Overtime Meal Policy Sample Clauses

Overtime Meal Policy. When an employee is required to work continuous, unplanned overtime for two (2) hours or more beyond his/her regular shift, he/she shall be provided with a meal and a reasonable amount of time to eat the meal. In the event the employee is not provided with a meal, or he/she shall receive a meal stipend of fifteen dollars ($15.00).
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Overtime Meal Policy. It is the policy of the Burbank Water and Power Department to provide meals and the time to eat such meals in accordance with the following regulations:
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Overtime Meal Policy. (a) No overtime meal (time to eat or meal reimbursement) will be provided when working eighteen (18) hours or less. (b) When held over for more that eighteen (18) hours (i.e. 18.5 or greater) employees will be given one (1) one meal reimbursement but no time. (c) Employees will be paid $14.25 for meals as provided in this Exhibit. (d) After being held over for eighteen (18) hours employees will be given one meal reimbursement but no time every four (4) hours thereafter.
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Overtime Meal Policy. 11.5.1. When an employee is required to work continuous, unplanned overtime beyond his or her regular shift, he or she shall be provided with a meal and time to eat the meal no more than two (2) hours after the commencement of such work and no less frequently than every four (4) hours actually worked thereafter or he or she shall receive a meal reimbursement of sixteen dollars ($16) for each such period. During an emergency situation, a meal period would not be mandatory and the missed ½ hour meal period shall be stacked to the end of the shift at the appropriate overtime rate. 11.5.2. When an employee is required to perform scheduled or unscheduled work outside of his or her regular work hours, he or she shall be provided with a meal and the time to eat the meal no less frequently than every four (4) hours or a meal reimbursement of sixteen dollars ($16) for each such four (4) hour period and ½ hour shall be added on to the time worked at the appropriate overtime rate for each meal period missed. 11.5.3. In the event that an employee is summoned to work before five o'clock in the morning (5 a.m.) and is required to continue to work into his or her regular shift on the same task that he or she was summoned for shall be provided with a meal and time to eat the meal no less frequently than every four (4) hours or a meal reimbursement of sixteen dollars ($16) for each such four (4) hour period. 11.5.4. When an employee is required to report to work one (1) hour prior to his/her normal shift, he/she shall be provided a meal and the time to eat the meal, or a meal reimbursement of not more than sixteen dollars ($16).
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Overtime Meal Policy a. Employees called out one and one-half (1 1/2) hours or more before normal starting time, who work into their regular shift shall be given a meal break. b. Employees required to work two (2) hours or more beyond normal quitting time shall be given a meal break. c. Employees called in to work on an emergency on the weekend or a holiday for four hours or more shall be given a meal break if the time exceeds four (4) hours. d. Meal breaks taken during overtime hours will be considered work time and shall not exceed forty-five (45) minutes in length. e. Meal costs shall be limited to those which are appropriate at the time, but in any case are not to exceed $4.00 for breakfast and $6.00 for any other meal.
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Overtime Meal Policy. ‌ The employees of the City of Burbank are occasionally called from their homes, or held over beyond their regular work hours, to perform emergency work for the benefit of the City. When an employee is asked to accept such assignments, the City recognizes that inconvenience is caused the employee regarding the normal scheduling of meal periods. Therefore, it shall be the policy of the City to provide meals and the time to eat such meals, in accordance with the following regulations:
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Overtime Meal Policy 
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Related to Overtime Meal Policy

  • Overtime Meals When employees are required to work more than two (2) hours beyond their regular work days, the Employer will provide hot meals at no cost to the employees, up to a maximum of sixteen dollars ($16.00) (receipts to be submitted) plus paid meal periods of one-half (1/2) hour at the prevailing rate and thereafter at four (4) hour intervals. Any early morning start before regular starting time is entitled to a paid meal. The breakfast limit is thirteen dollars ($13.00) (receipts to be submitted). Employees called out on overtime shall be paid for meals as above, after four (4) hours work.

  • Overtime Meal Allowance Employees required to work more than two (2) hours overtime consecutive with a shift shall be provided with a meal by the Employer.

