Waged Employees Sample Clauses

Waged Employees. ‌ 18.1.1. SOH may require a waged employee to work a reasonable amount of overtime to ensure work continuity, efficiency and practice, and will consult with employees when rosters are created and the need for overtime is identified. 18.1.2. When rostering overtime, EEO and WHS issues must be considered for the employee being rostered overtime and the colleagues they work directly with. If excessive levels of overtime are identified in any area, the causes need to be investigated. 18.1.3. An employee may decline to work overtime where this would result in them working unreasonable hours. In determining whether additional hours are unreasonable or reasonable, the following must be taken into account: • the risk to an employee’s health and safety from working the additional hours; • the employee’s personal circumstances, including family responsibilities; • the operational needs of SOH; • the seniority of the employee's position; and • the notice, if any, given by SOH of the overtime and by the employee of their intention to decline it. 18.1.4. Payment for overtime will be calculated to the nearest quarter hour and overtime on each day will stand alone. 18.1.5. For all full-time, part-time, flexible-time and casual waged employees (other than those receiving a composite penalty), overtime will apply in the following circumstances at the specified rate below: 18.1.6. The first two hours of overtime worked will be paid at the rate of time and a half (150%); and double time (200%) thereafter, in the following circumstances: a) Where the following shift length maximums are exceeded: • Production Services employees who work in excess of 10 hours and no more than 12 hours within a shift and these hours are treated as overtime (rather than paid as a penalty). These hours will be exclusive of unpaid meal breaks and inclusive of paid crib breaks. • For employees in Departments other than Production Services where greater than 10 ordinary hours are worked within a shift (exclusive of unpaid meal breaks and inclusive of paid crib breaks), other than on a Sunday or Public Holiday. b) All hours rostered and worked as overtime between 2400 (midnight) to 0600 (6am) on a Monday to Saturday. c) Where in excess of 152 ordinary hours are worked in each 4 week roster period. d) Where Casual FOH staff are rostered a shift of three hours and are required to work in excess of this shift length. 18.1.7. All overtime hours worked will be paid at the rate of double time (200%) where: ...
Sample 1
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Waged Employees. 18.1.1. SOH may require a waged employee to work a reasonable amount of overtime to ensure work continuity, efficiency and practice. 18.1.2. Where the Sydney Opera House is aware of the need for overtime to be worked at the time the rosters are created, the rostering of overtime will occur in consultation with rostered employees. 18.1.3. An employee may decline to work overtime in excess of rostered hours where the overtime would result in the employee working hours that are unreasonable. SOH will accept an employee’s refusal to work overtime having regard to: • any risk to employee health and safety; • the employee’s personal circumstances, including family responsibilities; • the seniority of the employee's position; • SOH’s needs; and • the notice, if any, given by SOH of the overtime and by the employee of their intention to decline it. 18.1.4. When rostering overtime, EEO and OH&S issues must be considered for the individual involved and the employees with whom they are directly working. If excessive levels of overtime are identified in any area, the causes need to be investigated. 18.1.5. For all full-time, part-time and flexible time waged employees (other than those receiving a composite penalty), overtime will apply in the following circumstances at the specified rate below: Overtime Rule Applicable Rate Clause Reference 18.1.5.1. For Production Services employees (as defined in clause 14.4.1.2): • Where in excess of 10 hours and no more than 12 hours are worked within a shift (exclusive of unpaid meal breaks and inclusive of paid crib breaks) that have been rostered as overtime hours • Where greater than 12 hours are worked by a Production Services employee within a shift (exclusive of unpaid meal breaks and inclusive of paid crib breaks), other than on a Sunday or Public Holiday a) The first two (2) hours of overtime worked within a shift / roster cycle will be paid at the rate of time and a half (150%); and b) Thereafter, all overtime hours worked within the roster period will be paid at the rate of double time (200%) Clause 14.4.1 (Minimum and Maximum Shift Lengths) 18.1.5.2. For employees in Departments other than Production Services: Where greater than 10 ordinary hours are worked within a shift (exclusive of unpaid meal breaks and inclusive of paid crib breaks), other than on a Sunday or Public Holiday. a) The first two (2) hours of overtime worked within a shift / roster cycle will be paid at the rate of time and a half (150%); and b) Ther...
Sample 1
Waged Employees. 22.1.1.1 Any Employee called out to work on a Saturday will be paid for a minimum call out of two hours which will be paid at the rate of time and half for each hour worked. Should the call out be for a shorter period than two hours the employee will be paid for a minimum of two hours. 22.1.1.2 Any Employee called out on Sunday will be a minimum call out of two hours which will be paid at the rate of time and three quarters times the ordinary rate. Should the call out be for a shorter period than two hours the employee will be paid for a minimum of two hours. 22.1. 2Salaried Staff
Sample 1
Waged Employees. 18.1.1. SOH may require a waged employee to work a reasonable amount of overtime to ensure work continuity, efficiency and practice. 18.1.2. Where the Sydney Opera House is aware of the need for overtime to be worked at the time the rosters are created, the rostering of overtime will occur in consultation with rostered employees. 18.1.3. An employee may decline to work overtime in excess of rostered hours where the overtime would result in the employee working hours that are unreasonable. SOH will accept an employee’s refusal to work overtime having regard to: • any risk to employee health and safety; • the employee’s personal circumstances, including family responsibilities; • the seniority of the employee's position; • SOH’s needs; and • the notice, if any, given by SOH of the overtime and by the employee of their intention to decline it. 18.1.4. When rostering overtime, EEO and OH&S issues must be considered for the individual involved and the employees with whom they are directly working. If excessive levels of overtime are identified in any area, the causes need to be investigated. 18.1.5. For all full‐time, part‐time and flexible time waged employees (other than those receiving a composite penalty), overtime will apply in the following circumstances at the specified rate below:
Sample 1
Waged Employees. Employees may be required to work a reasonable amount of overtime. Where the SOH is aware of the need for overtime to be worked at the time rosters are created, the rostering of overtime will occur in consultation with the employees so rostered. Payment for overtime will be calculated to the nearest quarter hour and overtime on each day will stand alone. No ordinary shifts will commence or finish between 2400 and 0600. Work in excess of maximum shift length of ordinary hours as specified in this Agreement will be paid for at overtime rates. Overtime for over 10 hours worked includes paid crib breaks but not unpaid meal breaks. Overtime for employees in receipt of composite penalties (Operational Security Officers and Fire and Safety Officers) commences when maximum shift lengths of more that 12 hours (inclusive of paid crib breaks) are worked. Unless otherwise specified the rates for overtime are as follows: Overtime Period Rate of Payment Monday to Saturday - work outside of ordinary hours Time and a half for the first two hours and double time thereafter. Hours in excess of 12 hours worked Double time Sunday Double time Public Holiday Double time and a half Hours worked in excess of ordinary hours (per shift and roster cycle) - Xxxxx Xxxxxx 11.1. Time and a half for the first two hours and double time thereafter Sunday Double time Public Holiday Double time and a half When rostering overtime, EEO and OH&S issues must be considered for the individual involved and the employees with whom they are directly working. If excessive levels of overtime are identified in any area, the causes need to be investigated.
Sample 1

