STAYING Sample Clauses

STAYING. (a) Employees who are assigned to temporary work locations 70 or more one-way miles from their residence, within the service territory, will receive a per diem allowance of $110 for each work day of the assignment. (b) Employees who are assigned to training assignments 70 or more one-way miles from their residence, within the service territory, will receive $110 for each work day of the assignment and one (1) round trip per week, time and mileage.
Sample 1
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STAYING. (a) Employees who are assigned to a temporary work location or to a training assignment 50 or more one-way miles from their residence, will receive a per diem allowance of $110 for each work day of the assignment. The allowance shall be increased to $120.00 January 1, 2019 and to $130 January 1, 2021.
Sample 1
STAYING. Please abide by the Marina regulations and bylaws. Please note that fishing in the Marina and the dumping of materials carries penalties. Maintenance of a minor nature is ok, however no hot work or angle grinders and a max speed of 4knots. A copy of the bylaws are available on the Cullen Bay Marina website (xxx.xxxxxxxxxxxxxxx.xxx.xx). Staff will provide you with assistance to make your stay as easy as possible and we ask that you follow directions given by them. You will be responsible for any damages caused by yourselves or your guests. Treat the Marina as you would your own home; look after it, keep it clean, put your rubbish in the bins and enjoy Darwin! Power is available at most berths and usage is charged to you. For short stays we will read your meter when you arrive and leave. Longer rentals are read monthly. We will debit your credit card for usage.
Sample 1
STAYING abroad During your incapacity for work you require the consent of your employer for a multiday stay abroad.
Sample 1

Related to STAYING

  • Onboarding The parties acknowledge that the City provides a new employee orientation (onboarding) to each new employee hired by the City. As such, the Union will be provided with not less than 10 calendar days’ advanced notice of the time, date, and location of the onboarding of any new employee represented by the Union. The Union will be given 30- minutes at the start of the new employee onboarding in a room designated by the City for no more than one (1) representative to present Union membership information. The City representative will excuse him or herself during the Union portion of the onboarding. The Union agrees in its portion of the onboarding not to engage in speech that could cause disruption or material interference with City activities. The City will provide 30 minutes of Union Release Time to the Union representative presenting the Union membership information during the scheduled onboarding. The Union shall provide the Union representative’s immediate supervisor with the Union representative’s name at least five (5) days prior to the onboarding. The Union representative shall be released for this purpose unless unusual operation needs interfere with such release in which case the Union representative’s immediate supervisor will provide a written explanation of why release could not be approved. If the Union representative is not released due to department operational needs, the Union representative may arrange an alternative date and time to meet with the newly hired employee within the first two (2) weeks of employment, subject to the 30-minutes onboarding and Union Release Time requirements as stipulated above.

  • Hearings The Hearing Officer shall hold hearings on a quarterly basis unless there are no appeals to hear or the parties agree to pend any open appeals. All materials considered in the position review shall be submitted to the Hearing Officer prior to the hearing and neither party will submit evidence at the hearing that was not submitted during the position review. The Hearing Officer shall endeavor to hold multiple hearings each day, and shall issue a concise decision which shall be final and binding. The Hearing Officer shall have no authority to alter the terms and conditions of this contract. Employees may be represented at the hearing and will be released from work with no loss of pay to attend the hearing. The Hearing Officer's fees and expenses shall be shared equally by the parties.

  • Coaching Informal discussion or instruction between employee and their immediate supervisor. Supervisor may follow up in writing which may include a simple action plan. This is not a form of corrective action.

