Flexible Hours Arrangement Sample Clauses

Flexible Hours Arrangement. (a) The flexible hours arrangement provides staff and the University flexibility to achieve a better balance between the personal lives and working times of staff, while giving priority to the University’s operational needs and the maintenance of acceptable workflows.
Sample 1
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Flexible Hours Arrangement. 10.6.1 In conjunction with, or in addition to any rostered start, a part-time team member may be offered additional hours on a voluntary basis, provided that such additional hours shall be offered:
Sample 1
Flexible Hours Arrangement. The flexible hours arrangement provides staff (excluding shift workers) and the University flexibility to achieve a better balance between the personal lives and working times of staff, while giving priority to the University’s operational needs and the maintenance of acceptable workflows. The flexible hours arrangement allows for staff to accrue time as ‘flex-time’, on an hour for hour basis, that can then be taken as time off work without loss of pay at a later date. Accumulated credit time is calculated over a four week work cycle, normally to a maximum of fourteen hours and thirty minutes, and the maximum carry over between the four week work cycle will normally be ten hours. Staff cannot accumulate flex-time unless work is available to be performed during the four week cycle and the work is actually performed. Supervisors will not unreasonably refuse a request for a flexible hours arrangement. The flexible hours arrangement is available to all Professional staff excluding casual staff and staff employed on a shift basis. The flexible hours arrangement may be worked in lieu of the ordinary hours of work provided for in Clause 4.2.
Sample 1
Flexible Hours Arrangement. The normal hours of work may by mutual agreement be varied to meet the operational needs of the council. Operational needs may include but are not limited to special projects, seasonal work, peak work periods and urgent completion of work. The following flexible arrangements are to apply: • Time to be worked within the hours of 6.00 am to 6.00 pm Monday to Friday (exclusive of public holidays); • Up to ninety four (94) hours in a two week work cycle [that is eighteen (18) hours per fortnight above the ordinary seventy six (76) hours]; • No more than ten point five (10.50) hours per day [that is two hours above the normal eight point five (8.50) hours];
Sample 1
Flexible Hours Arrangement. Library Staff
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Flexible Hours Arrangement. (Voluntary) This clause is the same as the current Agreement. It provides for the implementation by SA Health of Flexible Hours Arrangements (FHA) to apply on a voluntary basis to Clinical Academics. A FHA is an arrangement in which a Clinical Academic or a group of Clinical Academics voluntarily elects to be subject to a roster (however described) that requires the Clinical Academic or group to be in attendance and deliver clinical and/or other services at the particular service, unit or a department for rostered hours (or period/s) within one or more of the following: • Between 7.00am and 8.00am (incl.) Monday to Friday (incl.); or • Between 6.00pm and 10.00pm (incl.) Monday to Friday (incl.); or • Between 7.00am to 10.00pm (incl.) on any Saturday, Sunday, or on a Full-day or Part-day Public Holiday.
Sample 1
Flexible Hours Arrangement 
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Related to Flexible Hours Arrangement

  • Flexible Hours Upon the request of an employee and the concurrence of the Employer, an employee may work flexible hours on a daily basis so long as the daily hours amount to seven and one-half (71/2).

  • Flexible Work Arrangements (1) Work-life strategies are important to allow staff to harmonise their family and work commitments, while maintaining operational efficiency and work force productivity.

  • Flexible Hours of Work 19.1 Flexible hours of work, or flextime, is a system designed to provide for the individual preferences and work habits of employees while at the same time ensuring the efficient operation of the Employer's service.

  • Flexible Working Arrangements In accordance with the Employment Relations Act 2000, an employee affected by family violence may request a short-term (two months or less) variation of their employment arrangements to assist the employee to deal with the effects of family violence.

  • Cafeteria Plan As of the Benefit Commencement Date, New Parkway or any of its Subsidiaries shall establish a cafeteria plan qualifying under Section 125 of the Code (the “New Parkway Cafeteria Plan”) and health care and dependent care flexible spending reimbursement accounts thereunder in which Transferring Employees who meet the eligibility criteria thereof may be immediately eligible to participate. As soon as practicable following the Benefit Commencement Date, the Cousins Group shall determine the aggregate accumulated contributions to the flexible spending reimbursement accounts under Cousin’s cafeteria plan or Legacy Parkway’s cafeteria plan, as applicable, in which such Transferring Employees participated (the “Cousins Cafeteria Plans”) made during the year in which the Distribution Date occurs by the Transferring Employees less the aggregate reimbursement payouts made for such year up to the day immediately prior to the Benefit Commencement Date from such accounts to such Transferring Employees (the “Net FSA Balance”). If the Net FSA Balance is (a) positive, the Cousins Group shall pay to the New Parkway Group an amount in cash equal to the Net FSA Balance or (b) negative, the New Parkway Group shall pay to the Cousins Group, the absolute value of the Net FSA Balance attributable to Transferring Parkway Employees. New Parkway or its applicable Subsidiary shall cause the balance (whether positive or negative) of each Transferring Employee’s accounts under the Cousins Cafeteria Plans as of the Benefit Commencement Date to be credited to the Transferring Employee’s corresponding accounts under the New Parkway Cafeteria Plan in which such Transferring Employee participates following the Benefit Commencement Date. On and after the Benefit Commencement Date, New Parkway shall assume and be solely responsible for all claims for reimbursement by the Transferring Employees with respect to the plan year that includes the Distribution Date, whether incurred prior to, on or after the Distribution Date, that have not been paid in full as of the Benefit Commencement Date, which claims shall be paid pursuant to and under the terms of the New Parkway Cafeteria Plan. New Parkway agrees to cause the New Parkway Cafeteria Plan to honor, through the end of the calendar year in which the Distribution Date occurs, the elections made by each Transferring Employee under the Cousins Cafeteria Plans in respect of the flexible spending reimbursement accounts that are in effect immediately prior to the Benefit Commencement Date.

  • Flexible Flexible and agile in practices, process, and guidelines to recognise and reward performance;

  • Flexible Spending Account The parties agree that the State shall have the right to use State Employee Health Plan funds to cover the administrative costs of operating the medical and dependent care flexible spending account programs.

  • Medical Flexible Spending Arrangement A. During January 2020 and again in January 2021, the Employer will make available two hundred fifty dollars ($250) in a medical flexible spending arrangement (FSA) account for each bargaining unit member represented by a Union in the Coalition described in RCW 41.80.020(3), who meets the criteria in Subsection 28.7(B) below.

  • Flexible Spending Accounts Employees in the unit shall have access to the County’s flexible spending account program, which provides employees with the options of dependent care assistance benefits with a calendar year maximum of $5,000, and medical expense reimbursement benefits with a calendar year maximum of $2,400. The County shall maintain this plan in compliance with IRC §125. Employee premiums for flexible spending account benefits shall be deducted on a pre-tax basis from employee pay.

  • Flexible Spending Account (FSA) Beginning January 1, 1993, an employee may designate an amount per year to be placed into the employee’s Flexible Spending Account (as defined in Section 125 of the Internal Revenue Code as amended from time to time). The amounts in the account may be used to reimburse the employee for uncovered medical expenses. Amounts placed in the account are not subject to federal, state and Social Security (FICA) taxes. Reports of earnings to MTRFA and pension deductions will be based on gross earnings.

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