Travel to Work Sample Clauses

Travel to Work. The Company agrees to provide transportation where a security guard is required to start or terminate their shift between 0001 hours and 0600 hours, if they have no other mode of transportation available. The guard will be required to notify the Company at least eight (8) hours prior to the need for the ride and on condition this eight (8) hours’ notice is given, the guard will not be required to wait longer than fifteen
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Travel to Work. 8.13.1 Travel time to and from scheduled duty at the employee's headquarters shall not be considered hours worked. 8.13.2 Travel time to and from scheduled duty away from the employee's headquarters will be considered hours worked based on the most direct and accepted mode of transportation. 8.13.3 Travel time to and from a voluntary overtime assignment shall not be considered hours worked. 8.13.4 Travel time to and from an ordered overtime assignment will be considered hours worked based on the most direct and accepted mode of transportation. 8.13.5 Travel time from one work site to another during scheduled duty or overtime assignments shall be considered hours of work. 8.13.6 Every employee will have one designated headquarters, which will be the single department facility where he/she spends the largest portion of the regular working time or the place he/she returns upon completion of special assignments. If an employee regularly works at several facilities during a continuous shift of more than one day (e.g., relief position) the employee will not receive compensation for driving to work on the first day or returning from work after the last continuous day of work unless either location is greater than 50 miles from the employee's headquarters or primary residence. In such cases, the amount of travel based on the most direct and accepted mode of transportation less the normal commute to/from headquarters will be hours of work.
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Travel to Work. In the event of a valid temporary total disablement claim where the insured person recovers sufficiently to return to work but is medically certified as being unable to drive a vehicle or travel on public transport the insurer will pay up to the amount shown in the schedule for reasonable and necessary chauffeur or taxi costs. Payment of this benefit is subject to the reasonable and necessary costs being in respect of transporting the insured person to and from the insured practice. All expenses must be evidenced by receipt before the insurer will provide indemnity.
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Travel to Work. As per current arrangements. Travel time should be paid at the rate agreed for on-call work done and local partnerships will need to identify if there is a minimum and/or maximum time claim identified. Where travelling expenses are reimbursed, Section 17 in the NHS terms and conditions of service handbook will apply.
Sample 1
Travel to Work. The Company agrees to provide transportation where a security guard is required to start or terminate their shift between 0001 hours and 0600 hours, if they have no other mode of transportation available. The guard will be required to notify the Company at least eight (8) hours prior to the need for the ride and on condition this eight (8) hours’ notice is given, the guard will not be required to wait longer than fifteen (15) minutes past their quitting time to receive a ride. If a guard is required to wait longer than fifteen (15) minutes they will be paid for all time required to wait at their regular rate of pay limiting the waiting period to when public transportation is available (if however, a mobile driver is called to an emergency, a guard may be required to wait longer than fifteen (15) minutes). In situations where an employee cannot access another mode of transportation and is unable to provide eight (8) hours’ notice to the Company, the Company will provide transportation to said employee. Where an alternate mode of transportation can be accessed, but is deemed by the employee to be unsafe, the Company will also provide transportation without the eight (8) hours’ prior notice and will make every effort to provide this transportation in a timely fashion. The Union and the Company agree that employees will make every effort not to abuse this Article.
Sample 1
Travel to Work. The Company agrees to provide transportation where a security officer is required to start or terminate their shift between hours and hours, if they have no other mode of transportation available. The officer will be required to notify the Company at least eight (8) hours prior to the need for the ride and on condition this eight (8) is given, the officer will not be required to wait longer than thirty (30) minutes past their quitting time to receive a ride. If an officer is required to wait longer than thirty (30) minutes they will be paid for all time required to wait at their regular rate of pay limiting the waiting period to when public transportation is available. This payment will not apply when transports are provided outside of the time period noted above. In situations where an employee cannot access another mode of transportation and is unable to provide eight (8) hours’ notice to the Company, the Company will provide transportation to said employee. Where an alternate mode oftransportation can be accessed, but is deemed by the employee to be unsafe, the Company will also provide transportation without the eight (8) hours’ prior notice and will make every effort to provide this transportation in a timely fashion. Any concerns dealing with the number of security officers assigned to any sites, or duties, or responsibilities shall be referred to the Health and Safety Committee in accordance with Article In the interests of personal safety at a single officer site the employee must call Central Dispatch every hour in order that his whereabouts may be continuously monitored.
Sample 1
Travel to Work. All Employees will travel to and from their designated work location as per their employment contract in their own time. Rangers are excluded from this (as outlined in Appendix 4 of this Agreement) and other provisions apply for certain divisions of employment as outlined in Council Policy.
Sample 1
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Travel to Work. The Company agrees to provide transportation where a security officer is required to start or terminate their shift between hours and hours, if they have no other mode of transportation available. The officer will be required to notify the Company at least eight (8) hours prior to the need for the ride and on condition this eight (8) hours’ notice is given, the officer will not be required to wait longer than fifteen (15) minutes past their quitting time to receive a ride. If a officer is required to wait longer than fifteen (15) minutes they will be paid for all time required to wait at their regular rate of pay limiting the waiting period to when public transportation is available. In situations where an employee cannot access another mode of transportation and is unable to provide eight (8) hours’ notice to the Company, the Company will provide transportation to said employee. Where an alternate mode of transportation can be accessed, but is deemed by the employee to be unsafe, the Company will also provide transportation without the eight (8) hours’ prior notice and will make every effort to provide this transportation in a timely fashion. Any concerns dealing with the number of security officers assigned to any sites, or duties, or responsibilities shall be referred to the Health and Safety Committee in accordance with Article In the interests of personal safety at a single officer site the employee must call Central Dispatch every hour in order that his whereabouts may be continuously monitored.
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Related to Travel to Work

