Guild Officials Time-off Sample Clauses

Guild Officials Time-off. A. The Employer shall allow reasonable time off with pay for Guild members conducting business during their work shifts that is vitally connected with the Employer’s business. Such time off shall be taken with the consent of the Juvenile Department Director or his/her designee. Such consent shall not be unreasonably withheld. Examples of appropriate uses of release time include participation in labor-management meetings, representing employees in grievance meetings, or contract negotiation sessions with the Employer. Guild stewards and members will be charged vacation leave or leave without pay if no accrued vacation leave is available when they are absent from work to perform internal Guild business. In all instances, before leaving the work area or otherwise devoting on-duty time to the performance of Guild business, the Guild stewards and members shall notify their supervisor, obtain approval and notify their supervisor when they return. B. The Employer will attempt to arrange shift schedules or grant release time during the course of the normal work day in a manner that the employee members who are part of the Guild’s negotiating team will be provided time with pay for purposes of negotiating a new labor agreement; provided, that no more than two
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Guild Officials Time-off. A Guild official who is an employee in the bargaining unit (Guild Board Officer and/or a member of the Guild’s negotiating committee) shall be granted time-off while conducting business vital to the employees in the bargaining unit provided: • They notify the Employer in writing at least forty-eight (48) hours prior to the time-off period; • The Employer is able to properly staff the employee's job duties during the time-off period; • The wage cost to the Employer is no greater than the cost that would have been incurred had the Guild official not taken time-off; and • Guild officials shall not transact Guild business while working on shift which in any way interferes with the operation or normal routine of any department.
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Guild Officials Time-off. Employees in the Bargaining Unit (Guild Representative, Guild Executive Board members and/or members of the negotiating committee) shall be granted reasonable time off while engaged in official Guild/Employer business involving contractual matters, such as attending a grievance meeting, labor-management meeting, or negotiations, Provided: A. Employees shall notify the Director at the earliest time the employee is made aware of the need to be absent and the Director determines that such temporary absence shall not cause unacceptable disruption of services. B. Employees may transact occasional and limited Guild discussions while working on shift, provided it causes no disruption, and does not interfere with any duties. C. Employees may use their County e-mail accounts to communicate guild business to the employer. No other use of the e-mail system to conduct guild business is allowed. D. The Guild shall be allowed use of bulletin board space for the purpose of posting health and safety information, meeting notices, newsletters and other Guild information provided that no notices of a discriminatory or political nature (except to the extent allowed by law), nor notices that would be offensive to a reasonable person, shall be posted. Each posting shall be initialed and dated by the Guild Official responsible for the posting. E. Guild officials shall be permitted to post Guild notices or to distribute Guild literature, which shall be restricted to the employees’ lounges, bulletin boards, employee mail boxes or other non-public or non-work areas. F. The Guild agrees to provide the Employer with an updated list of Official Guild Officers and Stewards within thirty (30) calendar days of their appointment. G. The Employer agrees that non-employee representatives of the Guild shall have reasonable access to the premises of the Employer during working hours with advance notice to and approval of the Director. Such visitations shall be for the reasons of the administration of this Agreement. The Guild agrees that such activities shall not interfere with the normal work duties of employees. The Employer reserves the right to designate a meeting place.
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Guild Officials Time-off. 22.1 Upon prior approval of the employee's watch commander, a member of the Guild's negotiating team shall be granted paid release time to attend negotiations sessions with City negotiators. In the absence of the employee's watch commander, approval shall be obtained from the immediate supervisor of the employee. 22.2 The Guild President’s (or designee’s) time attending labor/management meetings will be logged as time worked. Such time shall be limited to contract negotiations meetings with the City, collaborative meetings as set forth in Article 27 and other meetings as mutually agreed by the parties. Scheduling and attendance of such meetings shall be subject to approval by the Chief or designee.
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Related to Guild Officials Time-off

  • Overtime for Part-Time Employees ‌ (a) A part-time employee working less than the normal hours per day of a full-time employee, and who is required to work longer than their regular workday, shall be paid at the rate of straight-time for the hours so worked, up to and including the normal hours in the workday of a full-time employee. (b) A part-time employee working less than the normal days per week of a full-time employee, and who is required to work other than their regularly scheduled workdays, shall be paid at the rate of straight-time for the days so worked up to and including the normal workdays in the workweek of a full-time employee. (c) Overtime rates shall apply to hours worked in excess of (a) and (b) above.

