TIPS, GRATUITIES, ETC Sample Clauses

TIPS, GRATUITIES, ETC. A. Tips, gratuities or presents received by the employee shall not constitute or substitute for the wage provisions of this Agreement, but shall remain the sole property of such employee. X. Xxxx and Valet Staff 1. A group or tour which does not request to handle its own luggage (including groups or tours booked through the Xxxx Disney Travel Company) shall be subject to an automatic gratuity. A group or tour which requires assistance from a Bellperson or persons (including groups or tours booked through the Xxxx Disney Travel Company) shall pay a porterage fee which shall be paid to the Bellperson or persons providing such service. If a group has pre-negotiated, contracted and scheduled for the Bellpersons to handle their luggage, the porterage fee will be paid regardless of whether the service was utilized if the Company collected the porterage fees (unless the service was not utilized due to the negligence of the Cast Member). Porterage fees shall be roundtrip per person at a rate of $10.00. Groups that decline porterage service, but request luggage storage will be charged a storage fee of $1.00 per person. Effective January 31, 2020, the storage fee will increase to $1.50 per person. Effective January 31, 2021, the storage fee will increase to $2.00 per person. Parking Valets who assist with luggage off-loading of vehicles will receive one dollar ($1.00) of the $10.00 Porterage Fees referenced above. 2. Payment of porterage charges shall be made no later than the payday for the payroll period in which services were rendered insofar as possible. 3. Any information relating to porterage charges shall be made available to a designated representative of the Union. 4. The Company shall make available and maintain an accurate record of employees assigned to each tour and the collection, assignment, and distribution of porterage for such tour. 5. All gratuities and porterage shall be considered the exclusive property of the bargaining unit employees and are payable only to the appropriate employee.
Sample 1
AutoNDA by SimpleDocs
TIPS, GRATUITIES, ETC. Cast Members normally receiving a portion of service charges for Banquet events shall be entitled to those service charges that are automatically applied to a Guest’s xxxx, up to a maximum eighteen percent (18%). Any service fee applied by the Company in excess eighteen percent (18%) of the Guest’s xxxx shall be retained by the Company. Any corkage fee charged by the Hotel to a Guest shall be added to the total amount when calculating service charges. On January 31, 2020, the portion of the service fee paid to employees for each event will increase to eighteen and one half percent (18.50%). Effective January 31, 2021, the portion of the service fee paid to employees for each event will increase to eighteen and three-quarters percent (18.75%). The service charge distribution for Disney’s Paradise Pier Hotel Banquets is as follows: Captains: 22.20% Waithelp 59.20% Service Asst. 18.60% Total: 100 The existing service charge distribution methodology (by week and total hours worked) shall remain the same. The current practices utilized at the Hotel for the distribution and allocation of tips and gratuities for all tipped Cast Members, including but not limited to Banquets, Restaurants, Room Service and Xxxx Staff, shall remain in place during the term of the Agreement. Room Service will deliver the Rice Krispies turn down amenity. A $2.00 service fee will be paid for the delivery of the Rice Krispies amenities to each room at Disney’s Paradise Pier Hotel.
Sample 1
TIPS, GRATUITIES, ETC. Service Charge Distribution for Banquets: A seventeen and one quarter percent (17.25%) automatic service fee shall be added to all Banquet events. A percent of this service fee will be paid to the employees. The Company shall retain any service fee added to each event above seventeen and one quarter percent (17.25%) with employee’ share as follows. On January 31, 2020, the portion of the service fee paid to employees for each event will increase to seventeen and three quarters percent (17.75%). Effective January 31, 2021, the portion of the service fee paid to employees for each event will increase to eighteen percent (18%). Captains 20.30% Waithelp 65.20% Service Asst 14.50% Total 100%
Sample 1

Related to TIPS, GRATUITIES, ETC

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

  • Policy Grievance Where either Party disputes the general application, interpretation or alleged violation of an article of this Agreement, the dispute shall be discussed initially with the Employer or the Union, as the case may be, within thirty (30) days of the occurrence. Where no satisfactory agreement is reached, either Party may submit the dispute to arbitration, as set out in Article 10.

  • Alcohol Policy Where contractually bound, the employer will apply the Drug and Alcohol Management Program (DAMP) as contained at Appendix M.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Incorporation of Prompt Payment Policy Statement into Contracts The provisions of this Exhibit shall apply to all Payments as they become due and owing pursuant to the terms and conditions of this Agreement, notwithstanding that NYSERDA may subsequently amend its Prompt Payment Policy by further rulemaking.

  • Errors on Paycheques In the event of an error on an employee's pay, the correction will be made in the pay period following the date on which the underpayment comes to the Employer's attention. If the error results in an employee being underpaid by one (1) day's pay or more, the Employer will provide payment for the shortfall within three (3) business days from the date it is notified of the error. If the Employer makes an overpayment of a day’s pay or less for an employee, the overpayment will be deducted on the pay period following the date that the error is discovered. If the error is in excess of a normal day’s pay, the Employer will be reimbursed based on a mutually satisfactory arrangement between the employee and the Employer.

  • Contractor Standards Contractor shall comply with Contractor Standards provisions codified in the SDMC. Contractor understands and agrees that violation of Contractor Standards may be considered a material breach of the Contract and may result in Contract termination, debarment, and other sanctions.

  • Compliance with Contractor Employee Jury Service Ordinance Contractor shall comply with the County Ordinance with respect to provision of jury duty pay to employees and have and adhere to a written policy that provides that its employees shall receive from the Contractor, on an annual basis, no less than five days of regular pay for actual jury service in San Mateo County. The policy may provide that employees deposit any fees received for such jury service with the Contractor or that the Contractor deduct from the employees’ regular pay the fees received for jury service.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!