Safety Shoe Reimbursement Sample Clauses

Safety Shoe Reimbursement. Effective July 1st of each year, employees who have attained permanent status and whom the appointing authority has determined must wear safety shoes, shall be eligible to receive $125.00 as reimbursement towards expenses incurred by his purchase and/or maintenance of such shoes for wear on the job. An employee who has not attained permanent status shall become eligible for reimbursement upon successfully completing his probationary period. For purposes of this Section, “permanent status” means the completion of an initial probationary period defined in Article 18 of this Agreement. The parties recognize and agree that payment of this reimbursement completely satisfies any obligation the County may have with respect to the provisions of safety shoes.
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Safety Shoe Reimbursement. Employees shall be reimbursed for the cost of required safety shoes once each year according to the following schedule: Effective April 1, 2010 – up to $105.00 Effective April 1, 2012 – up to $115.00 Effective April 1, 2023 – up to $150.00 If the total purchase price for safety shoes is less than the schedule amount, the actual purchase price will be reimbursed. Reimbursement for safety shoes will be paid out as soon as possible after the documentation of purchase has been submitted.
Sample 1
Safety Shoe Reimbursement. 18 The District will reimburse full-time Maintenance Mechanics, HVAC Service Engineer, 19 Groundskeepers, Courier, and Auto Mechanics one hundred (100%) of the cost of one (1) pair of safety 20 shoes per year. The maximum reimbursement per full-time unit member per year is one hundred and 21 thirty dollars ($130.00). Head Custodians will receive fifty percent (50%) of the reimbursement or 22 $65.00 annually.
Sample 1
Safety Shoe Reimbursement. A safety shoe reimbursement, up to $50.00 per year will be provided for the purchase of one pair of school approved safety shoes for use at work. Approval of shoes is to be made by the Director of Facilities. Receipts must be provided to the District, for reimbursement to occur.
Sample 1
Safety Shoe Reimbursement. 1. Effective September 1, 202318, each employee can submit a receipt for reimbursement up to twentyeighty five (285) dollars annually for the purchase of closed toe/closed heel slip resistant shoes to be worn in the kitchen while working. • Effective September 1, 202519, each employee can submit a receipt for reimbursement up to one hundredthirty five (10035) dollars annually for the purchase of closed toe/closed heel slip resistant shoes to be worn in the kitchen while working. • Effective September 1, 20270, each employee can submit a receipt for reimbursement up to one hundred 15forty (11540) dollars annually for the purchase of closed toe/closed heel slip resistant shoes to be worn in the kitchen while working.
Sample 1
Safety Shoe Reimbursement. The City shall reimburse employees in the following classifications who are required to wear safety shoes, up to one hundred and fifty dollars ($150) per employee every two fiscal years. • Senior Building Inspector • Building Inspector • Engineer Technician II • Assistant Engineer • Junior Engineer • Senior Public Works Inspector • Associate Engineer • Public Works Inspector • Environmental Regulatory Compliance Coordinator
Sample 1
Safety Shoe Reimbursement. The City will reimburse each employee required to wear safety shoes, as determined by each department safety committee, up to one hundred thirty dollars ($130) per employee per fiscal year. That amount shall be increased during the term of this Agreement in the following manner: effective 7/1/98, to $140; effective 7/1/99, to $150; effective 7/1/00, to $160. Employees whose work requires special safety footwear for tree climbing shall be reimbursed up to two hundred dollars ($200) per fiscal year, such amount to be increased by $10 per year effective 7/1/98, and in each subsequent year of this Agreement.
Sample 1
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Safety Shoe Reimbursement. Effective 08/19/2019, the City shall reimburse each employee required to wear safety shoes, as determined by each department safety committee, up to three hundred and thirty six dollars ($336) per employee per fiscal year.
Sample 1
Safety Shoe Reimbursement. Effective September 1, 2023, each employee can submit a receipt for reimbursement up to eighty five (85) dollars annually for the purchase of closed toe/closed heel slip resistant shoes to be worn in the kitchen while working. SEIU - Food Service Employees 2018 – 2023 Collective Bargaining Agreement • Effective September 1, 2025, each employee can submit a receipt for reimbursement up to one hundred (100) dollars annually for the purchase of closed toe/closed heel slip resistant shoes to be worn in the kitchen while working. • Effective September 1, 2027, each employee can submit a receipt for reimbursement up to one hundred 15 (115) dollars annually for the purchase of closed toe/closed heel slip resistant shoes to be worn in the kitchen while working.
Sample 1

