Suppression Personnel Sample Clauses

Suppression Personnel. 9 (A) Full time employees shall work two (2) consecutive twenty-four (24) hour 10 periods, for a total of forty-eight (48) hours on duty, followed by four (4) 11 consecutive twenty-four (24) hour periods off duty, for a total of ninety-six (96) 12 hours off duty. A calendar day ends at midnight (0000) hours. A shift shall be a 13 period of twenty-four (24) hours. 14 (B) 56-hour employees shall be paid for 116.778 hours a pay period at their hourly 15 wage. These hours represent an extrapolation of FLSA and hours worked over 16 a nine (9) pay period cycle.
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Suppression Personnel. (A) Full time employees shall work twenty-four hours on duty, twenty-four hours off duty, twenty-four hours on duty, twenty- four hours off duty, twenty-four hours on duty followed by ninety-six hours off duty. A calendar day ends at midnight (2400) hours. A shift shall be a period of twenty-four hours. (B) 56-hour employees shall be paid for 116.778 hours a pay period at their hourly wage. These hours represent an extrapolation of FLSA and hours worked over a nine pay period cycle. (C) The City and Local 1607 agree that a committee will be formed to evaluate the aforementioned proposal between the dates of May 2009 and July 2009. The evaluation shall examine the financial impact, staffing efficiency, and equivalence in overtime. (D) If the evaluation is determined to be unacceptable for either the City or Local 1607, then the contract shall revert to the following language. (1) Full time employees shall work twenty-four (24) hours on duty, twenty-four (24) hours off duty, twenty-four (24) hours on duty, twenty-four (24) hours off duty, twenty-four (24) hours on duty followed by ninety-six (96) hours off duty. A calendar day ends at midnight (2400) hours. Employees shall be paid on an hours worked/hours paid basis. A shift shall be a period of twenty-four (24) hours.
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Suppression Personnel. The work period for suppression personnel shall be a 56 hour week, consisting of nine (9), twenty-four-hour shifts within a 27 calendar day cycle. Each shift shall begin at 0730 hours and shall end 24.0 hours later, at 0730 the following morning.
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Suppression Personnel. (A) Full time employees shall work two (2) consecutive twenty-four (24) hour periods, for a total of forty-eight (48) hours on duty, followed by four (4) consecutive twenty-four (24) hour periods off duty, for a total of ninety-six (96) hours off duty. A calendar day ends at midnight (0000) hours. A shift shall be a period of twenty-four (24) hours. (B) 56-hour employees shall be paid for 116.778 hours a pay period at their hourly wage. These hours represent an extrapolation of FLSA and hours worked over a nine (9) pay period cycle. Beginning on January 1, 2022, 56-hour employees shall have a 24 day FLSA cycle. Such employees shall receive overtime for any hours worked outside their normal shifts in accordance with Article 40 of this Agreement. Employees that work more than 182 hours in a given FLSA cycle shall receive overtime pay (at time and one-half) for such hours above 182 in accordance with FLSA standards. Also beginning January 2, 2022, 56- hour employees shall be paid for 112 hours each pay period. In lieu of the additional 4.778 hours of pay per pay period, employees' base wage shall increase by 4.266% of their regular rate of pay, which will be reflected in the Wage Scales attached hereto in Appendix C.
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Suppression Personnel. Suppression employees who are assigned to work either a Xxxxx schedule or a 48/96 schedule work an average of 56 hours per week (“56 hour employees”).
Sample 1
Suppression Personnel. The City shall continue paying the holidays for suppression employees as they have been in past practice; that is, when a holiday occurs the employee will be paid for that day in addition to their regular rate of pay.
Sample 1

Related to Suppression Personnel

  • Supplier Personnel The Customer and Supplier agree and acknowledge that in the event of the Supplier ceasing to provide the Services or part of them for any reason, Call Off Schedule 10 (Staff Transfer) shall apply. The Supplier shall not and shall procure that any relevant Sub-Contractor shall not take any step (expressly or implicitly and directly or indirectly by itself or through any other person) without the prior written consent of the Customer to dissuade or discourage any employees engaged in the provision of the Services from transferring their employment to the Customer and/or the Replacement Supplier and/or Replacement Sub-Contractor. During the Termination Assistance Period, the Supplier shall and shall procure that any relevant Sub-Contractor shall: give the Customer and/or the Replacement Supplier and/or Replacement Sub-Contractor reasonable access to the Supplier's personnel and/or their consultation representatives to present the case for transferring their employment to the Customer and/or the Replacement Supplier and/or to discuss or consult on any measures envisaged by the Customer, Replacement Supplier and/or Replacement Sub-Contractor in respect of persons expected to be Transferring Supplier Employees; co-operate with the Customer and the Replacement Supplier to ensure an effective consultation process and smooth transfer in respect of Transferring Supplier Employees in line with good employee relations and the effective continuity of the Services. The Supplier shall immediately notify the Customer or, at the direction of the Customer, the Replacement Supplier of any period of notice given by the Supplier or received from any person referred to in the Staffing Information, regardless of when such notice takes effect. The Supplier shall not for a period of twelve (12) months from the date of transfer re-employ or re-engage or entice any employees, suppliers or Sub-Contractors whose employment or engagement is transferred to the Customer and/or the Replacement Supplier except that this paragraph 10.5 shall not apply where an offer is made pursuant to an express right to make such offer under Call Off Schedule 10.1 (Staff Transfer) in respect of a Transferring Supplier Employee not identified in the Supplier's Final Supplier Personnel List.

  • Contractor Key Personnel ‌ The Contractor shall assign a Corporate OASIS SB Program Manager (COPM) and Corporate OASIS SB Contract Manager (COCM) as Contractor Key Personnel to represent the Contractor as primary points-of-contact to resolve issues, perform administrative duties, and other functions that may arise relating to OASIS SB and task orders solicited and awarded under OASIS SB. Additional Key Personnel requirements may be designated by the OCO at the task order level. There is no minimum qualification requirements established for Contractor Key Personnel. Additionally, Contractor Key Personnel do not have to be full-time positions; however, the Contractor Key Personnel are expected to be fully proficient in the performance of their duties. The Contractor shall ensure that the OASIS SB CO has current point-of-contact information for both the COPM and COCM. In the event of a change to Contractor Key Personnel, the Contractor shall notify the OASIS SB CO and provide all Point of Contact information for the new Key Personnel within 5 calendar days of the change. All costs associated with Contractor Key Personnel duties shall be handled in accordance with the Contractor’s standard accounting practices; however, no costs for Contractor Key Personnel may be billed to the OASIS Program Office. Failure of Contractor Key Personnel to effectively and efficiently perform their duties will be construed as conduct detrimental to contract performance and may result in activation of Dormant Status and/or Off-Ramping (See Sections H.16. and H.17.).

  • Access Controls The system providing access to PHI COUNTY discloses to 20 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY 21 must use role based access controls for all user authentications, enforcing the principle of least privilege.

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