Return to Headquarters Sample Clauses

Return to Headquarters. (a) Both parties recognize the desirability of employees returning from field locations to their headquarters as the case may be for days of rest whenever possible. To this end the Employer shall make every reasonable effort to make transportation available for return to headquarters for rest days. In any event, employees shall be entitled to return to their headquarters for a weekend at the end of 20 scheduled working days at the Employer's expense. (b) The Employer shall provide either a vehicle or other form of transportation as required in (a) above. The employees shall be compensated for travel time and approved meal costs while travelling. (c) When employees on accommodation, board and lodging allowance are required to check out of their place of accommodation or lodging, the Employer shall ensure that a suitable clean and safe place is provided for the storage of employee's luggage.
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Return to Headquarters. (a) Both Parties recognize the desirability of employees returning from field locations to their headquarters as the case may be for days of rest whenever possible. To this end the Employer shall make every reasonable effort to make transportation available for return to headquarters for rest days. (b) Where the Employer determines that it is not practical for employees to return to headquarters for rest days, then employees will be scheduled to return to headquarters every twenty (20) scheduled working days, and will be given an additional day off with pay with their rest days. (c) Scheduled return trips to headquarters may be altered due to operational requirements and conditions providing the period is not extended by more than five (5) working days.
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Return to Headquarters. (a) Both parties recognize the desirability of employees returning from field locations to their headquarters as the case may be for days of rest whenever possible. To this end the Employer shall make every reasonable effort to make transportation available for return to headquarters for rest days. (b) The Employer shall provide either a vehicle or other form of transportation at Employer's expenses as required in (a) above. The employees shall be compensated for travel time and approved meal costs while travelling. (c) When employees on travel status are required to check out of their place of accommodation the Employer shall ensure that a suitable clean and safe place is provided for the storage of employee's luggage.
Sample 1Sample 2
Return to Headquarters. (Mobility Class Employees and Divisional Field Crews) (a) Both Parties recognize the desirability of Mobility Class employees returning from field locations to their headquarters as the case may be for days of rest whenever possible. To this end the Employer shall make every reasonable effort to make transportation available for return to headquarters for rest days. (b) For Mobility Class 1 employees the Employer shall provide either a vehicle or other form of transportation as required in (a) above. The employees shall be compensated for travel time and approved meal costs while travelling. (c) For Mobility Class 2 employees and Mobility Class 3 employees (when with Mobility Class 2 crews): (1) Where it is mutually agreed that it is practical for employees to return to headquarters for days of rest, the Employer shall provide a vehicle for such travel and travel shall be on the employee's time. Individual employees not choosing to take advantage of this travel arrangement shall not accumulate credit towards the benefit in 13.5(d) below. (2) Where the Employer requires employees to return to headquarters for days of rest, transportation shall be supplied by the Employer and travel time shall either be included in the scheduled workday or shall be compensated at overtime rates. (1) For Mobility Class 2 employees and Mobility Class 3 employees (when with Mobility Class 2 crews), where return to headquarters for days of rest has not been provided under 13.5(c), then employees will be scheduled to return to headquarters for four consecutive days (including two regular days of rest and two scheduled workdays) for every 25 scheduled working days at no loss of regular pay to the employees. Employees will be compensated for travel time up to one scheduled workday for each direction of travel and approved meal costs while travelling, will be paid. Approved reasonable transportation will be provided by the Employer. (2) Scheduled return trips to headquarters may be altered on five calendar days notice to accommodate operational requirements and conditions providing the entitlement is averaged over a period not exceeding 45 calendar days. (3) By mutual agreement, days off may be banked and averaging out applied. (e) Mobility Class 2 employees who are required to work away from their headquarters during the "off" season shall be entitled to the benefits described under 13.5(c) (1) if a vehicle is available but shall not be entitled to the benefits under 13.5(d) for th...
Sample 1
Return to Headquarters. ‌ (a) Employees on travel status shall be afforded the opportunity of returning to their headquarters for their days of rest (weekend) at the end of a three (3)-week period at the Employer’s expense. (b) Travel time under this Article shall be on the employee’s time and accommodation expenses for the weekend period, if any, shall be the employee’s responsibility. (c) The Employer shall determine the mode of transportation to be taken by the employee.
Sample 1
Return to Headquarters. Where a work assignment in the field is completed on the last regular working day of the week, and it is understood that the employee is to return to his/her headquarters rather than travel directly to another work location, the employee may travel to his/her headquarters at the earliest practical time to avoid the loss of a week-end at home. Time traveled will be paid as time worked.
Sample 1

Related to Return to Headquarters

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code. (b) The Home and the Union agree to ongoing and timely communication by all participants. For the purposes of expediting communication the Home and the Union agree that participants will use electronic communication where available. (c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.

  • Return to Duty The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to- work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.

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