Laundry Workers Sample Clauses

Laundry Workers. (a) The employer may pay a gratuity to an employee who has qualified in terms of sub-clause (1) and who has had no less than 10 years’ current continuous service (as defined in Clause 4, sub-clause (5)(b).) Part time service is not to be converted to its whole time equivalent for the purpose of establishing eligibility. (b) Gratuities may be paid to the spouse or if no surviving spouse, the dependent child(ren) of employees who died before qualifying as in (1) above or who died after qualifying but before receiving a gratuity. Spouse is defined as a person with whom a marriage contract has been made or who is in a de facto relationship. (c) The calculation of a gratuity entitlement shall be in accordance with the scales detailed below, provided that the amount of any gratuity previously received in respect of service taken into account in the calculation shall be deducted. (d) Where part time service is involved, the gratuity should be calculated to reflect this. The number of hours per week employed during the years of service is calculated as a percentage of the number of hours represented by a full week and this percentage is applied to the rate of pay established for gratuity purposes. (e) An employee who is granted leave without pay and who remains in the service of Eastbay Health will, for the purposes of calculating the gratuity, have such leave aggregated with other service for gratuity purposes. (f) Except in the case of cleaners, orderlies, kitchen staff and domestic supervisors: (i) For the purposes of establishing eligibility for a gratuity, total board service may be aggregated, whether this be part time or whole time or a combination of both at different periods; (ii) Gratuities shall be frozen as at 31 December 1998, with the calculation for any payment being based on years of qualifying service as at 31 December 1998 and also on the employee’s salary rate as at that same date; a qualifying service shall be rounded up to the next complete year of service as at 31 December 1998; (iii) Employees with less than ten year’s service as at 31 December 1998 the maximum gratuity to be frozen shall be calculated on the basis of 3.1 consecutive days for each year of service.
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Laundry Workers. (a) The employer may pay a gratuity to an employee who has qualified in terms of sub- clause (1) and who has had no less than 10 years’ current continuous service (as defined in Clause 4, sub-clause (5)(b).) Part time service is not to be converted to its whole time equivalent for the purpose of establishing eligibility. (b) Gratuities may be paid to the spouse or if no surviving spouse, the dependent child(xxx) of employees who died before qualifying as in (1) above or who died after qualifying but before receiving a gratuity. Xxxxxx is defined as a person with whom a marriage contract has been made or who is in a de facto relationship.
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Laundry Workers. This article defines the terms and conditions of employment for the classification of laundry workers who work in excess of fourteen (14) hours per week. Laundry workers who work full time shall be eligible for benefits as described in this contract unless otherwise stated.
Sample 1

Related to Laundry Workers

  • Shift Workers All shift workers (i.e. workers whose shift commences at or after the end of the ordinary day work hours) presenting for work when the temperature is at or over 35°C will remain on site in air conditioned amenities for a minimum two hours, holding themselves available to commence work should the temperature fall below 35°C.

  • Shiftworkers 37.1 Shiftworker for the purposes of this clause is defined as an Employee who performs Shiftwork and who starts or finishes a shift outside of the ordinary hours set out at clause 36.2 above. 37.2 A Shiftworker shall be paid at the rate of double time for all hours worked. 37.3 An Employee who has to work Shiftwork shall be given at least 48 hours of notice of the requirements to work shiftwork. 37.4 For clarity, Shiftwork, means work comprising recurring periods in which different groups of workers do the same jobs in rotation; the different groups of workers do not necessarily need to be employed by the same employer for the purpose of this definition.

