Walkouts. (1996) Employees will not be required to make payment for legitimate walk-outs, provided they have followed all the Employer procedures, used proper judgement in the execution of their duties, and immediately notify their Supervisor or Manager to allow for either prompt corrective action or investigation of such incidents.
Walkouts. The Company will not demand repayment in the case of legitimate walkouts. An employee shall report to Management any such incidents as soon as possible.
Walkouts. If a customer of one of the Hotel's outlets leaves without paying the bill, the associate will not be responsible for payment of the bill unless it is demonstrated that the associate has been derelict in the discharge of responsibilities. Equal Employment Opportunity It is the specific policy of the Hotel not to discriminate against any associate because of race, color. sex, age, creed, national origin, sexual orientation or disability. This policy includes: Placement, upgrading, transfer, demotion, recruitment, advertising or solicitation for employment. Training during employment Discipline Rate of pay or other benefits Layoff or termination Spaces for Doorpersons It is agreed that parking spaces are not under the exclusive control of the Hotel. The Hotel agrees that in normal circumstances and as long as permitted by law, the Doorpersons will have seven (7) parking spaces for their use in an area designated by the Hotel. The seven (7) parking spaces deemed by the CollectiveAgreement are for the sole purposes of holding spots for the hotel guests and not for the use of InterContinentalToronto Centre associate vehicles. It is understood, however, that in busy periods, two (2) of these spaces will be available for general use.
Walkouts. A server shall not be held responsible personally or financially for a customer walking out without proper payment providing the server has followed the Employer policy.
Walkouts. If a customer of of the Hotel's outlets leaves without paying the bill, associate will not be responsible for payment of the bill unless it is demonstrated that the associate has been derelict in the discharge of responsibilities. Equal Employment Opportunity It is the specific policy of the Hotel not to discriminate against any associate because of race, colour, sex, age, creed, national origin or handicap, This policy includes: upgrading, transfer, demotion. recruitment, advertising or solicitation employment. Training during employment. Discipline. Rates of pay or other benefits. or termination.
Walkouts. Minimum of short-term suspension of 10 days or less to long-term suspension for the remainder of the current school year. Additionally, the matter shall be reported to the Superintendent and Sheriff.
Walkouts. 28.01 An employee is responsible for collecting the amount of the cheque from the customers in that employee’s station. Where the employee fails to do so, the employee shall be personally responsible for paying the amount of the cheque involved unless the employee provides a satisfactory explanation in accordance with the Company’s present practice. No payment is required to be made until either (a) Step No.2 of the grievance procedure has been exhausted or (b) ten (10) working days have gone by since the date of the walk-out, whichever is earlier.
Walkouts. The Company will not demand repayment in the case of legitimate walkouts. In the event of a work shortage or a decline in work load among the server classification, employees may volunteer to leave prior to the scheduled departure time, provided the Employee has received the reporting pay or pay in lieu thereof. Preference shall be given to senior employees. In the event that corkage is charged, seventy-five percent (75%) of fifteen percent (1 5%) of the amount charged shall be paid to the employee concerned.
Walkouts. A wait staff employee is responsible for collecting the amount of the check from the customers in that employee=s station. Where the wait staff employee fails to do so, the employee shall be personally responsible for paying the amount of the check involved at cost unless the employee provides a satisfactory explanation in accordance with the Company=s present practice. No payment is required to be made until either (a) Step No. 2 of the grievance procedure has been exhausted or (b) ten (10) working days have elapsed since the date of the walk-out, whichever is earlier.
Walkouts. The Company will not demand repayment in the case of legitimate walkouts. In the event that corkage is charged, seventy-fivepercent (75%) of fifteen percent (15%) of the amount charged shall be paid to the employee
