Responsibility of the Employee. An employee receiving a call for jury duty shall:
Responsibility of the Employee. Each employee issued prescribed work clothes, uniforms or safety apparel shall be expected to wear and possess all items required for the employee's specific work assignment. Any employee not in conformance with the above section may be subject to discipline.
Responsibility of the Employee. The responsibility of the employee is to attend and to respond directly to questions posed to them by representatives of the University during any meetings covered by this policy. Failure to attend a meeting or respond directly to questions posed may result in subsequent disciplinary action.
Responsibility of the Employee. The Employee is responsible for any taxes, including for greater certainty any and all applicable withholdings at source including for social security, federal or provincial pension plans, employment insurance, unemployment insurance, health insurance, workers compensation, occupational health and safety, required to be withheld under federal, state, provincial, foreign or local law in connection with: (i) the vesting of the Restricted Stock Unit Award and the issuance and delivery of Shares to the Employee, or (iii) any other event occurring pursuant to this Award Agreement (collectively, “Taxes”).
Responsibility of the Employee. Regular employees on a Performance Development Plan have the responsibility to follow through on the agreed plan, including any training or use of tools/resources provided by the Supervisor, and to inform the Supervisor if there are any barriers to completing the plan. Regular employees who know they are not meeting an essential function may ask Supervisors for a Performance Development Plan to help ensure that they can meet the standards.
Responsibility of the Employee. An employee receiving a call for jury duty shall:
a. Notify the immediate supervisor as soon as possible after the receipt of a letter directing them to appear for qualification for jury service and or a jury summons.
b. Attempt to arrange to be absent at a time within the limits of the court order convenient to the Chancellor, division head, college president, or their designee provided such absence does not conflict with the employee's scheduled and approved vacation period.
c. Fill out all forms related to jury leave of absence prescribed by the District.
d. Present a certification from the clerk of the court or other authorized officer indicating attendance and or service rendered during each day of absence from work while on jury leave of absence.
e. Collect all jury fees and remit them to the District Payroll Services, except as follows:
1) Any mileage fee may be retained by the employee.
2) Jury fees earned on days for which the District does not pay the employee.
3) When the daily jury duty fee exceeds the employee's daily gross earnings for that day, the employee must remit the amount equal to the daily gross earnings.
f. Subject to the possibility of making reasonable travel arrangements, the employee must be available to the District for work during the balance of the normal working day or week when their presence is not required in court or elsewhere for jury duty. If the employee's regular assignment is to other than the day shift, the above requirements shall be fulfilled by being available between the hours of 8:00 a.m. and 5:00 p.m.
Responsibility of the Employee. If they so wish, the employee gives the occupational health physician permis- sion to discuss replacement work with the supervisor. The employee delivers the doctor's certificate to the supervisor and discusses the possibility of replacement work. The person can also express their willing- ness for replacement work. The employee must contact the occupational health doctor if there are any changes in the ability to work. Privacy protection The employer and employer’s representative must comply with the act set out on privacy protection at the workplace when handling medical certificates and reports concerning the person’s health state in relation to replacement work. According to legislation, an employee’s illness is a private matter, and the de- tails are confidential between the employee and health care, and the employer is only privy to the information in strictly determined exceptions. The employer has the right to obtain information on whether the employee is suitable, suita- ble with limits or unsuitable for the planned work. In this respect, replacement work is not an exception, and the same provisions apply as would in the case of a new employment or that would apply to statu- tory occupational health checks that are carried out during employment. Occu- pational health care does not have the right to communicate information re- lated to illness to the employer even as a means of determining replacement work, but the task of occupational health care is to assess the employee's abil- ity to work with regard to the replacement work proposed. Occupational health care can only provide the employer with information on working capacity or in- capacity for work. Salary, insurance and sickness benefit In the case of replacement work, the person concerned shall receive the same remuneration as they would have received for carrying out their normal work. Insurance in the event of sickness or accident shall be valid for the duration of replacement work. Replacement work is not sick leave, so the employee is not entitled to sick pay or accident allowance for that period. The replacement work interrupts the payment of the accident and sickness allowance in the event that one of them has already begun. The employer and the employee are obligated to report if Kela or the insurance company has started to pay compensation. With regard to starting sick leave, the possibility of replacement work must be investigated as soon as possible (Kela's deductible period). In so...
Responsibility of the Employee. It is the responsibility of each employee to report for work when scheduled within the confines of the Collective Bargaining Agreement. Employees who have reported properly shall then be considered to be available for work and be compensated beginning with the start of their respective shift. All employees are expected to call-in all unplanned absences at least 60 minutes prior to the start of the shift. Employees returning from a medical leave of absence will be required to report to the designated medical facility or equivalent in advance of their return to work to ensure they are available for work at the start of their respective shift. NATIONAL ATTENDANCE PROGRAM