Related to Safety Shoe Reimbursement

  • Transportation Reimbursement Employees who, during the course of their normal duties, are required to actually transport clients/consumers/felons in their own personal vehicle on a regular basis, are eligible for reimbursement for the cost of an automobile rider to their existing insurance policy. To be eligible for the reimbursement, the employee must demonstrate the following: 1. That he/she is normally required to transport clients/consumers/felons in the course of their duties. 2. That there is no access to or available State vehicles. 3. That public transportation cannot be used. 4. That their insurance company requires a special rider on their existing automobile policy. 5. Proof that such a rider has been purchased. 6. Proof of a valid driver’s license and insurance policy. By receiving such reimbursement, employees acknowledge that they may be required to use their own personal vehicle to transport clients/consumers/felons in the normal course of their duties. The reimbursement to such employee(s) is the actual cost of the rider not to exceed seventy-five dollars ($75) per year whichever is less. This reimbursement will be paid on a yearly basis in the pay period that includes July 1st. Employees who either resign, retire, or have their employment terminated during the year and employees who start during any part of the year will have the reimbursement prorated. In the case of employees who either retire, resign, or have their employment terminated will have that portion of the reimbursement repaid to the State, in the last paycheck.

  • Meal Reimbursement When an employee is specifically directed by the City to work two (2) hours or longer at the beginning or end of their normal work shift away from their place of residence of at least eight (8) hours or work two (2) hours or longer at the end of their work shift of at least eight (8) hours when the employee is called in to work on their regular day off, or otherwise works under circumstances for which meal reimbursement is authorized per Ordinance 111768 and the employee actually purchases a reasonably priced meal away from his place of residence as a result of such additional hours of work, the employee shall be reimbursed for the "reasonable cost" of such meal in accordance with Seattle Municipal Code (SMC) 4.20.

  • Mileage Reimbursement Subject to the current Vehicle Rules and Regulations established by the Board, an employee who is authorized to use a private automobile in the performance of duties shall be paid the Internal Revenue Service Standard Mileage Rate for the Business Use of a Car for each mile driven during each monthly period.

  • Expense Reimbursements To the extent that any reimbursements payable pursuant to this Agreement are subject to the provisions of Section 409A of the Code, any such reimbursements payable to Executive pursuant to this Agreement shall be paid to Executive no later than December 31 of the year following the year in which the expense was incurred, the amount of expenses reimbursed in one year shall not affect the amount eligible for reimbursement in any subsequent year, and Executive’s right to reimbursement under this Agreement will not be subject to liquidation or exchange for another benefit.

  • Business Expense Reimbursements During the Term, the Company shall promptly reimburse Executive for Executive’s reasonable and necessary business expenses in accordance with the Company’s then-prevailing policies and procedures for expense reimbursement (which shall include appropriate itemization and substantiation of expenses incurred).

  • Expense Reimbursement The Executive shall be entitled to receive reimbursement for all appropriate business expenses incurred by him in connection with his duties under this Agreement in accordance with the policies of the Company as in effect from time to time.