  • General Policy Our policy is to make funds from your cash and check deposits available to you on the next business day after we receive your deposit. Electronic direct deposits will be available on the day we receive the deposit. Once they are available, you can withdraw the funds in cash and we will use the funds to pay checks that you have written. For determining the availability of your deposits, every day is a business day, except Saturdays, Sundays, and federal holidays. If you make a deposit before 6:00 p.m. within our facilities or through our ATM on a business day that we are open, we will consider that day to be the day of your deposit. However, if you make a deposit after 6:00 p.m. through our ATM or on a day we are not open, we will consider that the deposit was made on the next business day we are open.

  • Portability of Sick Leave 1. The employer will accept up to sixty (60) accumulated sick leave days from other school districts in British Columbia, for employees hired to or on exchange in the district. 2. An employee hired to or on exchange in the district shall accumulate and utilize sick leave credit according to the provisions of the Collective Agreement as it applies in that district.

  • Alcohol Policy Where contractually bound, the employer will apply the Drug and Alcohol Management Program (DAMP) as contained at Appendix M.

  • National Environmental Policy Act All subrecipients must comply with the requirements of the National Environmental Policy Act (NEPA) 42 U.S.C. 4321 et seq., and the Council on Environmental Quality (CEQ) Regulations (40 C.F.R. Parts 1500-1508) for Implementing the Procedural Provisions of NEPA, which requires Subrecipients to use all practicable means within their authority, and consistent with other essential considerations of national policy, to create and maintain conditions under which people and nature can exist in productive harmony and fulfill the social, economic, and other needs of present and future generations of Americans.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Travel Policy Section 1. Travel allowances and reimbursements, including meal, lodging and transportation expenses, shall be as provided in the Department of Administrative Services, Oregon Accounting Manual Travel Policy (OAM #40.10.00.PO). However, Section .105 of the policy shall read as follows: Personal telephone calls to immediate family members or significant others to confirm the traveler’s well being while on travel status are allowed. Employees shall be reimbursed for one (1) phone call home on the first day of travel and every other day for a five (5) to ten (10) minute call. When authorized by the Agency, employees will be provided access to State phone cards or State phone card numbers. When State phone cards are not available or the employee does not charge the call to his/her hotel room, employees shall provide receipts. Personal telephone bills reflecting the eligible calls made during travel status can serve as a receipt. The Employer shall give the Union at least thirty (30) days advance notice of any proposed changes to this policy. Such changes which involve a mandatory subject of bargaining shall be subject to negotiation if requested by the Union.

  • Sabbatical Leaves A. A sabbatical leave, without pay, for one year may be granted to a teacher, and/or 10 and/or 12 month support employee by the Board for full time credit graduate study/degree program in their appropriate field subject to Board approval and the following conditions: 1. Not more than four employees in the system may be granted sabbatical leaves at any one time. 2. Request for sabbatical leave must be received by the superintendent, in writing, no later than January 31st of the school year preceding the school year for which the leave is being requested. 3. The employee has completed at least seven (7) full school years of service in the Xxxxxxxx Township school district. No year shall be credited in which the employee has worked or been on paid leave less than ninety-three (93) days. If more than four requests (two for pay and two without pay) for such leave are submitted, the board will determine those eligible for such leave by the program the employee plans to take. If all candidates are in an approved program, then seniority shall determine the eligibility. The decision of the board shall not be arbitrable. 4. Two of the four sabbatical leaves sited in A.1 above may be with 1/2 pay if the employee is taking a full time Board approved graduate program/degree program in their appropriate field during the day or if they are fulfilling an on-campus requirement of an advanced program. Documentation of this requirement must be furnished with the request stated in A.2 above. B. All sabbatical leaves must be approved by the Board and the Board shall take action on same no later than March 31st of the school year preceding the school year for which the sabbatical leave is requested. The employee shall continue to receive paid health benefits during the sabbatical leave. C. Upon return from a sabbatical leave, which was granted for full time graduate/degree program, the employee shall be placed on the proper step of the salary guide at the level which he/she would have achieved had he/she remained actively employed in the school system during the period of his/her absence, and, in addition, shall receive proper credit for any advanced degree earned.

  • Maternity Adoption and Parental Leave For the purposes of granting Maternity, Adoption and Parental Leave, the provisions of the Canada Labour Code and of its Regulations shall apply.

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