Salary and Working Conditions Sample Clauses

Salary and Working Conditions. An employee who is reclassified as a result of a Voluntary Program of Reduced Hours will be paid as a Regular Part-time employee and will be subject to the working conditions normally provided to the Regular Part-time employees, with the exception of those conditions that were covered in the written confirmation to the employee. In addition, where an employee changes work location due to her participation in a Program, the provisions of Article 31 shall not apply. Prior to being reclassified to a Regular Part-time status, an employee should take her Personal Days Off with Pay in accordance with Section 27.04. The number of days that she is entitled to shall be established on a pro rata basis for the portion of time she has worked as a Full-time employee.
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Salary and Working Conditions. An employee who is reclassified as a result of a Voluntary Program of Reduced Hours will be paid as a Regular Part-Time employee and will be subject to the working conditions normally provided to the Regular Part-Time employees, with the exception of those conditions that were covered in the written confirmation to the employee. In addition, where an employee changes work location due to her participation in a Program, the provisions of Article 23 shall not apply. Prior to an employee’s reclassification to Regular Part-Time, under the terms of a Voluntary Program of Reduced Hours, management shall schedule all the remaining portion of her scheduled days off (S.D.O.) entitlement.
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Salary and Working Conditions. An employee who is reclassified as a result of the Voluntary Program of Reduced Hours will be paid as a Regular Part-time employee and will be subject to the working conditions normally provided to the Regular Part-time employees, except as otherwise provided by this Memorandum of Agreement. Provisions of section 18.05 of the Collective Agreement regarding the reclassification of part-time employees do not apply to employees covered by this program. This Agreement shall remain in full force and effect during the term of the Collective Agreement. Signed at Montréal this 8th day of May 2009. FOR THE COMPANY BUSINESS AND OPERATIONS OF NORDIA MEMORANDUM OF AGREEMENT BETWEEN XXXX CANADA
Sample 1
Salary and Working Conditions. The hourly rate follows MFA salary scale and the Collective Agreement. The working conditions are those stated in the Collective Agreement. A copy is given to the employee. Date APPENDIX D AVAILABILITY LIST (to be completed before April 30th 2014) Name Date of entry APPENDIX E SENIORITY LIST ON MARCH 31, 2014 Earliest date of engagement as a regular or long-term replacement employee Order Names Earliest date of engagement 1 Xxxxxx Meskino 2011 09 6 Educators 1 Charlotte Meskino 1997 09 22 2 Joy Meskino 1999 05 25 3 Liza Wapachee 1999 08 26 4 Olivia Tanoush 2008 12 08 5 April Ottereyes 2009 03 23 6 Xxxxxxx Xxxxxx 2010 04 10 7 Xxxxxx Xxxxx 2010 08 25 8 Xxxxxx Trapper 2011 10 31 10. Xxxxx Sheezo 2012 11 19 11. Xxxx Wapachee 2013 09 13 12. Xxxxx Xxxxxxx 2013 10 13 13. Daisy Tanoush 2014 02 14 Xxxx 1 Xxxx-Xxxx Xxxxxxxxxx 2012 06 12 APPENDIX F HARASSMENT POLICY This Policy defines what constitutes harassment and the procedure to follow when it occurs. The Centre aims at favouring a workplace respectful of all by preventing and quickly solving cases of harassment. The definition of harassment includes sexual harassment at work as well as harassment related to one of the grounds found in section 10 of the Charter of Human Rights and Freedoms. These grounds are race, colour, sex, pregnancy, sexual orientation, civil status, age except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a handicap or the use of any means to palliate a handicap. The Policy also includes Psychological Harassment which is defined as vexatious conduct through behaviour, words, repeated actions or gestures, which are hostile and unwanted. Harassment is prejudicial to an employee’s dignity and physical or psychological integrity and creates a negative workplace. A single serious incidence of such behavior that has a lasting harmful effect on an employee may also constitute psychological harassment.
Sample 1
Salary and Working Conditions. The hourly rate follows MFA salary scale and the Collective Agreement. The working conditions are those stated in the Collective Agreement. A copy is given to the employee. Date APPENDIX D AVAILABILITY LIST (to be completed before April 30th 2014) Name Date of entry APPENDIX E SENIORITY LIST ON MARCH 31, 2014 Earliest date of engagement as a regular or long-term replacement employee Order Names Earliest date of engagement 1 Xxxxx Shecapio Blacksmith 1998 10 26 2 Isabelle Neeposh 2000 04 03 3 Xxxxxxxxx Salt 2005 11 20 4 Xxxxxxxx X. Xxxxx 2005 10 11 5 Xxxxxx Shecapio Blaclksmith 2005 10 31 6 Xxxxx Xxxxxxx-Xxxxx 2007 04 16 7 Xxxxxx Xxxxxx 2008 09 08 8 Xxxxxxxx Xxxxxx 2009 03 09 9 Sophie T. Bosum 2009 03 16 10. Xxxxxx-Xxx Sheshamush 2009 01 04 11. Xxxxxx Xxxxxxxx 2010 08 03 12. Xxxxxxxxx Xxxxxxx 2011 03 30 13. Xxxxx Weizineau 2012 08 27 14. Xxx Xxxxxxxxx 2013 03 25 15. Xxxxxxxx Xxxxxxx 2013 02 25 16. Shania Kudjick 2013 09 30 17. Xxxxxxx Shecapio Blacksmith 2014 03 03
Sample 1
Salary and Working Conditions 
Sample 1

