Employees with Children Affected by School Closure Sample Clauses

Employees with Children Affected by School Closure. An employee who must care for the employee's child because of a school closure or unavailability of the child's care provider due to COVID-19 may choose to come to work at a District worksite when required by the employee's assignment or may choose to access any or all of the following benefits under the terms of the CPA or law: Alternative work assignment determined by the District that may be performed from home, if available (see Section E, below) EPSL with possible supplementation up to the employee's regular daily salary if the employee's salary exceeds the statutory EPSL cap ($200 per day) by other paid leaves identified in this section, below Emergency Family and Medical Leave ("EFML") under the FFCRA (which is partially unpaid and partially paid at 2/3 regular wages up to a maximum of $200 per day), with possible supplementation up to the employee's regular daily salary by other paid leaves identified in this section, below Leave for illness, injury, or emergency (i.e., accrued paid sick leave) Personal leave Unpaid leave of absence The District will seek community partners to provide childcare options to employees.
Sample 1
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Employees with Children Affected by School Closure. An employee who must care for the employee’s child because of a school closure or 20 unavailability of the child’s care provider due to COVID-19 may choose to come to work at 21 a District worksite when required by the employee’s assignment or may choose to access any 22 or all of the following benefits under the terms of the CBA or law:
Sample 1
Employees with Children Affected by School Closure. An employee who must care for the employee’s own child (biological or legal guardian of) because of a. EPSL with possible supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($200 per day) by other paid leaves identified in this section, below. b. Expanded Family and Medical Leave (“EFML”) under the FFCRA; c. Accrued or shared leave for illness, injury, or d. Personal or vacation leave (as available under the CBA or District policy); and. e. Unpaid leave of absence.
Sample 1
Employees with Children Affected by School Closure. An employee who must care for the employee’s child because of a school closure or unavailability of the child’s care provider due to COVID-19 may choose to come to work at a District worksite when required by the employee’s assignment or may choose to access any or all of the following benefits under the terms of the CBA or law: a. In consideration of the operational needs of the district, an alternate work assignment may be considered at the district’s discretion, if available (see Section E, below). b. EPSL with possible supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($200 per day) by other paid leaves identified in this section, below. c. Emergency Family and Medical Leave (“EFML”) under the FFCRA (which is partially unpaid and partially paid at 2/3 regular wages up to a maximum of $200 per day), with possible supplementation up to the employee’s regular daily salary by other paid leaves identified in this section, below: i. Leave for illness, injury, or emergency (i.e., accrued paid sick leave). ii. Personal leave. iii. Unpaid leave of absence.
Sample 1
Employees with Children Affected by School Closure. An employee who must care for the employee's child because of a school closure or unavailability of the child's care provider due to COVID-19 may choose to come to work at a District worksite when required by the employee's assignment or may choose to access any or all of the following benefits under the terms of the CBA or law: a. Alternative work assignment determined by the District, if available (see Section E, below) during remote instruction only. b. EPSL with possible supplementation up to the employee's regular daily salary if the employee's salary exceeds the statutory EPSL cap ($200 per day) by other paid leaves identified in this section, below. c. Emergency Family and Medical Leave ("EFML") under the FFCRA (which is partially unpaid and partially paid at 2/3 regular wages up to a maximum of $200 per day), with possible supplementation up to the employee's regular daily salary by other paid leaves identified in this section, below: i. Leave for illness, injury, or emergency (i.e., accrued paid sick leave). ii. Personal leave. iii. Unpaid leave of absence.
Sample 1

Related to Employees with Children Affected by School Closure

  • RESTRICTIONS ON EMPLOYMENT OF FORMER STATE OFFICER OR EMPLOYEE The Engineer shall not hire a former state officer or employee of a state agency who, during the period of state service or employment, participated on behalf of the state agency in this agreement’s procurement or its negotiation until after the second anniversary of the date of the officer’s or employee’s service or employment with the state agency ceased.

