Permanent Camp Sample Clauses

Permanent Camp. Where a "stationary" employee's permanent headquarters is at a permanent camp, the employee will be required to pay for board and lodging supplied. The rate will be $230 per month or proportion thereof for a partial month. Where lodging only is supplied, the rate will be $70 per month or $2.35 per day. Where board only is supplied, the rate will be $156 per month, or $5.20 per day, or $1.75 per meal. This regulation, however, will not alter any existing arrangements whereby the employee bids on a posted competition with the proviso that free board and lodging would be supplied at the permanent headquarters.
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Permanent Camp. Where a "stationary" employee's permanent headquarters is at a permanent camp, the employee will be required to pay for board and lodging supplied. The rate will be two hundred and thirty dollars ($230) per month or proportion thereof for a partial month. Where lodging only is supplied, the rate will be seventy dollars ($70) per month or two dollars and thirty-five cents ($2.35) per day. Where board only is supplied, the rate will be one hundred fifty-six dollars ($156) per month, or five dollars and twenty cents ($5.20) per day, or one dollar and seventy-five cents ($1.75) per meal. This regulation, however, will not alter any existing arrangements whereby the employee bids on a posted competition with the proviso that free board and lodging would be supplied at the permanent headquarters.
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Permanent Camp. Where a "stationary" employee's permanent headquarters is at a permanent camp, the employee will be required to pay for board and lodging supplied. The rate will be $240 effective date of ratification, and $244.50 effective July 1, 2013 per month or proportion thereof for a partial month. Where lodging only is supplied, the rate will be $73 per month effective date of ratification and $74.40 effective July 1, 2013 per day or $2.35 $2.45 effective date of ratification and $2.50 effective July 1, 2013 per day. Where board only is supplied, the rate will be $162.55 effective date of ratification and $165.80 effective July 1, 2013 per month, or $5.40 effective date of ratification and $5.55 effective July 1, 2013 per day, or $1.80 effective date of ratification and $1.85 effective July 1, 2013 per meal. This regulation, however, will not alter any existing arrangements whereby the employee bid on a posted competition with the proviso that free board and lodging would be supplied at the permanent headquarters.
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Permanent Camp. Where a "stationary" employee's permanent headquarters is at a permanent camp, the employee will be required to pay for board and lodging supplied. The rate will be • two hundred and forty four dollars and fifty cents ($244.50) – January 27, 2015 • two hundred and forty six dollars and ninety five cents ($246.95) – July 1, 2015 • two hundred and fifty dollars and sixty five cents ($250.65) – July 1, 2016 • two hundred and fifty four dollars and forty one cents ($254.41) – July 1, 2017 • two hundred and fifty eight dollars and twenty three cents ($258.23) – July 1, 2018 per month or proportion thereof for a partial month. Where lodging only is supplied, the rate will be • seventy four dollars and forty cents ($74.40) effective July 1, 2014; • seventy five dollars and fourteen cents ($75.14) effective July 1, 2015; • seventy six dollars and twenty seven cents ($76.27) effective July 1, 2016; • seventy seven dollars and forty two cents ($77.42) effective July 1, 2017; • seventy eight dollars and fifty eight cents ($78.58) effective July 1, 2018 per month or • two dollars and fifty cents ($2.50) effective July 1, 2014; • two dollars and fifty three cents ($2.53) effective July 1, 2015; • two dollars and fifty seven cents ($2.57) effective July 1, 2016; • two dollars and sixty one cents ($2.61) effective July 1, 2017; • two dollars and sixty five cents ($2.65) effective July 1, 2018 per day. Where board only is supplied, the rate will be • one hundred and sixty five dollars and eighty cents ($165.80) effective July 1, 2014; • one hundred and sixty seven dollars and forty six cents ($167.46) effective July 1, 2015; • one hundred and sixty nine dollars and ninety seven cents ($169.97) effective July 1, 2016; • one hundred and seventy two dollars and fifty two cents ($172.52) effective July 1, 2017; • one hundred seventy five and dollars and eleven cents ($175.11) effective July 1, 2018 per month, or • five dollars and fifty-five cents ($5.55) effective July 1, 2014; • five dollars and sixty-one cents ($5.61) effective July 1, 2015; • five dollars and seventy cents ($5.70) effective July 1, 2016; • five dollars and seventy-eight cents ($5.79) effective July 1, 2017; • five dollars and eighty-eight cents ($5.88) effective July 1, 2018 per day, or • one dollar and eighty-five cents ($1.85) effective July 1, 2014; • one dollar and eighty seven cents ($1.87) effective July 1, 2015; • one dollar and ninety cents ($1.90) effective July 1, 2016; • one dollar and ninety t...
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Permanent Camp. Where a "stationary" employee's permanent headquarters is at a permanent camp, the employee will be required to pay for board and lodging supplied. The rate will be per month or proportion thereof for a partial month. Where lodging only is supplied, the rate will be per month or per day. Where board only is supplied, the rate will be per month, or per day, or per meal. This regulation, however, will not alter any existing arrangements whereby the employee bid on a posted competition with the proviso that free board and lodging would be supplied at the permanent headquarters.
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Related to Permanent Camp

