Mandatory Furloughs Sample Clauses

Mandatory Furloughs. 203. There shall be no mandatory unpaid furlough of any duration for represented employees.
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Mandatory Furloughs. 146. The mandatory furlough provisions of Civil Service Commission Rule 120 shall not apply to covered employees.
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Mandatory Furloughs. The University reserves unto itself, through its Board of Trustees, the right to adopt and implement a policy providing for mandatory furloughs of employees to achieve spending reductions necessitated by institutional budget deficits. Any implementation of a mandatory furlough policy shall not be considered a lay-off of staff within the meaning of Article 27 or as the term may be used elsewhere in this Agreement. As such, a mandatory furlough policy supersedes all other university policies and this Agreement and applies to all employees regardless of source of funds, place of work or appointment terms or status. Any mandatory furlough policy shall be limited in duration to the minimum number of furlough days necessitated by institutional budget deficits and only after the University has explored other cost-cutting alternatives and the means of initiating mechanisms for generating additional revenue. The maximum number of furlough days allowed during fiscal years 2018, 2019 and 2020 respectively shall not exceed five (5) unpaid days per fiscal year. The University will provide the Union with at least forty-five (45) days advance notice of the intended implementation of the furlough policy and the supporting financial information. At the request of the Union, the parties shall bargain over the impact of the furlough policy on bargaining unit employees, including the method for scheduling time-off. Furlough days will not impact an employee’s eligibility for or continued enrollment in the University’s health, vision and life insurance plans. The University will provide the affected employees and the Union with at least thirty (30) days advance notice of the implementation plan of a mandatory furlough. Nothing in the foregoing shall prohibit the parties from meeting to discuss the possibility of allowing additional unpaid furlough days in any fiscal year(s) to avoid or reduce the impact of mass layoffs.
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Mandatory Furloughs. Should financial needs so dictate, or should changes in patient census occur, or if in the discretion of the CEO of SJGH volunteer efforts within SJGH have proven insufficient to address the financial needs, the County may impose mandatory furloughs at San Xxxxxxx General Hospital only. The following conditions will govern the furlough program applicable to regular staff at San Xxxxxxx General Hospital:
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Mandatory Furloughs. 198. There shall be no mandatory unpaid furlough of any duration for represented employees. II.F. PUBLIC HEALTH NURSE DUTIES (SECTION II.F. Public Health Nurse Duties does not apply to P103 Per Diem Nurses) 199. Utilization of personnel providing services related to Public Health Nursing is an appropriate subject for discussion by the Professional Performance Committee. Nursing Administration recognizes the value of input from the PPC in this area. Public Health Nurse Caseloads 200. Management is responsible for the equitable distribution of caseloads. Individual disputes arising out of the application of this policy shall be subject to the grievance procedure. Caseloads and staffing levels are suitable subjects for discussion in the Joint RN/DPH Monitoring Committee and not in the PPC. Hazardous Situations
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Mandatory Furloughs a. In the event that the local court determines to require mandatory furlough days of interpreters, the parties agree as follows:
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Mandatory Furloughs. The University reserves unto itself, through its Board of Trustees, the right to adopt and implement a policy providing for mandatory furloughs of employees to achieve spending reductions necessitated by institutional budget deficits. Any implementation of a mandatory furlough policy shall not be considered a lay-off of staff within the meaning of Article XXVII or as the term may be used elsewhere in the collective bargaining agreement (“cba”). As such, a mandatory furlough policy supersedes all other university policies and the cba and applies to all employees regardless of source of funds, place of work or appointment terms or status. Any mandatory furlough policy shall be limited to not more than five (5) unpaid furlough days during calendar year 2011. The University will provide the Union with at least forty-five (45) days advance notice of the intended implementation of the furlough policy. At the request of the Union, the parties shall bargain over the impact of the furlough policy on bargaining unit employees, including the method for scheduling time-off. Furlough days will not impact an employee’s eligibility for or continued enrollment in the University’s health, vision and life insurance plans.
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Mandatory Furloughs a) Effective June 29, 2012, mandatory furloughs for all employees shall cease.
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Related to Mandatory Furloughs

  • Mandatory Retirement Retirement shall be mandatory only to the extent required by law.

  • Mandatory Training The Department reserves the right to require the Charter School to attend any training related to the responsibilities of a Charter School.

  • Mandatory Overtime Mandatory overtime shall be scheduled 2 weeks in advance of the scheduled event (or as soon as possible after the overtime is known to management.) If there are unforeseen circumstances, the two week requirement will not apply. Where the notice of mandatory overtime is not provided in that time frame, the hours worked will be paid at twice the regular rate. If a member has checked with the Director of Public Safety or designee about a certain date as being a mandatory day, and received a negative answer, that employee shall be waived from any mandatory obligation of the day inquired about. If a staff member has extenuating circumstances occurring on a mandatory overtime day, they may request a release from the mandatory overtime day from the Director of Public Safety, or designee. The employee shall meet with the Director of Public Safety, or designee, to discuss the extenuating circumstance. The Director of Public Safety, or designee, shall respond to the staff member’s request as soon as possible.

  • Mandatory equipment (a) All Employees engaged to work on site will be supplied with safety footwear and safety helmets appropriate to the work that they perform before commencing work on a project. The safety footwear will be of an equivalent standard to those made by:

  • Additional Payment Terms a. On-Site Expenses. Customer will be billed for the expenses incurred in connection with the performance of any services, training, consulting or other services provided on-site at Customer’s location (including in connection with launching the Services), including the reasonable travel and per day expenses of each trainer or consultant. Pre-scheduled services which are to be performed on-site at Customer’s location may not be cancelled or re- scheduled within thirty (30) days of the beginning of such pre-scheduled services. In the event that Customer cancels or reschedules pre-scheduled on-site services within such thirty (30) day period, Customer shall be required to reimburse Company for any pre-paid non-cancellable pre-scheduled expenses associated with the on- site services.

  • MANDATORY SUBJECTS 37.1 The Employer will satisfy its collective bargaining obligation before changing a matter that is a mandatory subject. The Employer will notify the Executive Director of the Union, with a copy to the Chief Union Xxxxxxx, of these changes and the Union may request discussions about and/or negotiations on the impact of these changes on employee's working conditions. The Union will notify the Human Resource Services of any demands to bargain. The Union’s request for bargaining should identify any known impacts to bargain. In the event the Union does not request discussions and/or negotiations within twenty-one (21) calendar days, the Employer may implement the changes without further discussions and/or negotiations. The timeframe for filing a demand to bargain will begin on the date the Employer has provided written notice to the Union. There may be emergency or mandated conditions that are outside of the Employer’s control requiring immediate implementation, in which case the Employer will notify the Union as soon as possible.

  • Mandatory Assistance If a third party dispute or litigation, or both, arises out of, or relates in any way to the services provided to the City under a Contract, Contractor , its agents, officers, and employees agree to assist in resolving the dispute or litigation upon City’s request. Contractor’s assistance includes, but is not limited to, providing professional consultations, attending mediations, arbitrations, depositions, trials or any event related to the dispute resolution and/or litigation.

  • Contribution Formula Dental Coverage a. Faculty Member Coverage. For faculty member dental coverage, the Employer contributes an amount equal to the lesser of ninety percent (90%) of the faculty member premium of the State Dental Plan, or the actual faculty member premium of the dental plan chosen by the faculty member. However, for calendar years beginning January 1, 2006, and January 1, 2007, the minimum employee contribution shall be five dollars ($5.00) per month.

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