, electronic, web based, printed or otherwise, as and when required, provided that where practicable, the Employer will contact the Employee before use.
Employees will a. Complete accurate attendance records, appropriate leave forms as soon as practicable, and forward them to their immediate supervisor within a reasonable time at the end of each fortnight;
b. Comply with all reasonable and lawful directions relating to hours of work arrangements;
c. Ensure work obligations and client service standards are not adversely impacted through the use of these arrangements;
d. Obtain prior approval of their supervisor to access accrued time or to accrue debit time; and e. Cooperate with supervisors regarding normal operating hours.
Employees will. 4.9.1. Review and adhere to the Hybrid Work Program.
4.9.2. Self-assess whether a hybrid work arrangement is an avenue they wish to pursue given their personal circumstances and work requirements.
4.9.3. Adhere to this procedure as well as any directives given by their supervisor or manager.
4.9.4. Take all reasonable precautions to maintain their health and safety while working from home.
4.9.5. In consultation with their supervisor or manager, define the designated work location within their home where they will work and bring forward any health and safety concerns.
4.9.6. Provide an adequate workspace and furnishings while working from home. There will be no duplication of any office furniture for a home office.
4.9.7. Complete all of their assigned work to the best of their ability. If unable to complete their assigned duties, communicate to their manager/supervisor as to the reasons why.
4.9.8. Spend their work hours as outlined in their Hybrid Work Agreement dedicated to completing their job duties for the Corporation. They will not work for another employer or provide dependent care during that time.
4.9.9. Participate in online and other forms of hybrid work collaboration with colleagues to maintain engagement with corporate culture.
4.9.10. Take all reasonable precautions to ensure the security of confidential information including personal information and private conversations.
4.9.11. Immediately report any potential breach of privacy to their supervisor or manager, where there may be unauthorized access, disclosure, loss or theft of personal/sensitive information or a City device.
4.9.12. If appropriate, log their work hours in the Workforce Management System or departmental system. Any falsification of this information could lead to disciplinary measures up to and including dismissal.
4.9.13. Complete, sign, and forward the Hybrid Work Agreement and the Work at Home Health and Safety Form and comply with any conditions.
4.9.14. Promptly return any equipment belonging to the Corporation after the hybrid work arrangement has been terminated or upon request.
4.9.15. Be responsible for at home or personal internet service if their duties require online internet services or access to the Corporate computer network.
4.9.16. Ensure they can attend the municipal worksite when requested by their manager/supervisor, even on days they were scheduled to work from home (ex. in emergencies/co-worker’s absence). Including having the ability to commute to the...
Employees will. Review and adhere to the Hybrid Work Agreement policy and corresponding procedure. • Self-assess whether a hybrid work arrangement is an avenue they wish to pursue given their personal circumstances and work requirements. • Spend their work hours as outlined in their Hybrid Work Agreement dedicated to completing their job duties for the city, and not to work for another employer or provide dependent care during that time. • Participate in online and other forms of hybrid work collaboration with colleagues to maintain engagement and communication. • Take all reasonable precautions to ensure the security of confidential information including personal information and private conversations. • Immediately report any potential breach of privacy to their manager, where there may be unauthorized access, disclosure, loss or theft of personal/sensitive information or a city device. • Complete, sign, and forward the Hybrid Work Agreement and the Work at Home Health and Safety Form and comply with any conditions. • Promptly return any equipment belonging to the city after the Hybrid Work Agreement has been terminated or upon request. • Be responsible for at home or personal internet service if their duties require online internet services or access to the city computer network. • Ensure they can attend the municipal worksite when requested by their manager, even on days they were scheduled to work from home (ex. in emergencies/co-worker’s absence), including having the ability to commute to the worksite within a reasonable time.
Employees will. Comply with this policy.