Related to Salary and Working Conditions

  • Safe Working Conditions The Employer undertakes to maintain office furniture, equipment, etc., in a practical and safe condition in order to avoid injury to employees or damage to their attire. Employees, for their part and in their own interest, are expected to advise the Employer of any such potentially injurious equipment.

  • GENERAL WORKING CONDITIONS Section 18-1. Employment begins and ends at each project site. Section 18-2. The selection of craft foremen and/or general foremen and the number of foremen required shall be entirely the responsibility of the Employer, it being understood that in the selection of such foremen and/or general foremen the Employer will give primary consideration to the qualified individuals available in the local area. After giving such consideration, the Employer may select such individuals from other areas. All foremen shall take orders from the designated Employer representatives. Craft foremen shall be designated working foremen at the request of the Employer. Section 18-3. There shall be no limit on production by employees nor restrictions on the full use of tools or equipment. Employees using tools shall perform any of the work of the trade and shall work under the direction of the craft foremen. There shall be no restrictions on efficient use of manpower other than as may be required by safety regulations. Section 18-4. Employees shall be at their place of work at the starting time and shall remain at their place of work performing their assigned functions under the supervision of the Employer until quitting time. The parties reaffirm their policy of a fair day’s work for a fair day’s wage. Section 18-5. All equipment assigned to a project shall be under the control of the Employer. The Employer shall have the right to determine how many pieces of equipment an individual employee shall operate. In an emergency, foremen shall operate any equipment assigned by the Employer, and there shall be no restriction on foremen in the use of the tools of his or her craft in such emergency. The foremen shall be from the craft normally operating the equipment. In accordance with currently recognized craft jurisdiction, the Employer shall determine the assignment of employees to start, stop, and maintain small portable construction equipment. Such work may be assigned to craft employees within a reasonable distance of their primary duties or an employee may be assigned full time to start, stop and maintain the Employer’s small, portable equipment on the job site. There shall be no over xxxxxxx of this type of equipment. The number of employees assigned to rigging and scaffolding operations shall be at the sole discretion of the Employer. The ratio of journeyperson to welders shall be determined solely by the Employer. Section 18-6. The Employer may utilize the most efficient methods or techniques of construction, tools or other labor saving devices to accomplish the work. Practices not a part of the terms and conditions of this Agreement, stand by crews and feather bedding practices will not be recognized. Section 18-7. It is recognized that specialized or unusual equipment may be installed and/ or serviced by individuals who have special training, skill, or qualifications and are not covered by this Agreement. Testing, inspection, or service performed on plant equipment under warranty may be performed by the vendor’s personnel. Section 18-8. Neither the Union nor its local unions shall coerce or in any way interfere with the Owner’s personnel, operation or facilities at the plant site. The Owner’s right to contract directly with other companies for work at the plant site shall not be limited, and the Union shall cooperate and not interfere with the Employer’s operations. Section 18-9. It is agreed that overtime is undesirable and not in the best interest of the industry or the employees; therefore, except in unusual circumstances, overtime will not be worked. Where unusual circumstances do exist, however, the Employer will have the right to assign specific employees and/or crews to perform such overtime work as is necessary to accomplish the job. Section 18-10. There will be no rest periods, organized coffee breaks or other non-working time established during working hours. Section 18-11. Individual seniority shall not be recognized or applied to employees working on projects under this Agreement. Section 18-12. The Employer shall establish such reasonable project rules as the Employer deems appropriate. These rules will be reviewed at the pre-job conference and posted at the project site by the Employer, and may be amended thereafter as necessary.

