Flexible Work – General Principles and Requirements Sample Clauses

Flexible Work – General Principles and Requirements. 18.1 The Commissioner is committed to providing employees with flexibility to assist in balancing work and life commitments. There are benefits for the employee, PWC and customers when employees are able to work more flexibly. 18.2 In all cases and at all times, an employee’s flexible work arrangement must work for them, their team/work colleagues and the business needs. 18.3 Under this Agreement, employees have a range of options for when and how they work and are encouraged to discuss with their manager their flexibility needs. 18.4 The objective is to provide employees with the level of flexibility that works for them and allows them to meet their flexible lifestyle needs and achieve their aspirations, provided that business (includes team and customer) needs continue to be met. 18.5 Flexible work may be facilitated through one of the following initiatives contained in this Agreement. Refer to the relevant provision for eligibility and approval requirements: (a) clause 83.11 Recreation Leave at Half Pay – doubles the period of recreation leave when leave is taken at half pay; (b) clause 19 Flexible Lifestyle Leave – ability to purchase paid leave through salary deductions to access more time off in a particular year; (c) clause 23 Part-time employment – converting from full-time to part-time employment for a specified period or a permanent change; (d) clause 71 Flexible Working Hours (Flextime); (e) clause 69 averaging ordinary hours of work within the span of hours – used where regular time off is required; (f) clause 102 Special Leave Without Pay; and (g) clause 81.17(e) returning to work on reduced hours after parental leave 18.6 Subject to approval, employees may work from home or another location to facilitate flexible work. The parties are committed to supporting a sector-wide working from home policy with standard and clear guidelines. 18.7 In considering an employee’s request to work flexibly the CEO will take into account a range of things, including the employee’s personal circumstances, PWC’s business (includes team and customer) needs. 18.8 Unless provided otherwise in the relevant clause, requests to work a flexible working arrangement can only be refused on reasonable business grounds as defined in clause 3(ii). 18.9 An employee’s request to work flexibly must be in writing setting out the details of the change sought and the reasons for the request. 18.10 Subject to clause 18.11, the CEO (or their delegate) must give the employee a writte...
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Flexible Work – General Principles and Requirements. This is a new clause to replace clauses 34 and 36 in the current agreement with improvements. The clause retains the Commissioner’s commitment to providing employees with flexibility to assist in balancing work and life commitments. The new clause sets out more clearly the factors involved when considering a flexible work arrangement (must work for the employee, the agency and customers). It provides a more comprehensive list and explanation of the flexible work options available to employees under the new Agreement. The clause stipulates the timeframe for responding to an employee’s request (i.e. CEO or delegate must respond in writing within 21 days) and the request may only be refused on reasonable business grounds. What constitutes ‘reasonable business grounds’ has been included in the definitions clause at the start of the Agreement. The clause also provides that, subject to approval, employees may work from home or another location to facilitate flexible work and that only the CEO can refuse request to work from home.
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Flexible Work – General Principles and Requirements. The Commissioner is committed to providing employees with flexibility to assist in balancing work and life commitments. There are benefits for the employee, the agency and customers when employees are able to work more flexibly. In all cases and at all times, an employee’s flexible work arrangement must work for them, their team/work colleagues and the business needs. Under this Agreement, employees have a range of options for when and how they work and are encouraged to discuss with their manager their flexibility needs. The objective is to provide employees with the level of flexibility that works for them and allows them to meet their flexible lifestyle needs and achieve their aspirations, provided that business (includes team and customer) needs continue to be met. Flexible work may be facilitated through one of the following initiatives contained in this Agreement. Refer to the relevant provision for eligibility and approval requirements:
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Flexible Work – General Principles and Requirements. This new clause replaces all the elements of clause 20 in the current Agreement. This clause has been changed to provide a more comprehensive explanation of the flexible work options available to employees. Greater clarity of permissible reasons for not approving an employee’s request are included in this Agreement as the reasonable business grounds are in the definitions section. The clause also references that, subject to approval, employees may work from home or another location to facilitate flexible work and that only the CEO can refuse work from home requests and only on reasonable business grounds.
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Flexible Work – General Principles and Requirements. 19.1 The Commissioner is committed to providing employees with flexibility to assist in balancing work and life commitments. There are benefits for the employee, PWC and customers when employees are able to work more flexibly. 19.2 In all cases and at all times, an employee’s flexible work arrangement must work for them, their team/work colleagues and the business needs. 19.3 Under this Agreement, employees have a range of options for when and how they work and are encouraged to discuss with their manager their flexibility needs. 19.4 The objective is to provide employees with the level of flexibility that works for them and allows them to meet their flexible lifestyle needs and achieve their aspirations, provided that business (includes team and customer) needs continue to be met. 19.5 Flexible work may be facilitated through one of the following initiatives contained in this Agreement. Refer to the relevant provision for eligibility and approval requirements: (a) clause 85.11
