EMPLOYER REASONABLE ADDITIONAL HOURS Sample Clauses

EMPLOYER REASONABLE ADDITIONAL HOURS. 4.4.1 All time worked outside of the ordinary working hours being in excess of eight (8) hours per day or in excess of thirty-eight (38) hours per week (excepting RDO Employees whose hours shall be in excess of forty (40 hours) shall be deemed to be reasonable additional hours. 4.4.2 All reasonable additional hours worked shall be recorded on time sheets and shall be authorised by a relevant supervisor and manager. 4.4.3 All authorised work performed outside of the ordinary hours (clause 4.4.1) shall be deemed to be reasonable additional hours and shall be paid for at the rate of time and a-half for the first three (3) hours and double time thereafter, provided that: (a) all authorised reasonable additional hours performed on a Saturday shall be paid for at the rate of time and a-half for the first three (3) hours and double time thereafter with a minimum of four (4) hours payment at reasonable additional hours rates: (b) all authorised reasonable additional hours performed on a Sunday or its equivalent shall be paid for at the rate of double time with a minimum of four (4) hours pay at reasonable additional hours rates.
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EMPLOYER REASONABLE ADDITIONAL HOURS. (a) In circumstances where the Employer directs the Employee in writing (by letter duly authorised) detailing the days and hours to be work outside of the ordinary hours as stated in clause 4.1 or clause 4.2 or clause 4.3 the Employee shall be paid time and a half for the first three (3) hours and double time there after, for hours worked in excess of ordinary hours. (b) The Employer may direct Employer Reasonable Additional Hours to be worked provided that those hours are worked in accordance with the Workplace Relations Act 1996. When additional hours are worked the following factors must be taken into account, including but not limited to:- (i) any risk the to the Employee’s health and safety; (ii) the Employee’s personal circumstances including family responsibilities; (iii) the operational requirements of the workplace enterprise; (iv) whether any additional hours are on a public holiday; (v) the Employee’s hours of work in the four (4) weeks prior to the request; and (vi) the notice (if any) given by the Employer and the additional hours and by the Employee of his or her intention to refuse it. (c) Where the Employee works Employee Reasonable Additional Hours (clause 4.5) this Employer Additional hours clause shall not apply. (d) Additional Hours do not contribute to long service leave accruals or superannuation.
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EMPLOYER REASONABLE ADDITIONAL HOURS. 4.4.1 The Employer may direct Employer Reasonable Additional Hours to be worked provided that those hours are worked in accordance with the Workplace Relations Act 1996. When additional hours are worked the following factors must be taken into account, including but not limited to:- (a) any risk the to the Employee’s health and safety; (b) the Employee’s personal circumstances including family responsibilities; (c) the operational requirements of the workplace enterprise; (d) whether any additional hours are on a public holiday; (e) the Employee’s hours of work in the four (4) weeks prior to the request; and (f) the notice (if any) given by the Employer for the additional hours and by the Employee of his or her intention to refuse it. 4.4.2 The All Inclusive Hourly rate is “loaded” to compensate Employees for all hours worked in excess of ordinary hours (as stated in clause 4.1, clause 4.2, clause 4.3) on an hours worked = hours paid basis. 4.4.3 Where the Employee works Employee Reasonable Additional Hours (clause 4.5) this Employer Additional hours clause shall not apply.
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EMPLOYER REASONABLE ADDITIONAL HOURS. (a) In circumstances where the Employer directs the Employee (duly authorised) detailing the days and hours to be work outside of the ordinary hours as stated in clause 4.1 or clause 4.2 or clause 4.3 the Employee shall be paid the full time rate with a penalty of time and a half for the first three (3) hours and double time there after, for hours worked in excess of ordinary hours. Employer Reasonable Additional Hours worked on a Sunday will be paid at a penalty of the full time rate with a penalty of double time. (b) The Employer may direct Employer Reasonable Additional Hours to be worked provided that those hours are worked in accordance with the Workplace Relations Act 1996. When reasonable additional hours are worked the following factors must be taken into account, including but not limited to:- (i) any risk the to the Employee’s health and safety; (ii) the Employee’s personal circumstances including family responsibilities; (iii) the operational requirements of the workplace enterprise; (iv) whether any additional hours are on a public holiday; (v) the Employee’s hours of work in the four (4) weeks prior to the request; and (vi) the notice (if any) given by the Employer and the additional hours and by the Employee of his or her intention to refuse it. (c) Where the Employee works Employee Reasonable Additional Hours (clause 4.5) this Employer Reasonable Additional hours clause shall not apply. (d) Reasonable Additional Hours do not contribute to annual leave, personal leave or long service leave accruals or superannuation.