  • EMPLOYER AND UNION TO ACQUAINT NEW EMPLOYEES ‌ (a) At the time of hire new employees will be advised that a collective agreement is in effect and of the conditions of employment set out in the articles dealing with Union Security and Dues Check-off. (b) A new employee shall also be provided with: (1) the name, location and work telephone number of the xxxxxxx; and (2) an authorization form for union dues check-off. (c) Upon request, the xxxxxxx shall be advised of the name, location and work telephone number of the new employee. (d) The xxxxxxx will be given an opportunity to interview each new employee within regular working hours, without loss of pay, for 15 minutes sometime during the first 30 days of employment. (e) The Union will provide the Employer with an up-to-date list of stewards' names, work locations and work telephone numbers in order that the Employer may meet its obligation in (b)(1) above. (f) The Union will be provided with a copy of the completed and signed authorization form for dues check-off for all new employees.

  • RESTRICTION ON OUTSIDE EMPLOYMENT Unless otherwise specified by the Employer as being in an area that could represent a conflict of interest, employees shall not be restricted in engaging in other employment outside the hours they are required to work for the Employer.

  • Employment of Apprentices 1. Where either the prime AGREEMENT or the subagreement exceeds thirty thousand dollars ($30,000), the CONSULTANT and any subconsultants under him or her shall comply with all applicable requirements of Labor Code §§ 1777.5, 1777.6 and 1777.7 in the employment of apprentices. 2. CONSULTANTs and subconsultants are required to comply with all Labor Code requirements regarding the employment of apprentices, including mandatory ratios of journey level to apprentice workers. Prior to commencement of work, CONSULTANT and subconsultants are advised to contact the DIR Division of Apprenticeship Standards website at xxxxx://xxx.xxx.xx.xxx/das/, for additional information regarding the employment of apprentices and for the specific journey-to- apprentice ratios for the AGREEMENT work. The CONSULTANT is responsible for all subconsultants’ compliance with these requirements. Penalties are specified in Labor Code §1777.7.

  • Nonsolicitation of Protected Employees Executive understands and agrees that the relationship between the Company and each of its Protected Employees constitutes a valuable asset of the Company and may not be converted to Executive’s own use. Accordingly, Executive hereby agrees that during the Restricted Period, Executive shall not directly or indirectly on Executive’s own behalf or as a Principal or Representative of any Person or otherwise solicit or induce any Protected Employee to terminate his employment relationship with the Company or to enter into employment with any other Person.

