Relief Worker Wages Sample Clauses

Relief Worker Wages. ‌ a) A Relief Worker is defined as a PSW who provides substitute services for either a twenty-four (24) hour live-in PSW or an hourly PSW. Payment to a Relief Worker substitution for a live-in PSW taking time off in a twenty-four (24) hour block shall be one hundred seventy-five dollars ($175) per day for up to a maximum of seven (7) consecutive days. A Relief Worker substituting for a live- in natural support that provides twenty-four (24) hour service shall be paid one hundred seventy-five dollars ($175) per day up to a maximum of seven (7) consecutive days when the natural support is temporarily unavailable. If the Relief Worker continues providing services after seven (7) consecutive days, the worker shall be paid the rate authorized in the service plan. The Relief Worker will be informed in advance of the rates. Payment to a Relief Worker substituting for an hourly PSW shall be based on the full assistance hourly rate. b) The wage rate for Relief work will be confirmed when the local office is notified of the need for substitute services.
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Relief Worker Wages. ‌ Effective October 1, 2017, Relief Care will no longer be authorized for APD HCWs. Instead, hours will be covered by a Substitute Worker based on the Consumer’s Assessment. Substitute Workers will be paid at their applicable hourly rate.
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Relief Worker Wages. ‌ a) Effective July 1, 2017, all relief care hours provided in a twenty-four (24) hour block will be paid at eleven dollars and twenty-five cents ($11.25) per hour. Effective April 1, 2018, all relief care hours provided in a twenty-four (24) hour block will be paid at twelve dollars and seventy-five cents ($12.75) per hour. b) A Relief Worker is defined as a PSW who provides substitute services. Relief care providers will be paid at least sixteen (16) hours per day and may receive up to an additional three (3) hours per twenty-four (24) hour period for direct care provided during the consumer’s normal sleep schedule. Relief Providers may be paid for more than nineteen (19) hours a day only in emergency situations. Providers will be paid in fifteen (15) minute increments for services provided during the Consumer/Employer’s normal sleep hours. c) The wage rate for Relief work will be confirmed when the local office is notified of the need for substitute services.
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Relief Worker Wages. ‌ a) A Relief Worker is defined as a Homecare Worker who provides substitute services for either a twenty-four (24) hour live-in Homecare Worker who is taking paid time off or an hourly Homecare Worker. Payment to a Relief Worker substituting for a live-in Homecare Worker taking time off in a twenty-four (24) hour block shall be one hundred and seventy-five dollars ($175.00) per day for up to a maximum of seven (7) consecutive days. A Relief Worker substituting for a live-in natural support that provides twenty-four (24) hour service shall be paid one hundred seventy-five dollars ($175.00) per day up to a maximum of seven
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Relief Worker Wages. The proposal in Article 14 shall apply to the below hourly rates.‌ a) Effective July 1, 2020, all relief care hours provided in a twenty-four (24) hour block will be paid at thirteen dollars and twenty-five cents ($13.25) per hour. b) A Relief Worker is defined as a PSW who provides substitute services. Relief care providers will be paid at least sixteen (16) hours per day and may receive up to an additional three (3) hours per twenty-four (24) hour period for direct care provided during the consumer’s normal sleep schedule. Relief Providers may be paid for more than nineteen (19) hours a day only in emergency situations. Providers will be paid in fifteen (15) minute increments for services provided during the Consumer normal sleep hours. c) The wage rate for Relief work will be confirmed when the local office is notified of the need for substitute services by the Consumer.
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Relief Worker Wages. The proposal in Article 14 shall apply to the below hourly rates. 54
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Relief Worker Wages. The proposal in Article 14 shall apply to the below hourly rates. a) Effective January 1, 2022, all relief care hours provided in a twenty-four (24) hour block will be paid at a rate of fourteen dollars and seventy-five cents ($14.75). Effective January 1, 2023, all relief care hours provided in a twenty-four (24) hour block will be paid at a rate of fifteen dollars and twenty-five cents ($15.25). b) A Relief Worker is defined as a PSW who provides substitute services. Relief care Providers will be paid at least sixteen (16) hours per day and may receive up to an additional three (3) hours per twenty-four (24) hour period for direct care provided during the consumer’s normal sleep schedule. Relief Providers may be paid for more than nineteen (19) hours a day only in emergency situations. Providers will be paid in fifteen (15) minute increments for services provided during the Consumer normal sleep hours. c) The wage rate for Relief work will be confirmed when the local office is notified of the need for substitute services by the Consumer.
Sample 1
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Relief Worker Wages. A Relief Worker is defined as a Homecare Worker who provides substitute services for either a twenty-four (24) hour live-in Homecare Worker who is taking paid time off pursuant to Article 16.1, Section 1 (a), or an hourly Homecare Worker. Payment to a Relief Worker substituting for a live-in Homecare Worker taking time off in a twenty-four (24) hour block shall be one hundred and seventy- five dollars ($175.00) per day for up to a maximum of seven (7) consecutive days.
Sample 1
Relief Worker Wages a) A Relief Worker is defined as a Homecare Worker who provides substitute services for either a twenty-four (24) hour live-in Homecare Worker who is taking paid time off pursuant to Article 16, Section 1 (a), or an hourly Homecare Worker. Payment to a Relief Worker substituting for a live-in provider taking time off in a twenty-four (24) hour block shall be one hundred and seventy-five dollars ($175.00). Payment to a Relief Worker substituting for a live-in provider taking time off in a four (4) through twelve (12) hour block shall be the full assistance hourly rate. Payment to a Relief Worker substituting for an hourly Homecare Worker shall be based on the full assistance hourly rate. b) The wage rate for Relief work will be confirmed when the local office is notified of the need for substitute services.
Sample 1

Related to Relief Worker Wages

  • 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 35.1 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 34.2 above. 35.2 A Shiftworker shall be paid at the rate of double time for all hours worked. 35.3 An Employee who has to work Shiftwork shall be given at least 48 hours of notice of the requirements to work shift work.