  • Paid Time Off The Executive shall be entitled to take paid time off in accordance with the Company’s applicable paid time off policy for executives, as may be in effect from time to time.

  • Travel time allowance All employees shall be paid an allowance (See Appendix A) for each day on which they present themselves for work. The allowance shall also be paid for rostered days off.

  • BEREAVEMENT/TANGIHANGA LEAVE 18.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 18.2 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 18.1 above. This provision will not apply if the employee is on leave without pay. 18.3 In granting time off and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • Time of Vacation (a) All vacation earned during one (1) vacation year shall be taken during the next following vacation year at a mutually agreeable time. (i) The Employer shall post the vacation schedule planner by January 1st of each year. At this time, the Employer shall provide guidance as to the reasonable number of Employees for each unit, program, or site (whichever are applicable) who can be granted vacation at the same time. An Employee shall submit their vacation preference for at least 75% of their annual vacation entitlement by March 15th of that year. Where an Employee submits their vacation preference by March 15th of that year, the Employer shall indicate approval or disapproval of that vacation request and shall post the resulting vacation schedule by April 30th of the same year. Where the number of Employees indicating a preference for a specific period exceeds the number of Employees as determined by the Employer that can be allocated vacation during that period, seniority relative to other Employees in the unit, program or site (whichever are applicable) shall be the deciding factor. (ii) When an Employee submits a request in writing after April 30th for vacation, the Employer shall indicate approval or disapproval in writing of the vacation request within 14 days of the request. (c) Notwithstanding Article 17.03(a), an Employee may be permitted to carry forward a portion of unused vacation to the next vacation year. Requests to carry forward vacation shall be made in writing and shall not be unreasonably denied. (d) Notwithstanding Article 17.03 (a) a Full-time or Part-time Employee shall have the right to utilize vacation credits during the vacation year in which they are earned provided the following conditions are met: (i) the utilization does not exceed the total vacation earned by the Employee at the time of taking the vacation; and (ii) such vacation can be taken at a mutually agreeable time. (e) (i) Subject to Article 17.03(e)(ii), the Employer shall grant the annual vacation to which the Employee is entitled in one (1) unbroken period.

  • Sick Leave Donation In accord with state law and Medical Center policy, RN’s may donate sick leave to any employee entitled to receive such donations.

  • Paid Time Off (PTO) Executive shall earn and accrue paid-time-off covering vacation and sick time benefits at the rate of twenty (20) days per year for employment periods of up to five years of service. The PTO accrual rate shall automatically increase by five (5) additional days for each additional 5 years of service up to maximum of thirty (30) days per year after 10 years of service. For example, after five years of service, the annual PTO accrual rate shall increase to twenty-five (25) days. Unused PTO shall carry over to the next year, but Executive shall cease accruing further PTO at any time Executive has accrued two times his annual accrual rate. Unused PTO days which are not in excess of two-times the annual accrual rate shall be paid in a cash lump sum payment promptly after Executive’s termination of employment.

  • Sick Leave Donation Program A Labor Management Committee will be established for the purpose of proposing rules and procedures for a new, program. The LMC will be to develop consistent, transparent and equitable proposals for processes across all departments within the City. The LMC shall also explore proposals to lower the minimum leave bank required to donate sick leave and permit donation of sick leave upon separation from the City. The LMC must consult with the Office of Civil Rights to ensure compliance with the City’s Race and Social Justice Initiative. Once the LMC has developed its list of proposals, the City and Coalition of City Unions agrees to reopen each contract on this subject.

  • Compensating Time Off ‌ At the time an employee is required or requested to work overtime, the employee may opt for compensating time off at the applicable overtime rate in lieu of overtime pay. If an employee opts for compensating time off in lieu of overtime pay, the time shall be taken at a time mutually agreed to by the employee and the Employer and shall be taken within 24 calendar weeks of the occurrence of the overtime. The Employer will make a reasonable effort to allow time off when requested by the employee. If such time off is not taken by the end of the 24 week period, overtime at the applicable overtime rate shall be paid on the employee's next regular paycheque.

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