Related to Waged Employees

  • Rehired Employees Amounts forfeited upon termination of employment because of the failure to meet the applicable vesting requirements shall not be reinstated or re-credited if an individual is subsequently rehired or re-employed by the School Corporation. However, if the board shall have approved a leave of absence of not more than one (1) fiscal year for an employee, such period of leave shall not result in forfeiture provided the employee shall promptly return to employment following the expiration of the period of leave.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • Disabled Employees If an employee becomes disabled with the result that he is unable to carry out the regular functions of his position, the Hospital may establish a special classification and salary with the hope of providing an opportunity of continued employment.

  • Newly Hired Employees All employees hired to an insurance eligible position must make their benefit elections by their initial effective date of coverage as defined in this Article, Section 5C. Insurance eligible employees will automatically be enrolled in basic life coverage. If employees eligible for a full Employer Contribution do not choose a health plan administrator and a primary care clinic by their initial effective date, and do not waive medical coverage, they will be enrolled in a Benefit Level Two clinic (or Level One, if available) that meets established access standards in the health plan with the largest number of Benefit Level One and Two clinics in the county of the employee’s residence at the beginning of the insurance year. If an employee does not choose a health plan administrator and primary care clinic by their initial effective date, but was previously covered as a dependent immediately prior to their initial effective date, they will be defaulted to the plan administrator and primary care clinic in which they were previously enrolled.

