Religious Exception Sample Clauses

Religious Exception. Nothing contained in this Agreement shall require union membership of employees who object to such membership based upon bona fide religious tenets or the teachings of a church or religious body of which such employee is a member. Such employee shall pay an amount equivalent to normal dues to a nonreligious charity mutually agreed upon by the employee and PSE. This payment will be made through payroll deduction. If the employee and PSE cannot agree on such matter, it shall be resolved by the Public Employment Relations Commission.
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Religious Exception. Any employee who is a member of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting public employee organizations shall not be required to join or financially support the organization. Such employees shall in lieu of dues or fees for representation, pay sums equal to said amount to a non-religious, non-labor charitable fund exempt from taxation under Section 501(c)(3) of the Internal Revenue Code, selected by the employee from a list of such eligible local funds designated by the BCEA. Such payments shall be made by payroll deduction as a condition of continued exemption from the requirements of financial support to the BCEA . Acceptable charities are: The Burbank Center for the Retarded, Burbank Temporary Aid Center (BTAC) and The Boys & Girls Club of Burbank.
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Religious Exception. If an employee for bona fide religious tenets, as per R.C.W. 41.56.122(1), does not desire to be a member of the Union, one of the following shall apply: A. Pay each month a service charge equivalent to regular union dues to the Union. B. Pay each month an amount of money equivalent to regular current union dues to the Union, who shall then transmit that amount to a non-religious charity that is agreeable to the Union and the Employer.
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Religious Exception. An exception to the requirements in Section 3.1 and 3.2 exists for an employee who is a member of a bona fide religion, body, or sect that has historically held conscientious objections to joining or financially supporting public employee organizations. An employee who invokes this exception shall be required, pursuant to Section 3502.5(c) of the California Government Code, to pay sums equal to the dues, initiation fees or agency shop fees to a non-religious, non-labor, charitable fund selected by the employee from one of the following organizations: (a) United Way. (b) Xxxxxxxx Street. (c) Rotary Club of San Francisco, Greater Mission. Any employee who makes charitable payments pursuant to this provision shall provide the City with documentary evidence of such payments on a monthly or annual basis as a condition of continued participation in the exemption from the requirement to pay a representation service fee to the Union. Employees who fail to provide proof of charitable payments will be required to pay a representation service fee. The City shall forward proof of charitable payments received from employees to the Union upon request.
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Religious Exception. Any employee who is a member of a church or religious body having bona fide religious tenets or teachings which prohibit association with a labor organization, or the payment of dues to it, shall pay an amount of money equivalent to regular Union dues to a nonreligious charity, or to another charitable organization mutually agreed upon by the employee affected and the Union. The employee shall furnish written proof to Dynamac that this has been done. Notwithstanding an employee's claim of exemption under this Section, Dynamac shall deduct payments-in-lieu-of-dues pursuant to Section 3.2 until agreement has been reached between the employee and the Union.
Sample 1
Religious Exception. The obligation to pay a fair share fee will not apply to any employee who, on the basis of bonafide religious xxxxx or teaching of a church or religious body of which such employee is a member, objects to the payment of a fair share fee to the Association. Upon proper substantiation and collection of the entire fee, the Association will make payment on behalf of the employee to a mutually agreeable non-religious charitable organization as per Association policy and the Rules and Regulations of the Illinois Educational Labor Relations Board.
Sample 1
Religious Exception. The Executive Order allows for employees to seek an exemption to the vaccination requirement based upon sincerely held religious beliefs. The Agency and the Union agree to the following process: The Agency shall designate ________________ (specific individual or department) to receive requests for religious exceptions. The exception request, shall be submitted on a form jointly created by the Agency and the Union (attached to this MOU as Appendix 1), and shall contain all necessary information to facilitate review for exceptions. An employee denied an exception shall have 3 working days to cure the issue for the denial. During this appeal period, the employee shall not be disciplined for noncompliance. Should an employee be denied an exception, the employee will be granted 2 weeks to comply with the vaccination provisions established in Section A. During this period, the employee shall not be disciplined for noncompliance with the EO. The Agency shall provide masks, xxxxxxx, sanitizer for employee receiving exemption. The employee shall disinfect their work area prior to leaving for the day with materials supplied by the Agency. The employee shall be responsible for receiving required Covid testing and submitting results to the designated agency personnel in accordance with the Executive Order. The exempted employee shall receive time without loss of pay or benefits to be tested. The agency shall be responsible for all expenses related to routine testing.
Sample 1

Related to Religious Exception

  • Religious Objections Any employee who is a member of a bonafide religion, body, or sect which has historically held conscientious objections to joining or financially supporting public employee organizations shall not be required to join or financially support the organization. Such employee shall, in lieu of periodic dues or agency shop fees, pay sums equal to said amounts to a non-religious, non-labor charitable fund exempt from taxation under Section 501(c)(3) of the Internal Revenue Code, which has been selected by the employee from a list of such funds designated by the City and the Association in a separate agreement. Such payments shall be made by payroll deduction as a condition of continued exemption from the requirements of financial support to the Association and as a condition of continued employment.

  • Religious Objection Any employee who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall not be required to join or financially support the Union as a condition of employment. Such an employee shall, in lieu of dues and fees, pay sums equal to such dues and fees to a non-religious charitable fund. These religious objections and decisions as to which fund will be used must be documented and declared in writing to the Union. Any employee exercising their right of religious objection must provide the Union with a receipt of payment to an appropriate charity on a monthly basis.

  • Religious Leave Religious leave shall be without pay unless the employee elects to use accumulated compensatory time off, vacation time, or floating holiday time. Denial of religious leave is appealable as provided elsewhere in this section.

  • Religious Observance 47.1 The Council shall make every reasonable effort to accommodate an employee who requests time off to fulfill his religious obligations. 47.2 Employees may, in accordance with the provisions of this Agreement, request annual leave, compensatory leave, leave without pay for other reasons or a shift exchange (in the case of a shift worker) in order to fulfill their religious obligations. 47.3 Notwithstanding clause 47.2, at the request of the employee and at the discretion of the Council, time off with pay may be granted to the employee in order to fulfill his religious obligations. The number of hours with pay so granted must be made up hour for hour within a period of six (6) months, at times agreed to by the Council. Hours worked as a result of time off granted under this clause shall not be compensated nor should they result in any additional payments by the Council. 47.4 An employee who intends to request leave or time off under this Article must give notice to the Council as far in advance as possible but not later than four (4) weeks before the requested period of absence.

  • Religious Holidays When a religious holiday, not observed as a holiday, as provided in Section 2 above, falls on a supervisor's regularly scheduled work day, the supervisor shall be entitled to that day off to observe the religious holiday. Time to observe religious holidays shall be taken without pay except where the supervisor has sufficient accumulated vacation leave or accumulated compensatory time, or, by mutual consent, is able to make the time up. Supervisors shall notify the Appointing Authority at least twenty-eight (28) calendar days prior to the leave.

  • Religious Activities The Subrecipient agrees that funds provided under this Agreement will not be utilized for inherently religious activities prohibited by 24 CFR 570.200(j), such as worship, religious instruction, or proselytization.

  • New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.