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Flexible Work – General Principles and Requirements. This is a new clause to replace clause 60 (Work Life Balance) in the current Agreement. The clause retains the Commissioner’s commitment to providing Medical Officers with flexibility to assist in balancing work and life commitments. The new clause sets out more clearly the factors involved when considering a flexible work arrangement (must work for the Medical Officer, the agency and customers). It provides a more comprehensive list and explanation of the flexible work options available to Medical Officers under the new Agreement. The clause stipulates the timeframe for responding to a Medical Officers request (i.e. CEO or delegate must respond in writing within 21 days) and the request may only be refused on reasonable business grounds. What constitutes ‘reasonable business grounds’ has been included in the definitions clause at the start of the Agreement. The clause also provides that, subject to approval, Medical Officer may work from home or another location to facilitate flexible work and that only the CEO can refuse request to work from home. This is a new clause in the Agreement. Notes the commitment of the parties to ensuring that Medical Officers work in a safe and healthy workplace. This is a new clause that promotes the availability of the Employee Assistance Program, and help employees and the managers deal with issues that may impact on them at work. Medical Officers and their families may access up to three sessions of professional and confidential counselling services for each issue, which may be conducted remotely. This was clause 54 There is no change to this clause.
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Flexible Work – General Principles and Requirements. 90.1 The Commissioner is committed to providing employees with flexibility to assist in balancing work and life commitments. There are benefits for the employee, the Department and clients when employees are able to work more flexibly. 90.2 In all cases and at all times, an employee’s flexible work arrangement must work for them, their team/work colleagues and operational needs of the workplace. 90.3 Under this Agreement, employees have a range of options for when and how they work and are encouraged to discuss with their manager their flexibility needs. 90.4 The objective is to provide employees with the level of flexibility that works for them and allows them to meet their flexible lifestyle needs and achieve their aspirations, provided that business (includes team and clients) needs continue to be met. 90.5 Flexible work may be facilitated through one of the following initiatives contained in this Agreement. Refer to the relevant provision for eligibility and approval requirements: (a) Clause 66 Recreation leave at Half Pay - doubles the period of recreation leave when leave is taken at half pay (not available to school-based employees due to existing operational, stand down and leave arrangements in those workplaces). (b) Clause 90 Flexible Lifestyle (Purchased) Leave – ability to purchase paid leave through salary deductions to access more time off in a particular year. (c) Clause 27 Part-time employment – converting from full-time to part-time employment for a specified period or a permanent change. (d) Clause 67 Special Leave Without Pay. (e) Sub-Clause 61.17(e) returning to work on reduced hours after parental leave.
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Flexible Work – General Principles and Requirements. 65.1 The Commissioner is committed to providing employees with flexibility to assist in balancing work and life commitments. There are benefits for the employee, the agency and customers when employees are able to work more flexibly. 65.2 In all cases and at all times, an employee’s flexible work arrangement must work for them, their team/work colleagues and the business needs. 65.3 Under this Agreement, employees have a range of options for when and how they work and are encouraged to discuss with their manager their flexibility needs. 65.4 The objective is to provide employees with the level of flexibility that works for them and allows them to meet their flexible lifestyle needs and achieve their aspirations, provided that business (includes team and customer) needs continue to be met. 65.5 Flexible work may be facilitated through one of the following initiatives contained in this Agreement. Refer to the relevant provision for eligibility and approval requirements: (a) clause 31 Recreation Leave at Half Pay – doubles the period of recreation leave when leave is taken at half pay); (b) clause 34 Flexible Lifestyle (Purchased) Leave – ability to purchase paid leave through salary deductions to access more time off in a particular year; (c) clause 52 Part-time employment – converting from full-time to part-time employment for a specified period or a permanent change; and (d) clause 41 Special Leave Without Pay and; (e) clause 24.17(e) returning to work on reduced hours after parental leave. 65.6 In considering an employee’s request to work flexibly the CEO will take into account a range of things, including the employee’s personal circumstances, and the agency’s business needs. 65.7 Unless provided otherwise in the relevant clause, requests to work a flexible working arrangement can only be refused on reasonable business grounds as defined in clause 4(x). 65.8 An employee’s request to work flexibly must be in writing setting out the details of the change sought and the reasons for the request. 65.9 The CEO (or their delegate) must give the employee a written response to the request within 21 days, stating whether the CEO (or their delegate) grants or refuses the request. 65.10 While there are many options about how an employee works in this Agreement, sometimes they will not fit an employee’s exact circumstances and the employee and CEO will need to agree to vary the Agreement. In such situations, the Individual Flexibility Arrangement (clause 63) applies.
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Related to Flexible Work – General Principles and Requirements

  • Training Requirements Grantee shall: A. Authorize and require staff (including volunteers) to attend training, conferences, and meetings as directed by DSHS; B. Appropriately budget funds in order to meet training requirements in a timely manner, and ensure that staff and volunteers are trained as specified in the training requirements listed at xxxxx://xxx.xxxx.xxxxx.xxx/hivstd/training/ and as otherwise specified by DSHS. Grantee shall document that these training requirements are met; and C. Ensure that staff hired for HIV and syphilis testing are trained to perform blood draws within three (3) months of employment.

