Uniforms and Protective Clothing 33.1 Where the employer requires an employee to wear a uniform, it shall be provided free of charge, but shall remain the property of the employer. 33.2 Suitable protective clothing shall be provided at the employer's expense where the duty involves a risk of excessive soiling or damage to uniforms or personal clothing or a risk of injury to the employee.
UNIFORMS AND EQUIPMENT Section 1. Sworn employees of the Sheriff’s Office who are assigned to positions requiring a uniform shall receive Agency-provided uniforms and accessories in accordance with Agency policy at no cost to the employee. Uniforms worn out through normal use shall be replaced by the Sheriff’s Office as determined and approved by the supply staff. Section 2. Employees shall be permitted to purchase additional approved uniform pieces, excluding badges, from the Purchasing and Materials Division, provided sufficient quantities are on hand to cover the normal, required provision of uniforms to employees as per Section 1 above. Employees must pay for these items at the time of purchase or order. Section 3. Employees assigned to uniformed positions shall be eligible to receive a uniform maintenance allowance in the amount of $150 per year provided the employee spent at least 182 days of the calendar year in a uniform assignment. This allowance will be paid to all eligible employees in the last paycheck of the calendar year each December during the term of this Agreement. Section 4. The Sheriff’s Office shall issue body armor to employees and replace same in accordance with General Order 5-1. Section 5. In the event an employee leaves the employ of the Sheriff’s Office, he shall return to the Sheriff’s Office all equipment, uniforms and accessories, including those personally purchased by the employee in accordance with Section 2 above. Section 6. Employees whose prescription eyeglasses, contact lenses, hearing aids or watches are lost, damaged, or destroyed in the line of duty, except in cases where employee negligence caused or contributed to same, will be reimbursed for repair or replacement subject to the criteria detailed below. The Sheriff’s Office shall not reimburse for any other personal property lost, damaged or destroyed in the line of duty. The maximum reimbursement for prescription eyeglasses or hearing aids is the actual cost to repair or replace the item or $150, whichever is less. The maximum reimbursement for contact lenses or watches is the actual cost to repair or replace the item or $50, whichever is less. Requests for reimbursement for the personal property shall be made in writing to the employee’s immediate supervisor during the work shift in which the article of personal property was lost, damaged or destroyed. Except in cases of loss or when an item is repairable, the item for which reimbursement is sought should be turned in along with the written request for reimbursement. To aid in establishing the amount to be reimbursed, the employee will be required to provide to the Sheriff’s Office the receipt for the repair or replacement prior to reimbursement which must be approved by the Sheriff or his designee.
Uniforms The Employer shall supply and maintain uniforms for employees who are required to wear same.
Taking compassionate leave An Employee may take compassionate leave for a particular permissible occasion if the leave is taken: (a) to spend time with the member of the Employee’s immediate family or household who has contracted or developed the personal illness, or sustained the personal injury, referred to clause 5. 2.3.1 of this Agreement; or (b) after the death of the member of the Employee’s immediate family or household An Employee may take compassionate leave for a particular permissible occasion as (a) a continuous two (2) day period; or (b) two (2) separate periods of one (1) day each; or (c) any separate periods to which the Employee and the Employer agree. If the permissible occasion is the contraction or development of a personal illness, or the sustaining of a personal injury, the Employee may take the compassionate leave for that occasion at any time while the illness or injury persists.