  • Tuition Reimbursement Any regular full time employee covered by this contract is eligible for financial assistance for tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full time County employment. The Employer shall reimburse fifty percent (50%) of tuition cost of up to a maximum of $1,000.00 per year if: 1. Recommended by the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2. The course taken meets one (1) of the following criteria: (a) it is directly job related, as determined by the Chief Judge; (b) it is in preparation of a job related promotion; (c) it is required or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to a higher classification in employment with the Court. 3. Under special circumstances a supervisor may authorize an employee to attend classes during normal working hours. HOWEVER, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIME. 4. Prior to being reimbursed for tuition expenses, the employee must present to the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higher. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefits. 6. Reimbursement includes tuition only and does not include registration, books, lab fees, etc. 7. Reimbursement is subject to and conditioned upon money being appropriated in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

  • Business Expense Reimbursement During the Term of employment, the Executive shall be entitled to receive proper reimbursement for all reasonable, out-of-pocket expenses incurred by the Executive (in accordance with the policies and procedures established by the Company for its senior executive officers) in performing services hereunder, provided the Executive properly accounts therefore.

  • Cost Reimbursement This payment method is based on an approved budget and submission of a request for reimbursement of expenses Xxxxxxx has incurred at the time of the request;

  • Educational Reimbursement A) The City will reimburse tuition costs and general fees for courses taken at an educationally accredited college or university by full-time permanent employees. Such course work must be approved prior to enrolling by submitting documentation that the course(s) is necessary toward a degree which is required for a position in the City (including electives for that degree). Thereafter, the course work must be approved by the Department Head and finally to the Director of Human Resources. The fact that a specific course is required for a degree major where the degree with such a major exists as a minimum requirement for a higher classification will be relevant. B) The City will also reimburse for technical courses. Courses must either be directly related to the employee’s current job or related to another classification career path. The determination of relatedness shall be made by the Director of Human Resources. To be related to a career path the course work must be within three (3) normal promotional steps. Technical courses will be fully reimbursed for a passing grade. C) The City will reimburse the employee the cost of tuition and general fees for ten (10) credit hours per quarter/semester at the percentage rate of 100% for a grade of "A" "B" or "C". Reimbursement shall be limited to tuition levels and general fees charged by the University of Toledo. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or better. D) If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses. Expenses for required training and/or educational units necessary for maintaining licenses or certifications used or mandated for any classification shall also be reimbursed by the City. E) The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties. (refer to Section 2106.72) F) The City and AFSCME Local 2058 recognize the importance of maintaining and upgrading skills as changes occur in the workplace. The parties are committed to identifying resources to assist employees with upgrading their skills. Training in these new areas may be done by City personnel. When it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne under the City's continuing education program. G) Any employee participating in the tuition reimbursement program that resigns, retires (non- disability) or is terminated must repay in full the tuition reimbursement paid by the City for courses completed less than five (5) years prior to the date of resignation, retirement, or termination. If necessary, this amount shall be deducted from the employee’s severance pay and/or his or her final paycheck. In the event the employee’s severance pay and/or final paycheck are insufficient to cover the full tuition reimbursement owed to the City, the employee must make arrangements to repay the amount owed. The City may pursue collection of the amount owed, if necessary. An employee who resigns or is terminated for cause or performance will lose all rights and benefits under the educational reimbursement refund policy effective on the date of his or her resignation, retirement, or termination. 2106.92 Base Annual Salaries A) Hourly Wages B) In accordance with Section 2106.02 “Classifications,” effective January 1, 2019, the Supervisor – Communications position will be divided into Supervisor - Police Communications and Supervisor - Fire Communications. The Supervisor - Fire Communications classification will be assigned to salary group eleven (11) and the Supervisor - Police Communications classification will be assigned to salary group thirteen (13). The employees will not receive another base wage increase for the duration of the agreement. CD) An employee who is promoted or who works above his classification will receive the Starting Rate of the class to which the employee has been promoted unless the Starting Rate of the new classification is less than four percent (4%) greater than the rate the employee was earning in his regular classification. If the Starting Rate of the new classification is not at least four percent (4%) greater than the rate the employee was earning in his regular classification, then the employee shall receive the full rate of the new classification. When an employee falls into a pay status that reflects less than one (1) cent, between the start rate and the full rate, then the City shall pay the full rate of pay. The Mayor may decide to pay a promoted employee at the full rate of pay that is applicable, provided that such decisions shall not establish a precedent or practice. Promoted employees at the Starting Rate will remain at the rate for one thousand forty (1,040) actual work hours after their appointment.

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