Vacation Pay in Lieu of Time Off Sample Clauses

Vacation Pay in Lieu of Time Off. A. In the event an employee has been absent from work during the current calendar year for a full calendar week because of layoff, an excused absence, approved leave of absence or illness, but not because of a disciplinary suspension or dispute between the Company or Union, he/she may have the option of electing to receive vacation pay in lieu of being required to take vacation time off, to the extent such periods of absence are within the amount of vacation time off for which the employee is eligible. B. Employees would not be allowed to work their vacation if regular employees are on layoff. C. A minimum of two (2) weeks vacation will be completed each calendar year. Employees entitled to more than two (2) weeks vacation may carry-over up to two (2) weeks vacation to be taken the following year. D. Vacation carry over may be taken as long as it does not interfere with vacation scheduling procedures for the current scheduling period as outlined in 9:02.
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Vacation Pay in Lieu of Time Off. By mutual agreement between an employee and the Company, an employee may work and receive vacation pay in lieu of time off for a week of vacation; in which event he shall receive the money earned in such week in addition to the vacation allowance. This Section shall only be applied in regards to full weeks of vacation (40 hours) and can only be exercised up to a maximum of one-half (1/2) an employee's vacation entitlement for the year.
Sample 1
Vacation Pay in Lieu of Time Off. 20 Less than 260 day employees may elect to receive pay in lieu of vacation time off. Requests for 21 pay in lieu of vacation shall be submitted by time sheet monthly. 260 days employees may elect 22 to receive pay in lieu of vacation time off up to five (5) days.
Sample 1
Vacation Pay in Lieu of Time Off. A. In the event an employee has been absent from work during the current calendar year for a full calendar week because of layoff, an excused absence, approved leave of absence or illness, but not because of a disciplinary suspension or dispute between the Company or Union, he/she may have the option of electing to receive vacation pay in lieu of being required to take vacation time off, to the extent such periods of absence are within the amount of vacation time off for which the employee is eligible.
Sample 1
Vacation Pay in Lieu of Time Off. Employees who accrue paid vacation are encouraged to use this paid time off, and the Employer may require employees to use their accrued vacation. Subject to satisfying the following criteria and procedures, however, employees shall be entitled to receive vacation pay in lieu of time off (a “cash-out”) of up to 80 hours of accrued vacation. A. Cash-Out Criteria (1) The employee must have more than 40 hours of accrued vacation at time of the request for a cash-out. (2) For Fiscal Year 2015 – 2016, the employee must exhaust the current fiscal year’s vacation allotment before requesting a cash-out. If an employee has not used the current year’s vacation allotment, he/she must obtain VP approval to receive a cash-out. (3) The employee may request a cash-out of up to 80 hours of accrued vacation. (4) The employee must have at least 40 hours of accrued vacation after the request for a cash-out is granted. In June of each year, Employer will notify employees that cash-out opportunities are available. In addition to the foregoing, the Employer reserves the right, in exceptional circumstances, to provide vacation pay to employees who have accrued but unused paid vacation in lieu of allowing time off, but, before doing so, the Employer shall notify the Union and, if requested by the Union, shall meet to discuss in good faith the decision to provide such vacation pay.
Sample 1

Related to Vacation Pay in Lieu of Time Off

  • Vacation; Paid Time Off During the Employment Term, the Executive shall be entitled to paid vacation in accordance with the Company’s vacation policies, as in effect from time to time. The Executive shall receive other paid time-off in accordance with applicable law and the Company’s policies for executive officers as such policies may exist from time to time.

  • Part-time Vacation Pay If the Employer currently has the computer systems’ capability to implement bi- weekly vacation pay, they shall do so by the start of the next vacation year or earlier. Those Employers with no computer capability will endeavour to implement bi- weekly vacation pay if there is no significant administrative burden, by the start of the next vacation year or earlier. If the Employer does not so implement, it will provide reasons in writing to the Union. Where possible without extensive programming changes, the amount of vacation pay will be separately identified on the pay stub.

  • Vacation Payout Where an employee requests in writing to have a specific number of vacation days paid out, and the Employer agrees to the request, the Employer will issue pay in lieu of vacation. Pay in lieu of vacation, if agreed, will be granted only after a minimum of 15 days' vacation time has already been taken in the year.

  • Vacation Pay Paid Union leaves. All other payments, premiums, allowances etc. are excluded.

  • Sick Leave Allowance Faculty with a full-time assignment shall accrue sick leave at the rate of eight

  • Vacation Allowance Employees in permanent positions are entitled to vacation with pay. Accrual is based upon straight time hours of working time per calendar month of service and begins on the date of appointment to a permanent position. Increased accruals begin on the first of the month following the month in which the employee qualifies. Accrual for portions of a month shall be in minimum amounts of one (1) hour calculated on the same basis as for partial month compensation pursuant to Section 5.6 of this MOU. Vacation credits may be taken in one (1) minute increments but may not be taken during the first six (6) months of employment (not necessarily synonymous with probationary status) except where sick leave has been exhausted; and none shall be allowed in excess of actual accrual at the time vacation is taken.

  • Time Off The company recognises that sufficient time off to attend to personal matters and for recreation are important to the employee’s wellbeing, job satisfaction and overall productivity. Accordingly, time off may be taken with the consent of the Company, which shall not be unreasonably withheld. In considering the approval to have time off, the Parties will have regard to the current works programme and the urgency of the reason for time off. In the event that time off is to be taken, it will be the employee’s obligation to advise the Company in advance or as soon as practicable on the day of absence, recognising that unplanned absences can cause costly disruption to programmed works and are a major source of annoyance for the company, other employees and clients. The object of offering flexible working hours is that in return employees will take very seriously their obligation to turn up when they are expected. In view of the disruption caused by unplanned and or notified absenteeism, repeated failure to observe the protocol for time off would constitute misconduct.

  • Paid Time Off The Executive shall be entitled to take paid time off in accordance with the Company’s applicable paid time off policy for executives, as may be in effect from time to time.

  • Vacation Leave Accrual Rate Schedule Full Years of Service Hours Per Year

  • Travel time allowance All employees shall be paid an allowance (See Appendix A) for each day on which they present themselves for work. The allowance shall also be paid for rostered days off.

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