DRESS 6.1 Players shall be required to provide and wear their own playing shirts for the Event (“Event Shirts”); which must be worn throughout the Event and in any promotional work associated to the Event with dark smart trousers and plain black shoes/smart black sneakers. No waistcoats (vests), bow ties, denim jeans, t-shirts, jackets or sports shoes will be permitted. a) The Player will be entitled to wear a maximum of 4 (four) logos (for their own benefit and remuneration) on their Event Shirts ("Player Logos") throughout the Event. Player Logos must not exceed 7.5 cm x 5 cm (3” x 2”) or 6 square inches and shall not be permitted to be positioned on the left-chest of each Players Event Shirt or above or below the Event Logo. The Player shall submit to the Promoter no later than 1 (one) week before the first day of the Event details of the Player Logo’s for approval; b) Player logos shall include all logo’s, for the avoidance of doubt logos of federation’s and billiards clubs shall be included in the 4 logos permitted. Player country flags and names shall not be included as a logo; c) the Promoter shall have absolute discretion to disallow a Player the wearing of any Logo that, in the opinion of the Promoter, conflicts with the Event, Promoter, Sponsors, Broadcasters of the Event; d) the Promoter shall reserve the right, to be exercised in its sole discretion, to require the Player to display in addition to the above, a minimum of 1 (one) logo on the Event Shirts to be positioned as instructed by the Promoter for the sole use and exploitation by the Promoter (“Event Logo”); e) the purpose of this clause is not to act as an unfair restraint of trade or otherwise prevent the Player from earning a living.
Uniform Allowance Where uniforms are required, the Hospital shall either supply and launder uniforms or provide a uniform allowance of per year in a lump sum payment in the first pay period of November of each year.
Alignment with Modernization Foundational Programs and Foundational Capabilities The activities and services that the LPHA has agreed to deliver under this Program Element align with Foundational Programs and Foundational Capabilities and the public health accountability metrics (if applicable), as follows (see Oregon’s Public Health Modernization Manual, (xxxx://xxx.xxxxxx.xxx/oha/PH/ABOUT/TASKFORCE/Documents/public_health_modernization_man ual.pdf): a. Foundational Programs and Capabilities (As specified in Public Health Modernization Manual) b. The work in this Program Element helps Oregon’s governmental public health system achieve the following Public Health Accountability Metric: c. The work in this Program Element helps Oregon’s governmental public health system achieve the following Public Health Modernization Process Measure:
Benefits on Layoff In the event of a lay-off of a full-time employee the Hospital shall pay its share of insured benefits premium up to three (3) months from the end of the month in which the lay-off occurs or until the laid off employee is employed elsewhere, whichever occurs first.
Compassionate Leave (1) An employee is entitled to take up to 2 days’ paid compassionate leave on each occasion that a member of his or her immediate family or a member of his or her household: (a) contracts or develops an illness that poses a serious threat to his or her life; or (b) sustains an injury that poses a serious threat to his or her life; or
Sabbatical Leaves A. A sabbatical leave, without pay, for one year may be granted to a teacher, and/or 10 and/or 12 month support employee by the Board for full time credit graduate study/degree program in their appropriate field subject to Board approval and the following conditions: 1. Not more than four employees in the system may be granted sabbatical leaves at any one time. 2. Request for sabbatical leave must be received by the superintendent, in writing, no later than January 31st of the school year preceding the school year for which the leave is being requested. 3. The employee has completed at least seven (7) full school years of service in the Xxxxxxxx Township school district. No year shall be credited in which the employee has worked or been on paid leave less than ninety-three (93) days. If more than four requests (two for pay and two without pay) for such leave are submitted, the board will determine those eligible for such leave by the program the employee plans to take. If all candidates are in an approved program, then seniority shall determine the eligibility. The decision of the board shall not be arbitrable. 4. Two of the four sabbatical leaves sited in A.1 above may be with 1/2 pay if the employee is taking a full time Board approved graduate program/degree program in their appropriate field during the day or if they are fulfilling an on-campus requirement of an advanced program. Documentation of this requirement must be furnished with the request stated in A.2 above. B. All sabbatical leaves must be approved by the Board and the Board shall take action on same no later than March 31st of the school year preceding the school year for which the sabbatical leave is requested. The employee shall continue to receive paid health benefits during the sabbatical leave. C. Upon return from a sabbatical leave, which was granted for full time graduate/degree program, the employee shall be placed on the proper step of the salary guide at the level which he/she would have achieved had he/she remained actively employed in the school system during the period of his/her absence, and, in addition, shall receive proper credit for any advanced degree earned.
