Preferential Casuals Sample Clauses

Preferential Casuals. No Change Section 4 – No Change Section 5. – No Change Section 6. – No Change
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Preferential Casuals. A preferential casual hiring list shall be established subject to the following:
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Preferential Casuals. A preferential casual hiring list shall be established subject to the following: Any casual employee used by the Employer for sixty (60) shifts in excess of six (6) hours, in five (5) consecutive months shall be eligi- ble for processing by the Employer for preferential status. It shall be the casual employee’s responsibility to notify the Local Union and the Employer that he has qualified for the preferential hiring list. Processing may be waived by written agreement between the indi- vidual, the Local Union and the Employer. Such preferential casual shall be selected for regular employment in the order in which he was placed on the preferential hiring list and shall not be subject to any probationary period. If after being placed on such preferential hiring list the casual works thirty (30) shifts, in excess of six (6) hours in two (2) consecutive calendar months, they shall be added to the seniority list with a seniority date of the thirtieth (30th) shift. Failure of the Employer to add casuals from the preferential hiring list in this order shall subject the Employer to a run-around claim. A casual employee shall only have preferential status with one (1) Company. If the casual employee refuses to accept regular employ- ment while on the preferential hiring list, the casual and the Local Union shall be so notified in writing and his use as a casual will be discontinued. Casual employees on the preferential hiring list shall be offered extra work in seniority order by classification, as amongst themselves. Work calls to preferential casuals shall be made and/or verified in the same manner as the employer currently uses for reg- ular on-call employees. Further, casuals on the preferential hiring list shall have full access to the grievance procedure. A casual em- ployee who is qualified only for dock work shall not be automatical- ly disqualified from the preferential hiring list, but shall not be eligi- ble for regular employment as a combination employee and shall not incur a claim for workaround in the event that work involving driv- ing is awarded to other casual employees.
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Preferential Casuals. No Change Section 5. Student Driver – No Change Section 6. City or Local Work – No Change
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Preferential Casuals. A preferential casual hiring list shall be established subject to the following: Any casual employee used by the Employer for sixty (60) shifts in excess of six (6) hours, in five (5) consecutive months shall be eligible for processing by the Employer for preferential status. It shall be the casual employee’s responsibility to notify the Local Union and the Employer that he has qualified for the preferential hiring list. Process- ing may be waived by written agreement between the individual, the Local Union and the Employer. Such preferential casual shall be se- lected for regular employment in the order in which he was placed on the preferential hiring list and shall not be subject to any probationary period. If after being placed on such preferential hiring list the casual
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Related to Preferential Casuals

  • Claim for Preferential Tariff Treatment 1. The importing Party shall require a certificate of origin for an originating good of the exporting Party from importers who claim the preferential tariff treatment for the good.

  • Denial of Preferential Tariff Treatment The Customs Authority of the importing Party may deny a claim for preferential tariff treatment when:

  • WORK OUTSIDE OF CLASSIFICATION 16.1 Work out of class is a management tool, the purpose of which is to complete essential public services whenever an employee is assigned by proper authority to perform the normal, ongoing duties of and accept responsibility of a position. When the duties of a higher-paid position are clearly outside the scope of an employee’s regular classification for a period of three (3) hours or longer in any one (1) work week, he/she shall be paid at the out-of-class rate while performing such duties and accepting such responsibility. The out-of-class rate shall be determined in the same manner as for promotion and shall be paid for only actual hours worked. “Proper authority” shall be a supervisor who has been designated the authority by a manager or director directly above the position that is being filled out of class and who has budget management authority of the work unit. The City has the sole authority to direct its supervisors as to when to assign employees to a higher class. Employees must meet the minimum qualifications of the higher class and must have demonstrated or be able to demonstrate their ability to perform the duties of the class. The City may work employees out of class across bargaining unit jurisdictions for a period not to exceed six (6) continuous months for any one position. The six (6) month period may be exceeded under the following circumstances: (1) when a hiring freeze exists and vacancies cannot be filled; (2) extended industrial or off-the-job injury or disability; (3) when a position is scheduled for abrogation; or (4) a position is encumbered (an assignment in lieu of a layoff; e.g., with the renovation of the Seattle Center Coliseum). When such circumstances require that an out-of-class assignment be extended beyond six (6) months for any one position, the City shall notify the Union or Unions that represent the employee who is so assigned and/or the body of work that is being performed on an out-of-class basis. After nine (9) months, the Union that represents the body of work being worked out of class must concur with any additional extension of the assignment. The Union that represents the body of work will consider all requests on a good-faith basis.

  • Completion of Concrete Pours and Emergency Work (a) Except as provided in this sub-clause an Employee shall nor work or be required to work in the rain.

  • Coronavirus-Related Distributions (CRDs If you qualify, you may withdraw up to $100,000 in aggregate from your IRAs and eligible retirement plans as a CRD, without paying the 10 percent early distribution penalty tax. You are a qualified individual if you (or your spouse or dependent) is diagnosed with the COVID-19 disease or the SARS-CoV-2 virus in an approved test; or if you have experienced adverse financial consequences as a result of being quarantined, being furloughed or laid off or having work hours reduced due to such virus or disease, being unable to work due to lack of child care due to such virus or disease, closing or reduced hours of a business owned or operated by you due to such virus or disease, or other factors as determined by the IRS. A CRD must be made on or after January 1, 2020, and before December 31, 2020. CRDs will be taxed ratably over a three-year period, unless you elect otherwise, and may be repaid over three years beginning with the day following the day a CRD is made. Repayments may be made to an eligible retirement plan or IRA. An eligible retirement plan is defined as a qualified retirement plan, 403(a) annuity, 403(b) tax-sheltered annuity, 457(b) eligible governmental deferred compensation plan, or an IRA. FINANCIAL DISCLOSURE

  • Split Shifts No shift shall be split for a period longer than the regularly scheduled meal and rest periods as provided for in Article 14.08.

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