  • Transferred Employees Effective as of the Closing Date, Purchaser or one of its Affiliates shall make an offer of employment to each Applicable Employee. Notwithstanding anything herein to the contrary and except as provided in an individual employment Contract with any Applicable Employee or as required by the terms of an Assumed Plan, offers of employment to Applicable Employees whose employment rights are subject to the UAW Collective Bargaining Agreement as of the Closing Date, shall be made in accordance with the applicable terms and conditions of the UAW Collective Bargaining Agreement and Purchaser’s obligations under the Labor Management Relations Act of 1974, as amended. Each offer of employment to an Applicable Employee who is not covered by the UAW Collective Bargaining Agreement shall provide, until at least the first anniversary of the Closing Date, for (i) base salary or hourly wage rates initially at least equal to such Applicable Employee’s base salary or hourly wage rate in effect as of immediately prior to the Closing Date and (ii) employee pension and welfare benefits, Contracts and arrangements that are not less favorable in the aggregate than those listed on Section 4.10 of the Sellers’ Disclosure Schedule, but not including any Retained Plan, equity or equity-based compensation plans or any Benefit Plan that does not comply in all respects with TARP. For the avoidance of doubt, each Applicable Employee on layoff status, leave status or with recall rights as of the Closing Date, shall continue in such status and/or retain such rights after Closing in the Ordinary Course of Business. Each Applicable Employee who accepts employment with Purchaser or one of its Affiliates and commences working for Purchaser or one of its Affiliates shall become a “Transferred Employee.” To the extent such offer of employment by Purchaser or its Affiliates is not accepted, Sellers shall, as soon as practicable following the Closing Date, terminate the employment of all such Applicable Employees. Nothing in this Section 6.17(a) shall prohibit Purchaser or any of its Affiliates from terminating the employment of any Transferred Employee after the Closing Date, subject to the terms and conditions of the UAW Collective Bargaining Agreement. It is understood that the intent of this Section 6.17(a) is to provide a seamless transition from Sellers to Purchaser of any Applicable Employee subject to the UAW Collective Bargaining Agreement. Except for Applicable Employees with non- standard individual agreements providing for severance benefits, until at least the first anniversary of the Closing Date, Purchaser further agrees and acknowledges that it shall provide to each Transferred Employee who is not covered by the UAW Collective Bargaining Agreement and whose employment is involuntarily terminated by Purchaser or its Affiliates on or prior to the first anniversary of the Closing Date, severance benefits that are not less favorable than the severance benefits such Transferred Employee would have received under the applicable Benefit Plans listed on Section 4.10 of the Sellers’ Disclosure Schedule. Purchaser or one of its Affiliates shall take all actions necessary such that Transferred Employees shall be credited for their actual and credited service with Sellers and each of their respective Affiliates, for purposes of eligibility, vesting and benefit accrual (except in the case of a defined benefit pension plan sponsored by Purchaser or any of its Affiliates in which Transferred Employees may commence participation after the Closing that is not an Assumed Plan), in any employee benefit plans (excluding equity compensation plans or programs) covering Transferred Employees after the Closing to the same extent as such Transferred Employee was entitled as of immediately prior to the Closing Date to credit for such service under any similar employee benefit plans, programs or arrangements of any of Sellers or any Affiliate of Sellers; provided, however, that such crediting of service shall not operate to duplicate any benefit to any such Transferred Employee or the funding for any such benefit. Such benefits shall not be subject to any exclusion for any pre-existing conditions to the extent such conditions were satisfied by such Transferred Employees under a Parent Employee Benefit Plan as of the Closing Date, and credit shall be provided for any deductible or out-of-pocket amounts paid by such Transferred Employee during the plan year in which the Closing Date occurs.

  • Leased Employees Any Leased Employee treated as an Employee under Section 1.31 of the Plan, is: (Choose (h) or (i))

  • Displaced Employees In the event of a reduction in the work force, regular employees shall be laid-off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid-off. An employee who is qualified and yet unwilling to do the work shall be laid-off.

  • Part-Time Employees Employees who are scheduled to work less than forty (40) hours per workweek.

  • Company Employees Each Party shall not, directly or indirectly solicit for employment, any employee of the other Party who has been directly involved in the performance of this Agreement during the Term and for one year after the earlier of the termination or expiration of this Agreement or the termination of such individual's employment, with the other Party. It shall not be a violation of this provision if any employee responds to a Party's general advertisement of an open position.

  • Active Employees Active Employees who have not terminated service during the Plan Year and who meet the following requirements (select all that apply; leave blank if no exclusions): a. [ ] The Employee must be at least age (e.g., 55) b. [ ] The value of the sick and/or vacation leave must be at least $ (e.g., $2,000) c. [ ] A contribution will only be made if the total hours is over (e.g., 10) hours d. [ ] A contribution will not be made for hours in excess of (e.g., 40) hours

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