Religious Exception Sample Clauses

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. 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.
Religious Exception. Nothing contained in this Agreement shall require union membership of employees who assert a right of non-association based upon bona fide religious tenets or the teachings of a church or religious body of which such employee is a member. The employee will contact the Union, in writing, with his/her request for non-association. Such employee shall pay an amount equivalent to normal dues to a nonreligious charity or charities mutually agreed upon by the employee and the Union. This payment will be made through payroll deduction. The employee will not be a member of the Union, but is entitled to all the representation rights of a member of the Union.
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:
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. Section 3.4
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.
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:
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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.
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

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 Objectors Any employee covered hereby who maintains that she/he holds a sincere and bona fide religious belief that conflicts with an obligation to financially support MSEA-SEIU, public employee organizations or labor organizations in general may seek religious objector status by petitioning MSEA-SEIU. Any such employee who is found to hold a sincere and bona fide religious belief that conflicts with an obligation to financially support MSEA-SEIU, public employee organizations or labor organizations in general, shall have the right to refuse to make service fee payments; provided, however, that said right to refuse shall continue only so long as the employee makes contributions at least equal in amount to the service fee to a non-religious charitable organization mutually agreed upon by the employee so refusing and the Union, within ten (10) days after each payday. Part-time employees’ contributions to non-religious charitable organizations shall coincide in amount with the payments of those part-time employees paying the service fee. MSEA-SEIU shall not unreasonably deny the choice of such non-religious charitable organization suggested by the employee. An administrative or legal challenge to a denial of a petition for religious objector status may be filed in an appropriate forum. The State of Maine Office of Employee Relations is not such a forum. Should an employee have a pending written request for religious objector status or a pending administrative or legal challenge regarding their religious objector status, the State will continue to deduct an amount equal to the service fee from the employee’s pay until the request is granted or the challenge is resolved in the employee’s favor, and that amount will be placed by MSEA- SEIU in an interest-bearing escrow account pending resolution of such dispute or request. MSEA-SEIU shall pay for any maintenance fees associated with such escrow accounts. The State shall not be liable for any fees, costs, damages, expenses, or any other form of liability involved with regard to such escrow accounts. If an employee is granted religious objector status, MSEA- SEIU will notify the State of the employee’s religious objector status, and the State will cease automatic service fee deductions. It shall be the sole obligation of MSEA-SEIU to certify to the State the name of any employee who has failed to make timely contributions as a religious objector and has, thus, forfeited religious objector status. Once MSEA-SEIU has certified the employee’s name to the State, the State will commence and continue to automatically deduct the service fee from the employee’s pay as provided in Section 1.

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • Religious Observance Leave Temporary, contract and regular faculty may be granted a leave with pay for special religious observances of the employee's faith falling on a regular workday.

  • Religious Observance 32.01 The Employer shall make every reasonable effort to accommodate an employee who requests time off to fulfill his or her religious obligations.

  • 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.

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