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EMPLOYER REASONABLE ADDITIONAL HOURS. OVERTIME (AUTHORISED) 4.4.1 In circumstances where the Employer directs the Employee (excepting a Casual Employee, note clause 4.3.1(b)) in writing by letter detailing the days and hours to be worked outside of the ordinary hours as stated in clause 4.1 or clause 4.2, the Employee shall be paid a penalty rate for the Employer Reasonable Additional Hours. The penalty rate being at the rate for time and a half for the first three (3) hours and double time thereafter. For a Full Time or Part Time Employee, all hours worked in excess of ordinary hours on a Sunday shall be paid at double time. 4.4.2 The Employer may direct Employer Reasonable Additional Hours to be worked provided that those hours are worked in accordance with the Workplace Relations Act 1996. When reasonable additional hours are worked the following factors must be taken into account, including but not limited to:- (a) any risk to the Employee’s health and safety; (b) the Employee’s personal circumstances including family responsibilities; (c) the operational requirements of the workplace enterprise; (d) whether any additional hours are on a public holiday; (e) the Employee’s hours of work in the four (4) weeks prior to the request; and (f) the notice (if any) given by the Employer for the additional hours and by the Employee of his or her intention to refuse it. 4.4.3 Reasonable Additional Hours do not contribute to annual leave, personal leave or long service leave accruals or superannuation. 4.4.4 Where the Employee works Employee Reasonable Additional Hours (clause 4.5) this clause 4.4 shall not apply.
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EMPLOYER REASONABLE ADDITIONAL HOURS. 4.5.1 To meet operational requirements, the Employer may direct the Employee/s (duly authorised by Employer signature) to work Employer reasonable additional hours (meaning hours in excess of hours of work described in clause 4.1 or clause 4.2 or clause 4.3 or clause 4.4). 4.5.2 For Building and Construction Employees paid an All Inclusive Hourly rate, shall work Employer reasonable additional hours and be paid the relevant All Inclusive rate for compensation for all hours worked. 4.5.3 For Salary Employees paid an all inclusive annualised salary, shall work Employer reasonable additional hours and be paid the relevant Salary for compensation for all hours worked.
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EMPLOYER REASONABLE ADDITIONAL HOURS. OVERTIME (AUTHORISED) 4.4.1 Unless an employee’s all inclusive annualised salary compensates an employee for additional hours, In circumstances where the Employer directs the Employee (excepting a casual Employee) detailing the days and hours to be worked outside of the ordinary hours as stated in clause 4.1 or clause 4.2, the Employee shall be paid a penalty rate for the Employer Reasonable Additional Hours except for the first two (2) hours per week. For all hours in excess of two (2) hours per week the penalty rate shall be at the rate for time and a half for all hours. The first two (2) hours will be paid at the relevant ordinary rate, which payment is included in the employees all inclusive annualised salary. 4.4.2 The Employer may direct Employer Reasonable Additional Hours to be worked provided that those hours are worked in accordance with the Workplace Relations Act 1996. When reasonable additional hours are worked the following factors must be taken into account, including but not limited to:- (a) any risk to the Employee’s health and safety; (b) the Employee’s personal circumstances including family responsibilities; (c) the operational requirements of the workplace enterprise; (d) whether any additional hours are on a public holiday; (e) the Employee’s hours of work in the four (4) weeks prior to the request; and (f) the notice (if any) given by the Employer for the additional hours and by the Employee of his or her intention to refuse it. 4.4.3 Reasonable Additional Hours do not contribute to annual leave, personal leave or long service leave accruals or superannuation.
Sample 1
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EMPLOYER REASONABLE ADDITIONAL HOURS. 4.4.1 In circumstances where the Employer directs the Employee (duly authorised) detailing the days and hours to be work outside of the ordinary hours as stated in clause 4.1 or clause 4.2 or clause 4.3 the Employee shall work those hours in accordance with this clause. 4.4.2 The Employer may direct Employer Reasonable Additional Hours to be worked provided that those hours are worked in accordance with the Workplace Relations Act 1996. When reasonable additional hours are worked the following factors must be taken into account, including but not limited to:- (a) any risk the to the Employee’s health and safety; (b) the Employee’s personal circumstances including family responsibilities; (c) the operational requirements of the workplace enterprise; (d) whether any additional hours are on a public holiday; (e) the Employee’s hours of work in the four (4) weeks prior to the request; and (f) the notice (if any) given by the Employer and the additional hours and by the Employee of his or her intention to refuse it. 4.4.3 Where the Employee works Employee Reasonable Additional Hours (clause 4.5) this Employer Reasonable Additional hours clause shall not apply. 4.4.4 Reasonable Additional Hours do not contribute to annual leave, personal leave or long service leave accruals or superannuation.
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EMPLOYER REASONABLE ADDITIONAL HOURS. 4.2.1 In circumstances where the Employer directs the Employee, detailing the days and hours to be work outside of the ordinary hours ie in excess of eight (8) hours per day, the Employee shall work those hours and be paid the relevant All Inclusive rate for hours worked as the rate has been loaded to compensate the for all hours worked except hours worked on a Sunday. 4.2.2 In accordance with clause 4.1.1(d) or 4.1.2
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Related to EMPLOYER REASONABLE ADDITIONAL HOURS