  • Stay at-home orders and other pandemic responses may have also reduced the ability of individuals affected by domestic violence to access 29 Xxxxx X. Xxxxx, et al., A Pandemic within a Pandemic—Intimate Partner Violence during Covid–19, N. Engl. J. Med. 383:2302–04 (Dec. 10, 2020), available at xxxxx://xxx.xxxx.xxx/doi/full/ 10.1056/NEJMp2024046. 30 Xxxxxx X. Xxxxxxx et al., Effects of the COVID–19 Pandemic on Routine Pediatric Vaccine Ordering and Administration—United States, Morb. Mortal. Wkly. Rep. 69(19):591–93 (May 8, 2020), xxxxx://xxx.xxx.xxx/mmwr/volumes/69/wr/ mm6919e2.htm; Xxxxxx Xxxxxxx-Xxxxx et al., Notes from the Field: Rebound in Routine Childhood Vaccine Administration Following Decline During the COVID–19 Pandemic—New York City, March 1–June 27, 2020, Morb. Mortal. Wkly. Rep. 69(30):999–1001 (Jul. 31 2020), https:// xxx.xxx.xxx/xxxx/xxxxxxx/00/xx/ mm6930a3.htm. 31 Office of the White House, National Strategy for the COVID–19 Response and Pandemic Preparedness (Jan. 21, 2021), https:// xxx.xxxxxxxxxx.xxx/xx-xxxxxxx/xxxxxxx/0000/00/ National-Strategy-for-the-COVID-19-Response-and- Pandemic-Preparedness.pdf. 32 In a study of 13 states from October to December 2020, the CDC found that Hispanic or Latino and Native American or Alaska Native individuals were 1.7 times more likely to visit an emergency room for COVID–19 than White This has included implementing individuals, and Black individuals were 1.4 times infection prevention measures or making ventilation improvements in congregate settings, health care settings, or other key locations. Other response and adaptation costs include capital investments in public facilities to meet pandemic operational 23 Centers for Disease Control and Prevention, COVID Data Tracker: Trends in Number of COVID–19 Cases and Deaths in the US Reported to CDC, by State/Territory, xxxxx://xxxxx.xxx.xxx/ covid-data-tracker/#trends_dailytrendscases (last visited May 8, 2021). 24 Id. 25 Centers for Disease Control and Prevention, COVID Data Tracker: COVID–19 Vaccinations in the United States, xxxxx://xxxxx.xxx.xxx/covid-data- tracker/#vaccinations (last visited May 8, 2021). 26 Xxxxxxx, supra note 4; Xxxx X´ . Xxxxxxxx et al., Mental Health, Substance Abuse, and Suicidal Ideation During COVID–19 Pandemic– United States, June 24–30 2020, Morb. Mortal. Wkly. Rep. 69(32):1049–57 (Aug. 14, 2020), https:// 27 Leeb, supra note 4. 28 Centers for Disease Prevention and Control, National Center for Health Statistics, Provisional Drug Overdose Death Counts, xxxxx://xxx.xxx.xxx/ nchs/nvss/vsrr/drug-overdose-data.htm (last visited May 8, 2021). more likely to do so than White individuals. See Xxxxxx, supra note 10. 33 Centers for Disease Control and Prevention, COVID Data Tracker: Trends in COVID–19 Cases and Deaths in the United States, by County-level Population Factors, xxxxx://xxxxx.xxx.xxx/covid- data-tracker/#pop-factors_totaldeaths (last visited May 8, 2021). 34 The CDC’s Social Vulnerability Index includes fifteen variables measuring social vulnerability, including unemployment, poverty, education levels, single-parent households, disability status, non-English speaking households, crowded housing, and transportation access. Centers for Disease Control and Prevention, COVID Data Tracker: Trends in COVID–19 Cases Over the last year, Native Americans have experienced more than one and a half times the rate of COVID–19 infections, more than triple the rate of hospitalizations, and more than double the death rate compared to White Americans.35 Low-income and minority communities also exhibit higher rates of pre-existing conditions that may contribute to an increased risk of COVID–19 mortality.36 In addition, individuals living in low- income communities may have had more limited ability to socially distance or to self-isolate when ill, resulting in faster spread of the virus, and were over-represented among essential workers, who faced greater risk of exposure.37 Social distancing measures in response to the pandemic may have also exacerbated pre-existing public health challenges. For example, for children living in homes with lead paint, spending substantially more time at home raises the risk of developing elevated blood lead levels, while screenings for elevated blood lead levels declined during the pandemic.38 The combination of these underlying social and health vulnerabilities may have contributed to more severe public health outcomes of the pandemic within these communities, resulting in an exacerbation of pre-existing disparities in health outcomes.39 and Deaths in the United States, by Social Vulnerability Index, xxxxx://xxxxx.xxx.xxx/covid- data-tracker/#pop-factors_totaldeaths (last visited May 8, 2021). 35 Centers for Disease Control and Prevention, Risk for COVID–19 Infection, Hospitalization, and Death By Race/Ethnicity, xxxxx://xxx.xxx.xxx/ coronavirus/2019-ncov/covid-data/investigations- discovery/hospitalization-death-by-race- ethnicity.html (last visited Apr. 26, 2021). 36 See, e.g., Centers for Disease Control and Prevention, Risk of Severe Illness or Death from COVID–19 (Dec. 10, 2020), xxxxx://xxx.xxx.xxx/ coronavirus/2019-ncov/community/health-equity/ racial-ethnic-disparities/disparities-illness.html (last visited Apr. 26, 2021). 37 Xxxxxx Xxxxxxx et al., Racial Disparities in Frontline Workers and Housing Crowding During COVID–19: Evidence from Geolocation Data (Sept. 22, 2020), NYU Xxxxx School of Business (forthcoming), available at xxxxx://xxxxxx.xxxx.xxx/ sol3/xxxxxx.xxx?abstract_id=3695249; Xxxxx XxXxxxxxx et al., Economic Vulnerability of Households with Essential Workers, JAMA 324(4):388–90 (2020), available at https:// xxxxxxxxxxx.xxx/xxxxxxxx/xxxx/xxxxxxxxxxx/ 2767630. 38 See, x.x., Xxxxxx X. Courtney et al., Decreases in Young Children Who Received Blood Lead Level Testing During COVID–19—34 Jurisdictions, a non-exclusive list of eligible uses of funding to respond to the COVID–19 public health emergency. Eligible uses listed under this section build and expand upon permissible expenditures under the CRF, while recognizing the differences between the ARPA and CARES Act, and recognizing that the response to the COVID–19 public health emergency has changed and will continue to change over time. To assess whether additional uses would be eligible under this category, recipients should identify an effect of COVID–19 on public health, including either or both of immediate effects or effects that may manifest over months or years, and assess how the use would respond to or address the identified need. The interim final rule identifies a non-exclusive list of uses that address the effects of the COVID–19 public health emergency, including:

