EMPLOYEES WORKING COMPRESSED WEEKS Sample Clauses

EMPLOYEES WORKING COMPRESSED WEEKS. A compressed working weeks arrangement does not affect an employee’s entitlement to sick leave. weeks arrangement must be recorded as sick leave if an employee is unable to perform their duties due to illness or injury on that day. However, if the employee would be unable to perform their duties due to illness or injury on a day nominated as a nonattendance day then no sick leave is recorded for that day. For example: • if an employee on a compressed working weeks arrangement has nominated to work 10 hours on a Monday and is unable to attend work due to illness or injury on that day, then 10 hours sick leave is paid to the employee; or • if an employee on a compressed working weeks arrangement has nominated to work 10 hours on a Monday and attends at work but leaves after 2 hours due to illness or injury, then 8 hours sick leave is paid to the employee; or • if an employee on a compressed working weeks arrangement is ill or injured on a day nominated as a non-attendance day, then no sick leave application is to be submitted and no sick leave is payable in respect of that day.
Sample 1
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EMPLOYEES WORKING COMPRESSED WEEKS. A compressed weeks arrangement does not affect an employee’s entitlement to a period of 4, 5 or 6 (as appropriate) calendar weeks of recreation leave. There is no minimum period of recreation leave applying to an employee on a compressed weeks arrangement. The number of hours an employee would normally have worked on a particular day during a compressed weeks agreement must be recorded as recreation leave if the employee is on recreation leave for that day. However, if the nominated day of non-attendance of an employee falls during a period of recreation leave, then no hours of recreation leave are recorded and no leave debited from their accrued entitlement relevant to that day, although the day will count towards the employee’s entitlement of a period of 4, 5 or 6 (as appropriate) calendar weeks of recreation leave.
Sample 1
EMPLOYEES WORKING COMPRESSED WEEKS. A period of long service leave of at least 7 calendar days must commence on the first normal working day of absence and continue up to, but not including, the day on which the employee resumes duty, or commences other leave. Every day occurring during a period of long service leave of at least 7 calendar days (whether it is a normal working day, normally a nominated day off, or other day which is not normally a working day) is to be regarded as a day of long service leave. If an employee working on a compressed weeks arrangement applies for a single day of long service leave if they would usually work a standard day, their single day’s leave should be debited from their accrued entitlement as 1.4 calendar days. If the single day of long service leave constitutes a non-standard working day, the appropriate conversion from the calendar day equivalent should be made in hours. Example: An employee working on a compressed weeks arrangement applying for a single day’s long service leave on a non-standard working day of 9 hours will have 1.4 calendar days x 9 hours/7.5 hours = 1.68 calendar days debited.
Sample 1
EMPLOYEES WORKING COMPRESSED WEEKS. If an employee working on a compressed weeks arrangement applies for a single working day of retention leave, on a day where they would usually work a standard working day, their single day’s leave should be debited from their accrued entitlements as 1 working day. If the single day of retention leave is taken on a day that they would usually work more than a standard working day (e.g. would usually work 9 hours on the relevant day, where a standard working day is 7.5 hours) the relevant number of hours (9 hours) the employee would have worked for that day should be deducted from the employee’s accrued retention leave hours. Note retention leave is accrued based on working days. If an employee is working on a compressed weeks arrangement, retention leave should not be granted on a day that would not otherwise be a working day (i.e. a non-attendance day). For example, if a full time employee is working on a compressed weeks arrangement under which they work 37.5 hours each week between Monday to Thursday, retention leave should not be granted on a Friday (non-attendance day).
Sample 1

Related to EMPLOYEES WORKING COMPRESSED WEEKS

  • Employee Workload ‌ The Employer shall ensure that an employee’s workload is not unsafe as a result of employee absence(s). Employees may refer safety related workload concerns to the Occupational Health and Safety Committee for investigation under Article 22.3 (Occupational Health and Safety Committee).

  • EMPLOYEE WORK YEAR 9.1 The work year shall be as follows:

  • Project Employment A. Permanent project employees have layoff rights. Options will be determined using the procedure outlined in Sections 35.9 and 35.10, above. B. Permanent status employees who left regular classified positions to accept project employment without a break in service have layoff rights within the Employer in which they held permanent status to the job classification they held immediately prior to accepting project employment.

