TIME RECORD. A daily time record shall be maintained by the Employer for all of his/her employees. Each employee shall “punch in” his/her own time card or badge at the start of the day, and “punch out” his/her own time card or badge at the completion of the day’s work at the Employer’s place of business.
TIME RECORD. The Company will post a listing on appropriate bulletin boards showing the following information on a semi-annual basis for each employee in the location: -Location -Employee's Name -Employee's Number -Holiday credits -Time Bank balance
TIME RECORD. 13.1 Employees may be required, upon reasonable advance notice, to record their work time and non-work time by use of a time clock or other similar device as determined by the Company.
13.2 Employees will be given a security pass, or a reasonable facsimile of the same in the event the system is replaced, which shall be used only by the employee to gain access to the newspaper. In the event the card is lost or stolen, the employee shall pay the cost of replacing the same, which is currently $5.00 per card.
TIME RECORD. A daily time record shall be maintained by the Employer for all of his/her employees. Each employee shall “punch in” his/her own time card or badge or device at the start of the day, and “punch out” his/her own time card or badge or device at the completion of the day’s work at the Employer’s place of business. Where applicable, swipe cards will be provided for employees at their designated “punch in” and “punch out” location. Upon request an employee may review his/her time card/time record for the previous days work.
TIME RECORD. 16.1 The Company shall keep a record from which can be readily ascertained the name of each employee, the hours worked each day, accrued time in lieu and the wages and allowances paid each pay period and employee classification level.
16.2 All wages due shall be paid each pay period by electronic funds transfer.
16.3 The Company shall, on request, provide to an employee on termination a detailed statement of outstanding entitlements and shall forthwith pay any entitlement due.
TIME RECORD. All bargaining unit employees are to use the time clock system and punch in when they start work and punch out when they stop work daily. All bargaining unit employees must sign in and out at each center. Clocking in Early. Bargaining unit employees are not to clock in more than 6 minutes prior to their normally scheduled shift’s start time, unless prior approval has been received from the employee’s supervisor/manager. They should not begin working until their shift starts. E.g., if an employee is scheduled to start their shift at 7:00am, the employee should not clock in before 6:54am. Clocking out Late. Bargaining unit employees are not to clock out more than 6 minutes after the end of their normally scheduled shift’s end time, unless prior approval has been received from the employee’s supervisor/manager. No bargaining unit employee is to perform any work while not on the time clock. Doing so may result in disciplinary action. ALL OVERTIME MUST BE PREVIOUSLY APPROVED BY THE EMPLOYEE’S SUPERVISOR OR MANAGER. E.g. if an employee is scheduled to end their shift at 4:30pm, the employee must clock out by 4:36pm.
TIME RECORD. Effective July 1, 2011, the Board may install and require the utilization of time recording devices. The application of this time recording requirement may impact some or all of the members of the bargaining unit but it shall be uniformly applied within a classification. The Board shall provide the XESP President with advance notice of when the time recording requirement shall be implemented and of the extent of its application within the bargaining unit.
TIME RECORD. Every employee shall use the electronic access system where installed to the plant and thus establish their attendance to/absence from the site. This will be linked to a time and attendance system for improved payroll processing and accuracy. Note: Punctuality issues will be dealt with via the disciplinary process
TIME RECORD. The Corporation shall keep adequate time-and-leave records together with the details of annual, sick and long service leave accrued and taken in respect of all employees. The parties agree that the consultative mechanism for negotiating and reviewing the Workplace Agreement is the Enterprise Bargaining Consultative Committee. This Committee shall consist of 3 employer representatives, 4 workplace employee representatives and where requested by employees the appropriate ASU and APESMA union officials as required. The committee during the life of this Agreement shall meet at least quarterly. The role of the Enterprise Bargaining Consultative Committee shall be to consider the following in relation to the Agreement: • To reach decisions through consensus which shall operate as recommendations to the parties they represent. • To monitor and review progress on the “Matters for Review” identified in clause 20. • To consider reports and ideas from all parties on issues relating to the Workplace Agreement. • To review and monitor the operation of the Agreement.