  • Permanent Layoff The calculation in determining the six (6) month duration of eligibility for an Employer contribution begins on the date the employee is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer- paid insurance contribution than the employee was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred. In the event the employee, while on permanent or seasonal layoff, is rehired to any state job classification with a lesser employer-paid insurance contribution than the employee is receiving under the six (6) months of insurance continuation, the employee shall continue to receive the Employer contribution toward the employer-paid insurance for the duration of the six (6) months. However, notwithstanding the paragraph above, in the event the employee successfully claims another state job in any agency and classification which is insurance eligible without a break in service, and is subsequently non-certified or involuntarily separated, the six (6) month duration for the Employer contribution toward insurance benefits will begin at the time the employee is non-certified or otherwise involuntarily separated and is no longer actively employed by the Employer. In no event shall an extended benefit eligibility period be longer than a total of six (6) months. Further, an employee must be receiving an Employer Contribution under Section 3 (A) or (B) at the time of layoff in order to be eligible for the six (6) months continuation of insurance.

  • Permanent Status ‌ An employee will attain permanent status in a job classification upon their successful completion of a probationary, trial service or transition review period.

  • Permanent Vacancies When a permanent job or vacancy occurs in a position previously held by a bargaining unit member, or a newly created position within the bargaining unit, notice of the job or vacancy shall be posted on the bulletin board in each building in which bargaining unit personnel work for ten (10) working days, and a copy mailed to the local Association Xxxxxxx. For purposes of this section, the addition of more regularly scheduled hours to an existing part-time position will be considered to be a vacancy if the additional hours cause the part-time position to become a full-time position. A copy of the vacancy notice shall also be sent to each bargaining unit member who is laid off. A permanent job or vacancy does not include vacancies caused by leaves of absence. The Employer, in its sole discretion, shall determine if a vacancy exists which is to be filled under this Section. Employees interested in the job posting may file a written application with the Employer by the deadline established in the posting. The Employer shall give due consideration to all applicants for the permanent vacancy, including applicants from outside the bargaining unit. In considering an applicant's qualifications to perform the required work, the Employer shall consider the employee's ability, experience, training, productivity, seniority, work performance, work record and dependability. The applicant considered by the Employer in its sole discretion to be the best qualified shall be awarded the permanent vacancy; provided, however, that if the Employer determines that the qualifications of the applicants who meet the qualifications for the job or vacancy are equal, the applicant with the greatest seniority shall be awarded the position. The Employer reserves the right to determine that none of the applicants are qualified and leave the position open or to seek further applicants.

  • Permanent Employment (FULL - TIME & PART-TIME) For the purpose of this Agreement, permanent employees shall mean both full-time and part-time employees.

  • Permanent Employee Definition: An employee who has completed a probationary period or a permanent employee who is serving a probationary period in the same or a different class. Permanent employees shall be laid off according to the layoff ratings, lowest ratings first. The order of layoff within categories 1, 2, and 3, and for permanent employees with equal layoff ratings, shall be at the appointing authority's discretion. Employees on leave shall be laid off or demoted in lieu of layoff as if they were active employees.

  • Permanent Employees The allocations outlined in paragraphs b) and c) above will be provided on the first day of each fiscal year, or the first day of employment, subject to the exceptions below: Where a permanent Employee is accessing sick leave and/or the short-term disability plan in a fiscal year and the absence continues into the following fiscal year for the same medical condition, the permanent Employee will continue to access any unused sick leave days or short-term disability days from the previous fiscal year’s allocation. A new allocation will not be provided to the permanent Employee until s/he has returned to work and completed eleven (11) consecutive working days at their regular working hours. The permanent Employee’s new sick leave allocation will be eleven (11) days at 100% wages. The permanent Employee will also be allocated one hundred and twenty (120) short term disability days payable at ninety percent (90%) of regular salary reduced by any paid sick days already taken in the current fiscal year. If a permanent Employee is absent on his/her last regularly scheduled work day and the first regularly scheduled work day of the following year for unrelated reasons, the allocation outlined above will be provided on the first day of the fiscal year, provided the employee submits medical documentation to support the absence, in accordance with paragraph (h).

  • PERMANENT ESTABLISHMENT 1. For the purposes of this Agreement, the term "permanent establishment" means a fixed place of business through which the business of an enterprise is wholly or partly carried on.

  • REDUCTION IN WORKFORCE 16.01 The employer will layoff employees in reverse order of seniority within the classification provided those retained have the ability to do the work. No new employee will be hired until all those qualified employees with recall rights have been given the opportunity to return to work and have failed to do so.

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