UNIFORMS/BOOTS Sample Clauses

UNIFORMS/BOOTS. The Employer will provide each employee with ten (10) work shirts and ten (10) pairs of work pants. Employees are required to wear the uniform at all times. Additionally, the Employer will provide each employee with one (1) pair of bib overalls, one (1) summer “Ike” jacket, one (1) pair of all purpose work gloves, one (1) winter jacket and one (1) pair of winter work gloves and one (1) pair of winter snow boots. The Employer shall provide six (6) raincoats (four (4) at the Government Center and two (2) at Valley Hi to be used by Employees. As the initial issue of these items becomes worn or is damaged as the result of work- related use, the Employer shall replace the item or items worn or damaged in a timely manner. There will be a semi-annual review and inventory of staff uniforms and gear, normally on April 1st and September 1st for wear and tear and scheduled replacement. The designated union xxxxxxx shall attend the semiannual review and have the opportunity to provide input. When an employee leaves employment with the County, he or she shall return to the County all uniforms items issued by the Employer. Safety shoes shall be worn by all Facilities Maintenance employees as a condition of employment and no employee will be permitted to work without such safety shoes, except as circumstances otherwise require. Safety shoes for employees shall meet the requirements established by OSHA. Casual style footwear, such as canvas, slip-ons, and loafers are not acceptable footwear even though constructed with steel-toes. The XxXxxxx County Facilities Management Department shall initially provide each employee with one pair of safety shoes and will administer a replacement program at the Employers cost and will be discussed at a future labor management committee meeting. Each employee shall be paid up to $135 f by the Employer for the purchase of safety shoes. Employees shall be permitted to purchase safety shoes from a County vendor at his/her discretion. Each employee shall be paid $250.00 per year by the Employer for the laundry and care of the uniforms. The first stipend of $125.00 shall be paid adjacent to the closest paycheck after January 1 and the second stipend of $125.00 shall be paid adjacent to the closest paycheck after July 1 of each year.
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UNIFORMS/BOOTS. The District shall provide annually three (3) new uniforms for each maintenance employee. The District shall reimburse each maintenance employee annually up to $120 for a pair of safety boots.
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UNIFORMS/BOOTS. The Employer shall provide four hundred twenty five dollars ($425.00) per year for work uniforms/boots for all bargaining unit employees.
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UNIFORMS/BOOTS. The District shall provide annually three (3) new uniforms and a pair of serviceable safety boots for each maintenance employee. Reimbursement for boots up to $150.00.
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UNIFORMS/BOOTS. The Employer shall provide $750.00 for work related clothing and boots for all bargaining unit employees, to be used at each employee's discretion. The employee may use the allowance to pay for obtaining his/her CDL license. All work related clothing and boots must meet applicable safety standards, including but not limited to Occupational Safety and Health Administration and customary industry standards, and all other requirements necessary for the performance of the employee's job duties. All clothing and boots must present the employee in a professional image appropriate for his/her job duties, and conform with any applicable dress code or standards adopted by the Village for its employees. Employees may utilize the clothing allowance to purchase prescription safety glasses.
Sample 1
UNIFORMS/BOOTS. The Employer will pay up to one hundred dollars ($100) per year toward the purchase of safety shoes or boots upon the submission of receipt for same, or up to two hundred dollars ($200) every two (2) years towards the purchase of safety shoes or boots upon submission of the same. The Employer will supply uniforms and laundry service to all press crews and maintenance employees.
Sample 1

Related to UNIFORMS/BOOTS

  • Uniforms The Employer shall supply and maintain uniforms for employees who are required to wear same.

  • 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.

  • 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.

  • Small and medium-sized enterprises 1. The Parties will promote a favourable environment for the development of the small and medium enterprises (SME) on the basis of strengthening of the relevant private and governmental bodies, as well as the exchange of experiences and good practices with the SME. 2. Cooperation shall include, among other subjects: (a) the designing and development of mechanisms to encourage partnership and productive chain linkage development; (b) development of human resources and management skills to increase the knowledge of the Chinese and Peruvian markets; (c) defining and developing methods and strategies for clusters development; (d) increasing access to information regarding mandatory procedures and any other relevant information for an SME exporter; (e) defining technological transference: programs oriented to transfer technological innovation to SME and to improve their productivity; (f) increasing access to information on technological promotion programs for SME and financial support and encouragement programs for SME; (g) supporting new exporting SME (sponsorship, credits and guarantees, seed capital); and (h) encouraging partnership and information exchange for SME financing institutions (credits, banks, guarantee organizations, seed capital firms). 3. Cooperation shall be developed, among other activities, through: (a) information exchange; (b) conferences, seminars, experts dialogue and training programs with experts; and (c) promoting contacts between economic operators, encouraging opportunities for industrial and technical prospecting.

  • 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

  • Overtime Meals When employees are required to work more than two (2) hours beyond their regular work days, the Employer will provide hot meals at no cost to the employees, up to a maximum of sixteen dollars ($16.00) (receipts to be submitted) plus paid meal periods of one-half (1/2) hour at the prevailing rate and thereafter at four (4) hour intervals. Any early morning start before regular starting time is entitled to a paid meal. The breakfast limit is thirteen dollars ($13.00) (receipts to be submitted). Employees called out on overtime shall be paid for meals as above, after four (4) hours work.

  • 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:

  • Positions outside the Bargaining Unit (a) An employee may substitute temporarily in a position outside the bargaining unit for up to fifteen (15) months from the date of the assignment. Bargaining unit employees shall be given the first opportunity to fill the resulting vacancy. The employee shall have the right to return to her or his bargaining unit position prior to the expiry of the fifteen (15) month period by giving the Employer six (6) weeks’ notice. Where an employee is backfilling outside of the bargaining unit for purposes of pregnancy and/or parental leave, the period of time will be extended up to nineteen (19) months from the date of the assignment. An employee who remains outside of the bargaining unit beyond the period covered by this article shall lose all seniority. When the employee returns to the bargaining unit, all other employee(s) shall revert to their previous positions. An employee must remain in the bargaining unit for a period of at least three (3) months before transferring out of the bargaining unit again or she or he will lose all seniority held at the time of the subsequent transfer unless the parties agree otherwise. (b) An employee who accepts a transfer under (a) above will not be required to pay Union dues for any complete calendar month during which no bargaining unit work is performed. (c) An employee who accepts a permanent position outside of the bargaining unit will lose all seniority held at the time of the transfer. (d) The Employer will advise the Union of the names of any employees pursuant to Article 9.17(a) or (b).

  • BEREAVEMENT/TANGIHANGA LEAVE 18.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 18.2 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 18.1 above. This provision will not apply if the employee is on leave without pay. 18.3 In granting time off and for how long, the employer must administer these provisions in a culturally sensitive manner.

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