Employment Relations Leave Sample Clauses

Employment Relations Leave. ‌ Such leave will be in accordance with the Employment Relations Act 2000 and as notified by APEX to the Employer annually.
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Employment Relations Leave. 24.1 The employer shall provide non-accumulative paid education leave per calendar year on the following basis: Number of Employees Number of Paid Education Leave Allocation to Union 1-5 3 days 6-50 5 days 51-280 1 day for every 8 full-time equivalent eligible employees or part of that number In excess of 281 35 days plus, 5 days for every 100 full- time equivalent eligible employees or part of that number that exceeds 280.
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Employment Relations Leave i) The Employer shall grant leave on pay for employee's party to this collective agreement to attend courses authorised by NZNO -and-approved by NZBS to facilitate the employee's education and training as employee representatives in the workplace. FTE eligible employees as at 1 March each year Maximum number of days of employment relations education leave that we are entitled to allocate as a union 6-50 5 51 - 280 1 day for every 8 FTE eligible employees or part of that number 281 or more 35 days plus 5 days for every 100 FTE eligible employees or part of that number that exceeds 280
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Employment Relations Leave. 15.1 The Employer shall grant leave on pay for Employees who are party to this collective agreement to attend courses authorised by NZNO to facilitate their education and training as employee representatives in the workplace. FTE eligible employees as at 1 March each year Maximum number of days of EREL that may be allocated to NZNO 1 ±5 3 days total 6 ±50 5 days total 51 ±280 1 day for every 8 FTE eligible employees or part of that number 281 or more 35 days plus 5 days for every 100 FTE eligible employees or part of that number that exceeds 280 For the purposes of this clause, calculating the number of full-time equivalent eligible employees employed by an Employer:
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Employment Relations Leave. 25.1 The employer shall provide non-accumulative paid education leave per calendar year on the following basis:
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Employment Relations Leave. NZEI Te Riu Roa members shall be entitled to Employment Relations Education Leave in accordance with Part 7 of the Employment Relations Act 2000.
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Employment Relations Leave. Kensington Private Hospital shall grant Employment Relations Education Leave to members of the NZNO to increase the knowledge about employment relations for the purpose of: • Improving relations among NZNO, Employees, and Employers; • Promoting the objects of the Employment Relations Act 2000, especially the duty of good faith. Employment Relations Education Leave shall be granted according to the following table: FTE eligible Employees as at 1 March each year Maximum number of days of employment relations education leave that we are entitled to allocate as a union 6 - 50 5 51 - 280 1 day for every 8 FTE eligible Employees or part of that number 281 or more 35 days plus 5 days for every 100 FTE eligible Employees or part of that number that exceeds 280 For the purposes of calculating the number of full-time equivalent (FTE) eligible Employee: • A full-time Employee is an Employee who normally works 30 hours or more during a week and is to be counted as 1. • An Employee who normally works less than 30 hours during a week is to be counted as one-half. The NZNO will, after calculating the maximum number of days of Employment Relations Education Leave give Kensington Private Hospital a notice containing: • The maximum number of days calculated; and • The details of the calculation.
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Employment Relations Leave. Paid Education Leave
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Related to Employment Relations Leave

  • Employment Relations Education Leave 26.1 The Employer shall grant leave on pay for employees party to this MECA to attend courses authorised by NZNO to facilitate the employee’s education and training as employee representatives in the workplace. FTE eligible employees as at 1 March each year Maximum number of days of employment relations education leave that we are entitled to allocate as a union 6 – 50 5 51 – 280 1 day for every 8 FTE eligible employees or part of that number 281 or more 35 days plus 5 days for every 100 FTE eligible employees or part of that number that exceeds 280

  • Employment Relationship Employment with the Company is for no specific period of time. Your employment with the Company will be “at will,” meaning that either you or the Company may terminate your employment at any time and for any reason, with or without cause. Any contrary representations that may have been made to you are superseded by this letter agreement. This is the full and complete agreement between you and the Company on this term. Although your job duties, title, compensation and benefits, as well as the Company’s personnel policies and procedures, may change from time to time, the “at will” nature of your employment may only be changed in an express written agreement signed by you and a duly authorized officer of the Company (other than you).

  • TEACHER EMPLOYMENT 8.1. The Board agrees to employ only those teachers who hold at least a bachelors degree from an accredited college or university and are certifiable by the New Hampshire State Department of Education. This provision shall not apply in the instance where the availability of personnel is critical and an appropriate waiver is granted by the New Hampshire State Department of Education.

  • Summer Employment 5.10.1 Summer employment is defined as temporary employment of employees during their non-contract days between the end of one school year and the beginning of the next school year in classifications covered by this agreement.

  • Employment Relations Authority If the problem is still not resolved to your satisfaction, then you can apply to the Employment Relations Authority to have the problem investigated and a determination made. This decision can be appealed, by either party, to the Employment Court and then to the Court of Appeal.

  • EMPLOYMENT RELATIONSHIP PROBLEMS What is an Employment Relationship Problem? It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

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