  • Human and Financial Resources to Implement Safeguards Requirements The Borrower shall make available necessary budgetary and human resources to fully implement the EMP and the RP.

  • General Principles Each Party shall implement its tasks in accordance with the Consortium Plan and shall bear sole responsibility for ensuring that its acts within the Project do not knowingly infringe third party property rights.

  • DRUG-FREE WORKPLACE REQUIREMENTS Contractor will comply with the requirements of the Drug-Free Workplace Act of 1990 and will provide a drug-free workplace by taking the following actions: a. Publish a statement notifying employees that unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited and specifying actions to be taken against employees for violations. b. Establish a Drug-Free Awareness Program to inform employees about: 1) the dangers of drug abuse in the workplace; 2) the person's or organization's policy of maintaining a drug-free workplace; 3) any available counseling, rehabilitation and employee assistance programs; and, 4) penalties that may be imposed upon employees for drug abuse violations. c. Every employee who works on the proposed Agreement will: 1) receive a copy of the company's drug-free workplace policy statement; and, 2) agree to abide by the terms of the company's statement as a condition of employment on the Agreement. Failure to comply with these requirements may result in suspension of payments under the Agreement or termination of the Agreement or both and Contractor may be ineligible for award of any future State agreements if the department determines that any of the following has occurred: the Contractor has made false certification, or violated the certification by failing to carry out the requirements as noted above. (Gov. Code §8350 et seq.)

  • CONTRACT WORK HOURS AND SAFETY STANDARDS As per the Contract Work Hours and Safety Standards Act (40 U.S.C. 3701-3708), where applicable, all Customer Purchase Orders in excess of ,000 that involve the employment of mechanics or laborers must include a provision for compliance with 40 U.S.C. 3702 and 3704, as supplemented by Department of Labor regulations (29 CFR Part 5). Under 40 U.S.C. 3702 of the Act, each contractor must be required to compute the wages of every mechanic and laborer on the basis of a standard work week of 40 hours. Work in excess of the standard work week is permissible provided that the worker is compensated at a rate of not less than one and a half times the basic rate of pay for all hours worked in excess of 40 hours in the work week. The requirements of 40 U.S.C. 3704 are applicable to construction work and provide that no laborer or mechanic must be required to work in surroundings or under working conditions which are unsanitary, hazardous or dangerous. These requirements do not apply to the purchases of supplies or materials or articles ordinarily available on the open market, or contracts for transportation or transmission of intelligence.

  • Geographic Area and Sector Specific Allowances, Conditions and Exceptions The following allowances and conditions shall apply where relevant. Where the Employer does work which falls under the following headings, the Employer agrees to pay and observe the relevant respective conditions and/or exceptions set out below in each case.

  • General specifications For the purpose of this Regulation, the vehicle shall fulfil the following requirements:

  • Construction Requirements (a) All Life and Safety and applicable Building Codes will be strictly enforced (i.e., tempered glass, fire dampers, exit signs, smoke detectors, alarms, etc.). Prior coordination with the Building Manager is required. (b) Electric panel schedules must be brought up to date identifying all new circuits added. (c) All electrical outlets and lighting circuits are to be properly identified. Outlets will be labeled on back side of each cover plate. (d) All electrical and phone closets being used must have panels replaced and doors shut at the end of each day’s work. Any electrical closet that is opened with the panel exposed must have a work person present. (e) All electricians, telephone personnel, etc. will, upon completion of their respective projects, pick up and discard their trash leaving the telephone and electrical rooms clean. If this is not complied with, a clean-up will be conducted by the building janitors and the general contractor will be back-charged for this service. (f) Welding or burning with an open flame will not be done without prior approval of the Building Manager. Fire extinguishers must be on hand at all times. (g) All “anchoring” of walls or supports to the concrete are not to be done during normal working hours (7:30 AM—6:00 PM, Monday through Friday). This work must be scheduled before or after these hours during the week or on the weekend. (h) All core drilling is not to be done during normal working hours (7:30 AM—6:00 PM, Monday through Friday). This work must be scheduled before or after these hours during the week or on the weekend. (i) All HVAC work must be inspected by the Building Engineer. The following procedures will be followed by the general contractor: i) A preliminary inspection of the HVAC work in progress will be scheduled through the Building Office prior to the reinstallation of the ceiling grid. ii) A second inspection of the HVAC operation will also be scheduled through the Building Office and will take place with the attendance of the HVAC contractor’s Air Balance Engineer. This inspection will take place when the suite in question is ready to be air-balanced. [***] = CONFIDENTIAL INFORMATION HAS BEEN OMITTED AND FILED SEPARATELY WITH THE SECURITIES AND EXCHANGE COMMISSION. CONFIDENTIAL TREATMENT HAS BEEN REQUESTED WITH RESPECT TO THIS OMITTED INFORMATION. iii) The Building Engineer will inspect the construction on a periodic basis as well. (j) All existing thermostats, ceiling tiles, lighting fixtures and air conditioning grilles shall be saved and turned over to the Building Engineer.