  • Weekend Worker A weekend schedule may be developed in order to meet the Home’s need for weekend staff, and individual employees’ preference for a weekend work schedule. A weekend schedule is defined as a schedule in which a full-time weekend worker works a weekly average of thirty (30) hours and is paid for 37.5 hours at their regular straight time hourly rate. The schedule must include two 11.25-hour tours, which fall within a weekend period as determined by the Home and the Union. An employee working a weekend schedule will work every weekend except as provided for in the provisions below. The Employer and the Union may agree to implement weekend worker position(s) if sixty-six and two thirds’ percent (66⅔%) of the full-time and part-time employees who work in the facility/unit are in agreement. The introduction of that schedule and the manner in which the position(s) are filled, shall be determined by the local parties. This schedule may be discontinued by either party with notice as determined by the local parties. The opportunity for an individual employee to discontinue this schedule shall be resolved by the local parties. Notwithstanding the voting mechanism above, a three (3) month trial period (or longer period, where agreed by the Home and the Union) for a weekend worker arrangement may be implemented without a vote in circumstances where the following additional conditions apply: ▪ An RN (or RNs) volunteers or applies for a weekend worker position and the Home and the Union agrees to accept the request. ▪ The work schedule will be modified to accommodate such a request provided there is no reduction in the regularly scheduled hours of the other RNs in the bargaining unit. ▪ Prior to the conclusion of the trial period, representatives of the Home and of the Union will evaluate and discuss the outcomes. Each Home must have the majority agreement of the full-time and part-time employees who vote on the issue to agree on a trial period of up to six months. Once the trial period is complete, each Home must have a minimum of 66⅔% agreement of the full-time and part-time employees who vote on the issue to continue with the new schedule on a permanent basis. (a) Weekend and shift premiums shall not be paid.

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees. B) An employee performing visitation to clients in the community shall have the right to request backup to attend where there is reasonable cause to expect a violent situation and will have access to appropriate communication equipment. C) When the Employer is aware that a patient/resident/client has a history of violent behaviour, the Employer shall make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. In- services and/or instruction in caring for the violent patient will be provided by the Employer. D) The Employer will provide orientation and/or in-service which is necessary for the safe performance of work including universal precautions, the safe use of equipment, safe techniques for lifting and supporting patients/residents/clients and the safe handling of materials and products. The Employer will also make readily available information, manuals and procedures for these purposes. The Employer will provide appropriate safety clothing and equipment.

  • Trainings Appointment of any length involving two (2) or more Consumers who might need to split up to join different trainings, group discussions, etc.

  • Workers' Compensation Leave A. When an injury is determined to be job related in accordance with Article XII, a regular, limited-term or probationary employee shall be placed on Workers'

  • Employee Entitlements while on Worker’s Compensation If an Employee is absent from work and is in receipt of worker’s compensation, the Employee’s contract of employment shall remain intact during the period of absence, the Employer shall continue to make contributions on behalf of the Employee to all the Employee Entitlement Funds as outlined in clauses 20 to 23 (inclusive) of this Agreement. The Employee shall also continue to accrue all appropriate leave entitlements for the entire period for which worker’s compensation is in receipt.

  • Professional Improvement Leave A teacher may be granted leave to be used for the teacher's professional improvement. Professional improvement days may be approved by the superintendent and used for the purpose of: 1. Visitation to view other instructional techniques or programs. 2. Conferences, workshops, or seminars conducted by colleges, universities, or vocational schools. The teacher planning to use a professional improvement day shall notify the principal at least one week in advance of the proposed absence. The teacher shall be required to file a written report with the principal within one (1) week of attendance at such event. Also, the teacher may/shall be requested to return with materials and/or information to be shared with other teachers. The expense of attending such visitation, conference, workshop, or seminar will be paid by the Board when the proper reimbursement applications are sent to the district office. In cases where attendance at a convention, workshop, seminar, or other educational activity is deemed to be of value only to the individual teacher, leave may be granted for attendance with either no expenses or limited expenses being underwritten by the district. In these cases, no written or verbal reports will be required.

  • Military Caregiver Leave The employer shall grant an employee who is a family member of a covered service member an unpaid leave of up to twenty-six (26) weeks (inclusive of the twelve (12) weeks granted under 1. above) in a single twelve (12) month period to care for the covered service member who has a serious illness or injury incurred in the line of duty on active duty.

  • Workers’ Compensation The Contractor acknowledges the State of California requires every employer to be insured against liability for workers’ compensation or to undertake self-insurance in accordance with the provisions of the Labor Code. If Contractor has employees, a copy of the certificate evidencing such insurance, a letter of self-insurance, or a copy of the Certificate of Consent to Self-Insure shall be provided to County prior to commencement of work.