  • Access to Work District representatives shall at all times have access to the Work, wherever it is, in preparation or in progress. Contractor shall provide safe and proper facilities for such access.

  • Recall to Work 5.6.2.1 An employee recalled to work overtime after leaving the company’s premises (whether notified before or after leaving the premises) will be paid for a minimum of three hours work at the appropriate rates for each time the employee is so recalled. Except in the case of unforeseen circumstances arising, the employee will not be required to work the full three hours if the job the employee was recalled to perform is completed within a shorter period.

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code. (b) The Home and the Union agree to ongoing and timely communication by all participants. For the purposes of expediting communication the Home and the Union agree that participants will use electronic communication where available. (c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.

  • Access to Work Locations Reasonable access to employee work locations shall be granted officers of the Association and their officially designated representatives for the purpose of processing grievances or contacting members of the Association concerning business within the scope of representation. Such officers or representatives shall not enter any work location without the consent of the City Manager. Access shall be restricted so as not to interfere with the normal operations of the department or with established safety or security requirements. Solicitation of membership and activities concerned with the internal management of the Association, such as collecting dues, holding membership meetings, campaigning for office, conducting elections and distributing literature, shall not be conducted during working hours.

  • Right to Work For purposes of federal immigration law, you will be required to provide to the Company documentary evidence of your identity and eligibility for employment in the United States. Such documentation must be provided to us within three (3) business days of your Start Date, or our employment relationship with you may be terminated.

  • Modified Work/Return to Work (a) The normal retirement age is sixty-five (65) years of age. The Employer may continue to employ an employee beyond retirement age, if the Employer determines that the employee can satisfactorily perform the requirements of her classification. (Effective December 12, 2006, the parties agree this sub- section no longer applies). (b) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. (c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/light/ alternative work program, except as required by law.

  • Modified Work/Return to Work Programs The Employer and the Union recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating nurses who have been ill, injured or permanently disabled, to enable their safe return to work. The parties undertake to provide safe and meaningful employment for all nurses based on the following objectives and principles:

  • Time Devoted to Work In performing the services contemplated under this Agreement, the services and the hours Consultant is to work on any given day will be on a mutually agreed upon basis, except for attendance at scheduled meetings, and City will rely upon Consultant to put in such number of hours as is reasonably necessary to fulfill the spirit and purpose of this Agreement. City understands that Consultant is engaged in the same or similar activities for others and that City may not be Consultant’s sole client or customer. However, Consultant represents and warrants that it is under no obligation or restriction, nor will it assume any such obligation or restriction, that would in any way interfere or be inconsistent with the services to be performed under this Agreement.

  • Returning to Work (a) Returning to work early (i) During the period of parental leave an Employee may return to work at any time as agreed between the Employer and the Employee, provided that time does not exceed four weeks from the recommencement date desired by the Employee. (ii) In the case of adoption, where the placement of an eligible child with an Employee does not proceed or continue, the Employee will notify the Employer immediately and the Employer will nominate a time not exceeding four weeks from receipt of notification for the Employee’s return to work. (b) Returning to work at conclusion of leave (i) At least four weeks prior to the expiration of parental leave, the Employee will notify the Employer of their return to work after a period of parental leave. (ii) Subject to 51.23(b)(iii), an Employee will be entitled to the position which they held immediately before proceeding on parental leave. In the case of an Employee transferred to a safe job pursuant to clause 51.12 above, the Employee will be entitled to return to the position they held immediately before such transfer. (iii) Where such position no longer exists but there are other positions available which the Employee is qualified for and is capable of performing, the Employee will be entitled to a position as nearly comparable in status and pay to that of their former position. (c) Returning to work at a reduced time fraction (i) To assist an Employee in reconciling work and parental responsibilities, an Employee may request to return to work at a reduced time-fraction until their Child reaches school age, after which the Employee will resume their substantive time-fraction. (ii) Where an Employee wishes to make a request under 51.23(c)(i) such a request must be made as soon as possible but no less than seven weeks prior to the date upon which the Employee is due to return to work from parental leave.

  • Requirement to Work Reasonable Overtime The Employer may require any Employee to work reasonable overtime at overtime rates and such Employee shall work overtime in accordance with such requirement.

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