  • Reasonable Additional Hours All hours worked over an average of 38 ordinary hours per week, will be deemed to be additional hours. All hours worked by part-time employees beyond their guaranteed minimum number of hours will be treated as additional hours for the purpose of this subclause. From time to time, full time employees may be required to work a reasonable amount of additional hours. Part time employees may be asked, but not required, to work a reasonable number of additional hours. All additional hours worked will be paid in accordance with this Agreement. An employee may not be required to work additional hours in circumstances where the working of additional hours would result in the employee working hours which are unreasonable having regards to (refer to section 62 of the Act): (a) any risk to employee health and safety from working the additional hours; (b) the employee's personal circumstances, including family responsibilities; (c) the needs of the workplace or enterprise in which the employee is employed; (d) whether the employee is entitled to receive overtime payments, penalty rates or other compensation for, or a level of remuneration that reflects an expectation of, working additional hours; (e) any notice given by the employer of any request or requirement to work the additional hours; (f) any notice given by the employee of his or her intention to refuse to work the additional hours; (g) the usual patterns of work in the industry, or the part of an industry, in which the employee works; (h) the nature of the employee's role, and the employee's level of responsibility; (i) whether the additional hours are in accordance with averaging terms included under section 63 in a modern award or enterprise agreement that applies to the employee, or with an averaging arrangement agreed to by the employer and employee under section 64; (j) any other relevant matter.

  • What Will Happen After We Receive Your Letter When we receive your letter, we must do two things:

  • Additional Hours Employees who are required to work additional hours beyond their working week are entitled to receive enhancements on the following basis: Monday to Saturday Time and a half Sundays and Public and Extra Statutory holidays Double time (min 2 hours) (Part-time employees are entitled to these enhancements only at times and in circumstances in which full-time employees in the establishment would qualify. Otherwise a full working week for full-time employees shall be worked by a part-time employee before these enhancements apply).

  • Participant’s Representations In the event the Shares have not been registered under the Securities Act of 1933, as amended (the “Securities Act”), at the time this Option is exercised, Participant shall, if required by the Company, concurrently with the exercise of all or any portion of this Option, deliver to the Company his or her Investment Representation Statement in the form attached hereto as Exhibit B.