  • 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'

  • Workers’ Compensation Coverage Consultant certifies that Consultant has qualified for workers’ compensation as required by the State of Oregon. Consultant shall provide the Owner, within ten (10) days after execution of this Agreement, a certificate of insurance evidencing coverage of all subject workers under Oregon’s workers’ compensation statutes. The insurance certificate and policy shall indicate that the policy shall not be terminated by the insurance carrier without thirty (30) days’ advance written notice to City. All agents or Consultants of Consultant shall maintain such insurance.

  • 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.

  • Independent Contractor; Workers’ Compensation Insurance The Contractor is performing as an independent entity under this Contract. No part of this Contract shall be construed to represent the creation of an employment, agency, partnership or joint venture agreement between the parties. Neither party will assume liability for any injury (including death) to any persons, or damage to any property, arising out of the acts or omissions of the agents, employees or subcontractors of the other party. The Contractor shall provide all necessary unemployment and workers’ compensation insurance for the Contractor’s employees, and shall provide the State with a Certificate of Insurance evidencing such coverage prior to starting work under this Contract.

  • Workers’ Compensation/Employer’s Liability The Contractor shall have, maintain, and provide proof of Workers’ Compensation insurance.

  • Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Minimum wages a. All laborers and mechanics employed or working upon the site of the work, will be paid unconditionally and not less often than once a week, and without subsequent deduction or rebate on any account (except such payroll deductions as are permitted by regulations issued by the Secretary of Labor under the Xxxxxxxx Act (29 CFR part 3)), the full amount of wages and bona fide fringe benefits (or cash equivalents thereof) due at time of payment computed at rates not less than those contained in the wage determination of the Secretary of Labor which is attached hereto and made a part hereof, regardless of any contractual relationship which may be alleged to exist between the contractor and such laborers and mechanics. Contributions made or costs reasonably anticipated for bona fide fringe benefits under section 1(b)(2) of the Xxxxx-Xxxxx Act on behalf of laborers or mechanics are considered wages paid to such laborers or mechanics, subject to the provisions of paragraph 1.d. of this section; also, regular contributions made or costs incurred for more than a weekly period (but not less often than quarterly) under plans, funds, or programs which cover the particular weekly period, are deemed to be constructively made or incurred during such weekly period. Such laborers and mechanics shall be paid the appropriate wage rate and fringe benefits on the wage determination for the classification of work actually performed, without regard to skill, except as provided in 29 CFR 5.5(a)(4). Laborers or mechanics performing work in more than one classification may be compensated at the rate specified for each classification for the time actually worked therein: Provided, That the employer's payroll records accurately set forth the time spent in each classification in which work is performed. The wage determination (including any additional classification and wage rates conformed under paragraph 1.b. of this section) and the Xxxxx-Xxxxx poster (WH–1321) shall be posted at all times by the contractor and its subcontractors at the site of the work in a prominent and accessible place where it can be easily seen by the workers. (1) The contracting officer shall require that any class of laborers or mechanics, including helpers, which is not listed in the wage determination and which is to be employed under the contract shall be classified in conformance with the wage determination. The contracting officer shall approve an additional classification and wage rate and fringe benefits therefore only when the following criteria have been met: (i) The work to be performed by the classification requested is not performed by a classification in the wage determination; and (ii) The classification is utilized in the area by the construction industry; and (iii) The proposed wage rate, including any bona fide fringe benefits, bears a reasonable relationship to the wage rates contained in the wage determination. (2) If the contractor and the laborers and mechanics to be employed in the classification (if known), or their representatives, and the contracting officer agree on the classification and wage rate (including the amount designated for fringe benefits where appropriate), a report of the action taken shall be sent by the contracting officer to the Administrator of the Wage and Hour Division, Employment Standards Administration, U.S. Department of Labor, Washington, DC 20210. The Administrator, or an authorized representative, will approve, modify, or disapprove every additional classification action within 30 days of receipt and so advise the contracting officer or will notify the contracting officer within the 30-day period that additional time is necessary. (3) In the event the contractor, the laborers or mechanics to be employed in the classification or their representatives, and the contracting officer do not agree on the proposed classification and wage rate (including the amount designated for fringe benefits, where appropriate), the contracting officer shall refer the questions, including the views of all interested parties and the recommendation of the contracting officer, to the Wage and Hour Administrator for determination. The Wage and Hour Administrator, or an authorized representative, will issue a determination within 30 days of receipt and so advise the contracting officer or will notify the contracting officer within the 30-day period that additional time is necessary. (4) The wage rate (including fringe benefits where appropriate) determined pursuant to paragraphs 1.b.(2) or 1.b.

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