Employees will. The Company will schedule for each employee a break period of ten minutes during the first half and a second break period of ten minutes during the second half of each standard shift. When employees work more than two hours into the second half of their shift, then they will have their break time added to their time worked. When two or more hours of overtime work is scheduled continuous with the regular shift, employees will be granted a ten minute rest period before of the overtime work.
Employees will. 1. Assure that applications are completed properly, accurately and in the detail required to permit a valid evaluation of their qualifications.
2. Cooperate in the resolution of questions concerning their qualifications and eligibility for a specific job vacancy or job category by providing pertinent information as may be requested or required.
3. Respond to the requirements of Job Opportunity Announcements (XXXx).
4. Employees who are absent from work are responsible for monitoring vacancies for which they want to be considered. Note: Employees who are on official duty shall be contacted by the appropriate supervisor and made aware of both non- competitive temporary promotions and merit promotion opportunities when TDY or serving in some other official capacity outside of local area. S ection 6. A rea of Consideration
a. The area of consideration for positions to be filled through competitive promotion procedures must be broad enough to obtain a sufficient number of best qualified candidates, inclusive of underrepresented groups, from which to select and to provide adequate promotion opportunities for employees. The minimum area of consideration is employees of the activity in the commuting area, forty (40) road miles on average, except for GS- 14 and above which must be at least DLA-wide.
b. The Union will be consulted prior to expansion, or the narrowing, of the area of consideration.
c. Employees who are absent for an officially approved reason, e.g. on detail, on leave, at training courses, in the military service, or serving in public international organizations or on Intergovernmental Personnel Act assignments, if otherwise in the area of consideration, may not be excluded from consideration based on their absence. The Employer agrees to make every reasonable effort to communicate such opportunities to employees described in this paragraph to allow them full participation. S ection 7. P riority Consideration Priority consideration will be given to those qualified candidates who have entitlement to consideration under other regulatory requirements. These include employees affected by reduction-in-force (RIF) or transfer of function in accordance with their eligibility and/or rights under the DoD Priority Placement Program, registrants in the OPM interagency Career Transition Assistance Program (ICTAP), employees receiving priority consideration under EEO procedures, employees denied proper consideration because of an error or program violation, empl...
Employees will. E. A relationship contract has been executed which obligates each of the parties to provide support for the other party and provides, in the event of the termination of the relationship, for a substantially equal division for any property acquired during the relationship. Note: Documentation may be required to prove the existence for any of the above mentioned items.
9. We agree to notify the College of Lake County Human Resources Office within thirty days of the termination of our domestic partnership. A written termination statement shall be provided to the Human Resources Office and shall affirm that the partnership is terminated and that a copy of the termination statement has been mailed to the other partner.
10. After a termination with my domestic partner, another Affidavit of Domestic Partnership cannot be filed until twelve (12) months after a statement of termination of the previous partnership has been filed with the College of Lake County Human Resources Office.
11. We understand that any person, employer, or company who suffers any loss because of false statements contained in an AAffidavit of Domestic Partnership@ may bring a civil action against us to recover their losses, including reasonable attorneys fees.
12. We provide the information in this affidavit to be used by the College for the sole purpose of determining our eligibility for domestic partnership benefits. We understand that this information will be held confidential and will be subject to disclosure only upon our expressed written authorization or pursuant to a court order.
13. We affirm, under penalty of perjury, that the ascertainments in this affidavit are true to the best of our knowledge. (Signature of Employee) (Signature of Domestic Partner) (Employee’s Social Security Number) (Domestic Partner’s Social Security Number) (Date) (Date) (Employee’s Date of Birth) (Domestic Partner’s Date of Birth)
Employees will. 1. Assure that applications are completed properly, accurately and in the detail required to permit a valid evaluation of their qualifications.
2. Cooperate in the resolution of questions concerning their qualifications and eligibility for a specific job vacancy or job category by providing pertinent information as may be requested or required.
3. Respond to the requirements of Job Opportunity Announcements (XXXx).
4. Employees who are absent from work are responsible for monitoring vacancies for which they want to be considered.
