Employer Requested Reasonable Additional Hours Sample Clauses

Employer Requested 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 time and a half for the first three hours and double time thereafter provided that all hours worked on a Sunday are paid at 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) Reasonable Additional Hours do not contribute to annual leave, personal leave or long service leave accruals or superannuation.
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Employer Requested 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 All Inclusive Hourly Rate for all additional hours worked. (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) Reasonable Additional Hours do not contribute to annual leave, personal leave or long service leave accruals or superannuation.
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Related to Employer Requested 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.

  • 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).

  • 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.

  • 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.

  • Termination Notice for Force Majeure Event If a Force Majeure Event subsists for a period of 180 (one hundred and eighty) days or more within a continuous period of 365 (three hundred and sixty five) days, either Party may in its discretion terminate this Agreement by issuing a Termination Notice to the other Party without being liable in any manner whatsoever, save as provided in this Article 34, and upon issue of such Termination Notice, this Agreement shall, notwithstanding anything to the contrary contained herein, stand terminated forthwith; provided that before issuing such Termination Notice, the Party intending to issue the Termination Notice shall inform the other Party of such intention and grant 15 (fifteen) days time to make a representation, and may after the expiry of such 15 (fifteen) days period, whether or not it is in receipt of such representation, in its sole discretion issue the Termination Notice.

  • CERTIFICATION REGARDING DEBARMENT, SUSPENSION, INELIGIBILITY AND VOLUNTARY EXCLUSION

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

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  • NOTICE TO EMPLOYEES REGARDING THE FEDERAL EARNED INCOME CREDIT The Contractor shall notify its employees, and shall require each subcontractor to notify its employees, that they may be eligible for the Federal Earned Income Credit under the federal income tax laws. Such notice shall be provided in accordance with the requirements set forth in Internal Revenue Service Notice No. 1015.

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