  • GENERAL WORKING CONDITIONS Section 18-1. Employment begins and ends at each project site. Section 18-2. The selection of craft foremen and/or general foremen and the number of foremen required shall be entirely the responsibility of the Employer, it being understood that in the selection of such foremen and/or general foremen the Employer will give primary consideration to the qualified individuals available in the local area. After giving such consideration, the Employer may select such individuals from other areas. All foremen shall take orders from the designated Employer representatives. Craft foremen shall be designated working foremen at the request of the Employer. Section 18-3. There shall be no limit on production by employees nor restrictions on the full use of tools or equipment. Employees using tools shall perform any of the work of the trade and shall work under the direction of the craft foremen. There shall be no restrictions on efficient use of manpower other than as may be required by safety regulations. Section 18-4. Employees shall be at their place of work at the starting time and shall remain at their place of work performing their assigned functions under the supervision of the Employer until quitting time. The parties reaffirm their policy of a fair day’s work for a fair day’s wage. Section 18-5. All equipment assigned to a project shall be under the control of the Employer. The Employer shall have the right to determine how many pieces of equipment an individual employee shall operate. In an emergency, foremen shall operate any equipment assigned by the Employer, and there shall be no restriction on foremen in the use of the tools of his or her craft in such emergency. The foremen shall be from the craft normally operating the equipment. In accordance with currently recognized craft jurisdiction, the Employer shall determine the assignment of employees to start, stop, and maintain small portable construction equipment. Such work may be assigned to craft employees within a reasonable distance of their primary duties or an employee may be assigned full time to start, stop and maintain the Employer’s small, portable equipment on the job site. There shall be no over xxxxxxx of this type of equipment. The number of employees assigned to rigging and scaffolding operations shall be at the sole discretion of the Employer. The ratio of journeyperson to welders shall be determined solely by the Employer. Section 18-6. The Employer may utilize the most efficient methods or techniques of construction, tools or other labor saving devices to accomplish the work. Practices not a part of the terms and conditions of this Agreement, stand by crews and feather bedding practices will not be recognized. Section 18-7. It is recognized that specialized or unusual equipment may be installed and/ or serviced by individuals who have special training, skill, or qualifications and are not covered by this Agreement. Testing, inspection, or service performed on plant equipment under warranty may be performed by the vendor’s personnel. Section 18-8. Neither the Union nor its local unions shall coerce or in any way interfere with the Owner’s personnel, operation or facilities at the plant site. The Owner’s right to contract directly with other companies for work at the plant site shall not be limited, and the Union shall cooperate and not interfere with the Employer’s operations. Section 18-9. It is agreed that overtime is undesirable and not in the best interest of the industry or the employees; therefore, except in unusual circumstances, overtime will not be worked. Where unusual circumstances do exist, however, the Employer will have the right to assign specific employees and/or crews to perform such overtime work as is necessary to accomplish the job. Section 18-10. There will be no rest periods, organized coffee breaks or other non-working time established during working hours. Section 18-11. Individual seniority shall not be recognized or applied to employees working on projects under this Agreement. Section 18-12. The Employer shall establish such reasonable project rules as the Employer deems appropriate. These rules will be reviewed at the pre-job conference and posted at the project site by the Employer, and may be amended thereafter as necessary.

  • Personnel Requirements a. The CONTRACTOR shall secure, at the CONTRACTOR'S own expense, all personnel required to perform this Contract. b. The CONTRACTOR shall ensure that the CONTRACTOR'S employees or agents are experienced and fully qualified to engage in the activities and perform the services required under this Contract, and that all applicable licensing and operating requirements imposed or required under federal, state, or county law, and all applicable accreditation and other standards of quality generally accepted in the field of the activities of such employees and agents are complied with and satisfied.

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