  • Sick Leave Separation Cash Out At the time of retirement from state service or at death, an eligible employee or the employee’s estate will receive cash for their compensable sick leave balance on a one (1) hour for four (4) hours basis. For the purposes of this Section, retirement will not include “vested out of service” employees who leave funds on deposit with the retirement system.

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

  • Pre-Employment Testing Nothing in this Contract shall limit the right of the City to conduct any tests it may deem appropriate for persons seeking employment prior to their date of hire. The parties agree that the Lodge has no role or responsibility with regard to any such pre-employment testing.

  • Compensation for Loss of Employee Tools (a) The Employer will replace all Employee tools lost or stolen in accordance with the Award.

  • Post-Employment Activities 7.1 For a period of one (1) year after the termination or expiration, for any reason, of your employment with the Company hereunder, absent the Board of Directors' prior written approval, you will not directly or indirectly engage in activities similar to those described in Section 4.2, nor render services similar or reasonably related to those which you shall have rendered hereunder to, any person or entity whether now existing or hereafter established which directly competes with (or proposes or plans to directly compete with) the Company ("Direct Competitor") in the same or similar business. Nor shall you entice, induce or encourage any of the Company's other employees to engage in any activity which, were it done by you, would violate any provision of the Confidential Information Agreement or this Section 7. As used in this Agreement, the term "any line of business engaged in or under demonstrable development by the Company" shall be applied as at the date of termination of your employment, or, if later, as at the date of termination of any post-employment consultation. 7.2 For a period of one (1) year after the termination of your employment with the Company, the provisions of Section 4.2 shall be applicable to you and you shall comply therewith. 7.3 No provision of this Agreement shall be construed to preclude you from performing the same services which the Company hereby retains you to perform for any person or entity which is not a Direct Competitor of the Company upon the expiration or termination of your employment (or any post-employment consultation) so long as you do not thereby violate any term of this Agreement or the Confidential Information Agreement.

  • USE OF EMPLOYER FACILITIES 27.01 Reasonable space on bulletin boards including electronic bulletin boards where available, in convenient locations will be made available to the Institute for the posting of official Institute notices. The Institute shall endeavour to avoid requests for posting of notices that the Employer, acting reasonably, could consider adverse to its interests or to the interests of any of its representatives. Posting of notices or other materials shall require the prior approval of the Employer, except notices of meetings of their members and elections, the names of Institute representatives, and social and recreational events. Such approval shall not be unreasonably withheld. 27.02 The Employer will also continue its present practice of making available to the Institute specific locations on its premises for the placement of reasonable quantities of literature of the Institute. 27.03 A duly accredited representative of the Institute may be permitted access to the Employer’s premises to assist in the resolution of a complaint or grievance and to attend meetings called by management. Permission to enter the premises shall, in each case, be obtained from the Employer. 27.04 The Institute shall provide the Employer, a list of such Institute representatives and shall advise promptly of any change made to the list.

  • DISCIPLINE OF EMPLOYEES Section 1: All charges preferred by the Employer against its employees for violation of its rules or other offenses must be preferred within five (5) days after any such alleged violation or offense has been made known to the official or officials of the Employer or their designees. If the charges are not preferred within the time limits set forth herein, such alleged violation or offense shall be forever barred and extinguished, provided, however, that any violation of the rules pertaining to the mishandling of fares or mis-appropriation of the Employer's funds or property shall not come within the scope of the foregoing provisions of this Section. Additionally, any discipline meted out in other than fare violations must be begun within five (5) days of notification to the employee. Section 2: If any employee is charged with an offense involving the mishandling of fares, drunkenness, possession or use of an illegal substance or the misappropriation of the Employer's funds or property, neither such charges nor discipline meted out in connection therewith shall be subject to the grievance and arbitration procedures provided for in this Agreement unless and until the grievance and/or demands for arbitration in such cases be accompanied by a signed authorization from the employee involved releasing the Employer and the Union to submit any and all information and facts pertaining to the case to whomever they may concern. Section 3: When the Employer disciplines an employee and/or places a written entry of the incident in the employee's file, the employee and Union involved shall be furnished a copy of the entry. An employee may examine and copy from his/her own employee file at any reasonable time. After thirty (30) months all materials pertaining to discipline in an employee's file will not be used for disciplinary purposes. Section 4: If, as a result of investigation or upon appeal, the discipline, suspension or dismissal of an employee is found to have been without just cause, his/her record of the alleged offense will be cleared, and if time has been lost, the employee will be paid for such loss of time by the Employer in accordance with the amount s/he would have received had s/he not been held from service.

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