Guild Officials Time-off Sample Clauses

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. 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. 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’s 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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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 offwhile 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 madeaware 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 areasonable 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 shallhave 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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Related to Guild Officials Time-off

  • Officials Not to Benefit Contractor must comply with all applicable federal or State laws regulating ethical conduct of public officers and employees.

  • 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.

  • Time Off The company recognises that sufficient time off to attend to personal matters and for recreation are important to the employee’s wellbeing, job satisfaction and overall productivity. Accordingly, time off may be taken with the consent of the Company, which shall not be unreasonably withheld. In considering the approval to have time off, the Parties will have regard to the current works programme and the urgency of the reason for time off. In the event that time off is to be taken, it will be the employee’s obligation to advise the Company in advance or as soon as practicable on the day of absence, recognising that unplanned absences can cause costly disruption to programmed works and are a major source of annoyance for the company, other employees and clients. The object of offering flexible working hours is that in return employees will take very seriously their obligation to turn up when they are expected. In view of the disruption caused by unplanned and or notified absenteeism, repeated failure to observe the protocol for time off would constitute misconduct.

  • GRATUITIES/KICKBACKS (a) SELLER shall not offer or give a kickback or gratuity (in the form of entertainment, gifts, or otherwise) for the purpose of obtaining or rewarding favorable treatment as a LOCKHEED XXXXXX supplier. (b) By accepting this Contract, SELLER certifies and represents that it has not made or solicited and will not make or solicit kickbacks in violation of FAR 52.203-7 or the Anti-Kickback Act of 1986 (41 USC 51-58), both of which are incorporated herein by this specific reference, except that paragraph (c)(1) of FAR 52.203-7 shall not apply.

  • 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 10.3.1 A worker may donate days of sick leave to individual District workers who, due to a serious health condition, have exhausted all accumulated sick leave. Donating workers must retain a sixty (60) day balance of sick leave after their donation. No worker may receive more than 40 days of donated leave per year. 10.3.1.1 A “serious health condition” is defined as an illness, injury, impairment or physical or mental condition which involves inpatient care in a hospital, hospice, or residential health care facility, or continuing treatment or continuing supervision by a health care provider as defined in 29 USC 825.114(a) and as certified by a worker’s physician or other qualified medical practitioner. 10.3.1.2 The Vice Chancellor of Human Resources and the Chief Stewards by mutual agreement will verify the certification for eligibility. If the certification from the worker’s physician is insufficient, a certification by a physician of the District’s choosing may be required, at District expense. The District may require additional medical opinions. 10.3.2 Donated leave must be in one-day increments (no less than 8 hours). Recipients of donated sick leave shall be solely responsible for any state and federal taxes on the donated time. Such taxes shall be withheld at the normal rate for the recipient worker. In the event that the state or federal governments rule that tax liability is due other than as taxed, the recipient shall be solely liable for such liabilities. 10.3.2.1 The donated sick leave may be used only when the worker has exhausted accumulated sick leave and either is not eligible for long- term disability or is eligible but has not begun to receive the long-term coverage. 10.3.2.2 The Vice Chancellor of Human Resources shall be notified of solicitation of donations. Solicitations of donations may be made by the individual or his/her representative(s). 10.3.2.3 Donation of sick leave shall be authorized by a signed pledge form prepared by and filed with the District Office of Human Resources. In the event several workers donate sick leave, the sick leave shall be used in the order in which the signed pledge forms are filed with Human Resources. 10.3.2.4 If the worker does not use all donated sick leave, the sick leave shall be returned to the donating worker(s).

  • Paid Time Off (PTO) During the Term, Executive shall be entitled to paid time off in accordance with Company’s policy in place from time to time; provided, however, that Executive shall be eligible to accrue no less than twenty (20) days per calendar year (with such amount prorated for the balance of 2017).

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