  • Standard of Service As Agent for the Fund, you agree to provide service equal to or better than that provided by you or others furnishing shareholder services to other open-end investment companies ("Standard") at a fee comparable to the fee paid you for your services hereunder. The Standard shall include at least the following: (a) Prompt reconciliation of any differences as to the number of outstanding shares between various Facility records or between Facility records and records of an MFS Fund's Custodian; (b) Prompt processing of shareholder correspondence and of other matters requiring action by you; (c) Prompt clearance of any daily volume backlog; (d) Providing innovative services and technological improvements; (e) Meeting the requirements of any governmental authority having jurisdiction over you or the Fund; and (f) Prompt reconciliation of all bank accounts under your control belonging to the Fund or MFS. If any MFS Fund serviced by you is reasonably of the view that the service provided by you does not meet the Standard, it shall give you written notice specifying the particulars, and you then shall have 120 days in which to restore the service so that it meets the Standard, except that such period shall be 180 days with respect to meeting that portion of the Standard described above in item (d) of this paragraph 4. If at the end of such period the Fund remains reasonably of the view that the service provided by you, in the particulars specified, does not meet the Standard, then the MFS Fund or Funds having a majority of the accounts for which you are then Agent may, by appropriate action (including the concurrence of a majority of the Trustees or Directors, as the case may be, of such MFS Fund or Funds who are not interested persons of MFS), elect to terminate this Agreement for cause as to all such Funds upon 90 days notice to you. Upon termination hereof, the Fund shall pay you such compensation as may be due to you as of the date of such termination, and shall likewise reimburse you for any costs, expenses, and disbursements reasonably incurred by you to such date in the performance of your duties hereunder.

  • Flexible Working Hours The Employer will, where operational requirements and efficiency of the service permit, authorize experiments with flexible working hours if the Employer is satisfied that an adequate number of Employees have requested and wish to participate in such an experiment.

  • Reasonable Suspicion Testing All Employees Performing Safety-Sensitive Functions A. Reasonable suspicion testing for alcohol or controlled substances may be directed by the Employer for any employee performing safety-sensitive functions when there is reason to suspect that alcohol or controlled substance use may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or another. B. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include but are not limited to: 1. Physical symptoms consistent with alcohol and/or controlled substance use; 2. Evidence or observation of alcohol or controlled substance use, possession, sale, or delivery; or 3. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects alcohol or other controlled substance use may have been a factor.

  • Standard of Services All services to be rendered by SCM hereunder shall be performed in a professional, competent and timely manner subject to the supervision of the Board of Directors of the Corporation on behalf of the Funds. The details of the operating standards and procedures to be followed by SCM in the performance of the services described above shall be determined from time to time by agreement between SCM and the Corporation.

  • Independence from Material Breach Determination Except as set forth in Section X.D.1.c, these provisions for payment of Stipulated Penalties shall not affect or otherwise set a standard for OIG’s decision that Xxxxx has materially breached this IA, which decision shall be made at OIG’s discretion and shall be governed by the provisions in Section X.D, below.

  • Constructive Termination The Executive may terminate the Executive’s employment hereunder during the Change of Control Severance Period upon the occurrence of one or more of the following events (regardless of whether any other reason, other than Cause, for such termination exists or has occurred, including without limitation other employment), in which case the Executive shall be entitled to the benefits provided under Section 4(a) hereof: (i) failure to elect or reelect or otherwise to maintain the Executive in the office or the position, or a substantially equivalent office or position, which the Executive held immediately prior to the Change of Control; (ii) (A) a material adverse change in the nature or scope of the authorities, powers, functions, responsibilities or duties attached to the position that the Executive held immediately prior to the Change of Control; (B) a reduction in the Executive’s base salary from the rates in effect immediately prior to the Change of Control or a material modification in the scope of the Executive’s right to participate in any bonus program offered to similarly-situated employees; or (C) the termination or denial of the Executive’s rights to Benefits at least as great in the aggregate as are payable thereunder immediately prior to the Change of Control or a reduction in the scope or value thereof other than a general reduction applicable to all similarly-situated employees; (iii) a change in circumstances following the Change of Control, including, without limitation, a change in the scope of the business or other activities for which the Executive was responsible immediately prior to the Change of Control, which has rendered the Executive unable to carry out any material portion of the authorities, powers, functions, responsibilities or duties attached to the position held by the Executive immediately prior to the Change of Control, which situation is not remedied within 30 calendar days after written notice of such change given by the Executive; (iv) the liquidation, dissolution, merger, consolidation or reorganization of FTD or transfer of all or substantially all of its business and/or assets, unless the successor or successors (by liquidation, merger, consolidation, reorganization, transfer or otherwise) to which all or substantially all of its business and/or assets have been transferred (directly or by operation of law) shall have assumed all duties and obligations of FTD under this Agreement; or (v) the Executive is required to have his principal location of work changed to any location that is in excess of 50 miles from the Executive’s principal location of work immediately prior to the Change of Control. For purposes of this Agreement:

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