  • Unsafe Working Conditions Employees shall be recognized by the Employer to have the competence to determine what constitutes unsafe working conditions within their discipline. No employee shall be disciplined for refusal to work in a situation which is deemed unsafe beyond the reasonable requirements of the employee's job.

  • WORKING CONDITIONS In order to effectively resolve workload issues, please provide details about the working conditions at the time of occurrence by providing the following information: Regular Staffing #: RN RPN PSW Clerks & Other Actual Staffing #: RN RPN PSW Clerks & Other Agency/Registry RN: Yes No And how many? Junior Staff*: Yes No And how many? RN RPN PSW Temp RNs RN Staff Overtime: Yes No If yes, how many staff? Total Hours: If there was a shortage of staff at the time of the occurrence, (including support staff) please check one or all of the following that apply: Absence/Emergency Leave Sick Call(s) Vacancies Management Support available on site? Yes No On Standby? Yes No On Call? Yes No Did they respond? Yes No Did they resolve the issue? Yes No Charge nurses (CN) are not held accountable for the actions of others, they are accountable for their actions in relation to others (“Nurse in Charge”, CNO Communique, Sept. 2002). Were you working in a Charge Nurse Leadership Role? Yes No i) Assigning: Could you assign staff according to their abilities? Yes No Did you have time to determine what staff was most likely to need your help? Yes No Did you have time to provide necessary support and supervision? Yes No

  • Workday and Workweek The regular workweek of a full-time employee in the bargaining unit shall be forty (40) hours and shall consist of five (5) consecutive days of eight (8) hours per day.

  • TEACHING CONDITIONS The parties recognize that optimum school facilities for both student and teacher are desirable to insure the high quality of education that is the goal of both the Association and the Board. It is also acknowledged that the primary duty and responsibility of the teacher is to teach and that the organization of the school and school day should be directed toward ensuring that the energy of the teacher is primarily utilized to this end.

  • Salary and Wages Except in the case of a Permitted Termination or Furlough, the Recipient shall not, between the date of this Agreement and March 31, 2021, reduce, without the Employee’s consent, (A) the pay rate of any Employee earning a Salary, or (B) the pay rate of any Employee earning Wages.

  • Salary and Fringe Benefits The employee shall be paid a salary which is the pro- rata share of the salary which the employee would have earned had he or she not elected to exercise the option of reduced workload. The employee shall retain all other rights and benefits enjoyed by full-time members of the unit.

  • Work Week and Work Day (a) (Applicable to full-time employees only) The normal or standard work week shall be an average of thirty-seven and one-half (37½) hours, with a normal or standard work day of seven and one-half (7½) hours except in those Hospitals where agreements already provide a standard or normal work week of less than thirty-seven and one-half (37½) hours per week and seven and one-half (7½) hours per day. (Those Hospitals with the lesser required hours shall reflect in the salary rates a pro-rata lesser amount compared with salaries for other Hospitals based on the ratio that the standard or normal hours of work at the Hospital concerned are to thirty-seven and one-half (37½) hours and shall appropriately reflect such hours in this Article). The length of time over which the hours of work per week are to be averaged shall be determined locally and shall be set out in the Local Provisions Appendix. (b) (applicable to part-time employees only) The normal or standard work day shall be seven and one-half (7½) hours per day and the normal or standard full- time work week shall be an average of thirty-seven and one- half (37½) hours per week except in those hospitals where agreements already provide a normal or standard work day of less than seven and one-half hours and a normal or standard full-time work week of less than thirty-seven and one-half (37½) hours. (Those Hospitals with the lesser required hours shall reflect in the salary rates a pro-rata lesser amount compared with salaries for other Hospitals based on the ratio that the standard or normal hours work at the Hospital concerned are to thirty-seven and one-half (37½) hours and shall appropriately reflect such hours in this article.) Part-time employees shall be entitled to overtime pay at the rate of time and one-half their regular straight time hourly rate for all hours worked in excess of the normal or standard work day or in excess of the normal or standard full-time work week. The length of time over which the hours of work per week are to be averaged shall be determined locally and shall be set out in the Local Provisions Appendix. (c) Where the Hospital and the Union agree, subject to the approval of the Ministry of Labour, other arrangements regarding hours of work may be entered into between parties on a local level with respect to tours beyond the normal or standard work day in accordance with the provisions set out in Article 25.01 of the collective agreement.

  • Work Day and Work Week The normal work day shall consist of up to 8 hours of work within a 24-hour period. The normal work week shall consist of up to 40 hours of work within a 7-day period. The Employer may define the work week on an individual, department, shift or facility basis in accordance with Federal and State law.

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