  • Rostering 8.1 This clause 8 shall only apply in respect to Employers listed in Schedule 5 – Legal Entities and Schools Covered by this Agreement, who engage Teachers to work for 48 weeks or more per year in an Early Childhood Service. 8.2 Rostering arrangements will not occur that would otherwise entitle employees to shift penalties under the Award. 8.3 Employees will not be rostered to regularly work outside the Award span of hours. 8.4 Employees will not be regularly required to work overtime. Schedule 3 - Particular Conditions of Teachers employed in Pre-Schools in the ACT

  • ENTERTAINERS AND SPORTSPERSONS 1. Notwithstanding the provisions of Article 14, income derived by a resident of a Contracting State as an entertainer, such as a theatre, motion picture, radio or television artiste, or a musician, or as a sportsperson, from that resident’s personal activities as such exercised in the other Contracting State, may be taxed in that other Contracting State. 2. Where income in respect of personal activities exercised by an entertainer or a sportsperson acting as such accrues not to the entertainer or sportsperson but to another person, that income may, notwithstanding the provisions of Article 14, be taxed in the Contracting State in which the activities of the entertainer or sportsperson are exercised.

  • Entry Landlord shall have the right to enter upon the Leased Premises at reasonable hours to inspect the same, provided Landlord shall not thereby unreasonably interfere with Tenant's business on the Leased Premises.

  • Arbitration Hearing An Arbitration Hearing will be held within thirty (30) days after the Administrative Conference if no discovery is taken, or within thirty (30) days after the close of discovery, unless all parties and the Panel agree to extend the Arbitration Hearing date, or unless the parties agree in writing to waive the Arbitration Hearing. The parties may mutually agree on the location of the Arbitration Hearing. If the parties fail to agree, the Arbitration Hearing shall be held in Chicago, Illinois, or at such other location determined by the Presiding Arbitrator to be most convenient to the participants. The Panel will determine the date(s) and time(s) of the Arbitration Hearing(s) after consultation with all parties and shall provide reasonable notice thereof to all parties or their representatives.

  • Bumping The employee scheduled for layoff under Section D. may elect to either accept layoff or bump in accordance with the process outlined in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Section D.3., to exercise the option to bump to the least senior position shall be laid off. Within seven calendar days of receipt of notification of layoff, the employee scheduled for layoff shall notify the Employer of his/her decision to either accept layoff or bump within his/her current class series, as listed below. Alternatively, an employee may bump into the least senior position in the layoff unit in a former class series at or below any level at which the employee had satisfactorily completed the required probationary period. This alternative shall not apply to employees who were demoted from the higher paying class for disciplinary reasons or who transferred from the higher paying classification in less than satisfactory employment status. An employee seeking to bump into another position must meet all requirements in accordance with Section D.3. As a result of bumping, an employee shall not earn more than the maximum rate of the lower classification bumped into or more than the rate previously earned in a higher classification from which the employee bumped. When an employee bumps downward, he/she shall be paid at that step in the lower level pay range which credits the service in the higher level range(s) to the step at which the employee was paid when promoted from a lower level. Corrections Medical Aide Corrections Medical Officer 8 Corrections Medical Officer E9 Corrections Medical Unit Officer E10 Corrections Officer Corrections Officer 8 Corrections Officer E9 Resident Unit Officer 10 Forensic Security Aide Forensic Security Assistant 8 Forensic Security Assistant 9 Forensic Security Assistant E10 Special Alternative Incarceration Officer Special Alternative Incarceration Officer 9 Special Alternative Incarceration Officer E10 Bump process--after the parties have identified the layoff unit: 1. The Employer shall identify the vacancies and least senior employees within the layoff unit equal to the number of positions being abolished within the layoff unit. These least senior employees shall be issued layoff notices. 2. If the layoff unit contains more than one work location, employees remaining in the layoff unit who are displaced from their original work location (due to the closure, reduction consolidation, etc.), will be placed in existing vacancies or the vacated positions identified in step 1 above. Placement into these positions shall be in seniority order based on preferences provided by the employees. 3. Employees remaining in the layoff unit may request an exchange transfer (one for one transfer) with any bargaining unit member in the same classification in accordance with Article 15 Part D §A.6., either within or outside the layoff unit. Exchange transfers shall not be unreasonably denied and will be processed with the rest of the layoff unit moves, if possible. In addition, during the bump process, exchange transfers occurring within this Article shall supersede all other closer to home and seniority based transfers or recalls, as no vacancy exists. Requests for exchange transfers shall be in writing by both employees requesting to exchange. 4. The parties may reach mutual agreement to modify the process to minimize impact on affected employees as necessary.

  • Pupils The planned capacity of the Academy is 600 places in the age range 14 - 19, including a sixth form of 300 places. The Academy will be an all ability inclusive school whose requirements for:

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