  • Agreement with Respect to Continuation of Group Health Plan Coverage for Former Employees of the Failed Bank (a) The Assuming Institution agrees to assist the Receiver, as provided in this Section 4.12, in offering individuals who were employees or former employees of the Failed Bank, or any of its Subsidiaries, and who, immediately prior to Bank Closing, were receiving, or were eligible to receive, health insurance coverage or health insurance continuation coverage from the Failed Bank ("Eligible Individuals"), the opportunity to obtain health insurance coverage in the Corporation's FIA Continuation Coverage Plan which provides for health insurance continuation coverage to such Eligible Individuals who are qualified beneficiaries of the Failed Bank as defined in Section 607 of the Employee Retirement Income Security Act of 1974, as amended (respectively, "qualified beneficiaries" and "ERISA"). The Assuming Institution shall consult with the Receiver and not later than five (5) Business Days after Bank Closing shall provide written notice to the Receiver of the number (if available), identity (if available) and addresses (if available) of the Eligible Individuals who are qualified beneficiaries of the Failed Bank and for whom a "qualifying event" (as defined in Section 603 of ERISA) has occurred and with respect to whom the Failed Bank's obligations under Part 6 of Subtitle B of Title I of ERISA have not been satisfied in full, and such other information as the Receiver may reasonably require. The Receiver shall cooperate with the Assuming Institution in order to permit it to prepare such notice and shall provide to the Assuming Institution such data in its possession as may be reasonably required for purposes of preparing such notice. (b) The Assuming Institution shall take such further action to assist the Receiver in offering the Eligible Individuals who are qualified beneficiaries of the Failed Bank the opportunity to obtain health insurance coverage in the Corporation's FIA Continuation Coverage Plan as the Receiver may direct. All expenses incurred and paid by the Assuming Institution (i) in connection with the obligations of the Assuming Institution under this Section 4.12, and (ii) in providing health insurance continuation coverage to any Eligible Individuals who are hired by the Assuming Institution and such employees' qualified beneficiaries shall be borne by the Assuming Institution. (c) No later than five (5) Business Days after Bank Closing, the Assuming Institution shall provide the Receiver with a list of all Failed Bank employees the Assuming Institution will not hire. Unless otherwise agreed, the Assuming Institution pays all salaries and payroll costs for all Failed Bank Employees until the list is provided to the Receiver. The Assuming Institution shall be responsible for all costs and expenses (i.e. salary, benefits, etc.) associated with all other employees not on that list from and after the date of delivery of the list to the Receiver. The Assuming Institution shall offer to the Failed Bank employees it retains employment benefits comparable to those the Assuming Institution offers its current employees. (d) This Section 4.12 is for the sole and exclusive benefit of the parties to this Agreement, and for the benefit of no other Person (including any former employee of the Failed Bank or any Subsidiary thereof or qualified beneficiary of such former employee). Nothing in this Section 4.12 is intended by the parties, or shall be construed, to give any Person (including any former employee of the Failed Bank or any Subsidiary thereof or qualified beneficiary of such former employee) other than the Corporation, the Receiver and the Assuming Institution any legal or equitable right, remedy or claim under or with respect to the provisions of this Section.

  • EMPLOYER AND UNION SHALL ACQUAINT NEW EMPLOYEES The Employer agrees to acquaint new employees with the fact that a Collective Agreement is in effect and with the conditions of employment set out in the Articles dealing with Union Security and Dues Check-off. The Employer agrees to provide the name, worksite phone number, and location of the new employee's xxxxxxx in the letter of hiring. Whenever the xxxxxxx is employed in the same work area as the new employee, the employee's immediate supervisor will introduce her to her xxxxxxx. The Employer agrees that a Union xxxxxxx will be given an opportunity to interview each new employee within regular working hours, without loss of pay, for thirty (30) minutes sometime during the first thirty (30) days of employment for the purpose of acquainting the new employee with the benefits and duties of Union membership and the employee's responsibilities and obligations to the Employer and the Union.

  • Non-Employment of COUNTY Personnel 2.1.1 A-E agrees that it will neither negotiate, offer, or give employment to any full-time, regular employee of COUNTY in professional classifications of the same skills required for the performance of this CONTRACT who is involved in this Project in a participatory status during the life of this CONTRACT regardless of the assignments said employee may be given or the days or hours employee may work. 2.1.2 Nothing in this CONTRACT shall be deemed to make A-E, or any of A-E’s employees or agents, agents or employees of the COUNTY. A-E shall be an independent contractor and shall have responsibility for and control over the details and means for performing the work, provided that A-E is in compliance with the terms of this CONTRACT. Anything in the CONTRACT which may appear to give COUNTY the right to direct A-E as to the details of the performance of the work or to exercise a measure of control over A-E shall mean that A-E shall follow the desires of COUNTY, only in the results of the work.

  • Employee’s Representations Employee represents and warrants that Employee is free to enter into this Agreement and to perform each of the terms and covenants in it. Employee represents and warrants that Employee is not restricted or prohibited, contractually or otherwise, from entering into and performing this Agreement, and that Employee’s execution and performance of this Agreement is not a violation or breach of any other agreement or other legal obligation between Employee and any other person or entity.

  • NON-DISCRIMINATION IN HIRING AND EMPLOYMENT Competitive Supplier agrees to conduct its operations and activities under this ESA in accordance with all applicable state and federal laws regarding non-discrimination in hiring and employment of employees.

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