Work Allocation for Staff Within a Department Step 1 Type A Staff (permanent employees) with <100% contracts shall be topped up to 100% in an equitable manner according to seniority and qualifications. Step 2 Type C and Type D Staff working <100% in a department will be offered additional work up to 100% in an equitable manner according to departmental seniority and qualifications. Step 3 Type A Staff with 100% contracts shall be offered overtime work in an equitable manner according to seniority and qualifications. Step 4 Type A Staff with <100% contracts topped up to 100% in Step 1 (above) shall be offered overtime work in an equitable manner according to seniority and qualifications. Step 5 Type C and Type D Staff topped up to 100% in Step 2 (above) will be offered overtime work in an equitable manner according to departmental seniority and qualifications. Step 6 Any remaining available work will be assigned at the discretion of the department. Principles: Determination of available work as ‘overtime’ will be at the discretion of the Manager/Supervisor. Where a Supervisor/Manager has determined that work should be offered to existing employees as overtime, “an equitable manner” shall be interpreted to be a reasonable method in which Supervisors/Managers have made every effort to ensure that the most employees benefit, in descending order of seniority, while respecting the particular needs and parameters of the department to meet short- term, unexpected staffing needs and to maintain efficient functioning. In cases where staff eligible for work have not previously performed the particular work available, the Supervisor/Manager of the area will consult with employees regarding the desire for overtime, review their qualifications, and determine their ability to perform the work. If an employee is unavailable for top-up or overtime work when offered, they do not lose their place in the call-out order. Supervisors/Manager will not be expected to split work available on any given day into shifts of less than 7 hours except where the needs of the department are best met by doing so. No shifts of less than 4 hours will be assigned as a result of this agreement.

Work Allocation for Staff Within a Department‌ This work allocation includes the assignment of additional (top-up) work and overtime for staff with shared job titles. Where additional generalized work in a department is available to be offered to multiple employees who hold the same job title, work will be distributed in the order specified below: Step 1 Type A Staff (permanent employees) with <100% contracts shall be topped up to 100% in an equitable manner according to seniority and qualifications. Step 2 Type C and Type D Staff working <100% in a department will be offered additional work up to 100% in an equitable manner according to departmental seniority and qualifications. Step 3 Type A Staff with 100% contracts shall be offered overtime work in an equitable manner according to seniority and qualifications. Step 4 Type A Staff with <100% contracts topped up to 100% in Step 1 (above) shall be offered overtime work in an equitable manner according to seniority and qualifications. Step 5 Type C and Type D Staff topped up to 100% in Step 2 (above) will be offered overtime work in an equitable manner according to departmental seniority and qualifications. Step 6 Any remaining available work will be assigned at the discretion of the department.

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Compensation for Holidays Falling Within Vacation Schedule If a paid holiday falls on or is observed during an Employee's vacation period, she shall be allowed an additional vacation day with pay at a time mutually agreed upon by the Employer and the Employee.
Six Month Delay for Specified Employees If any payment, compensation or other benefit provided to the Executive in connection with his employment termination is determined, in whole or in part, to constitute “nonqualified deferred compensation” within the meaning of Section 409A and the Executive is a “specified employee” as defined in Section 409A, no part of such payments shall be paid before the day that is six months plus one day after the Executive’s date of termination or, if earlier, the Executive’s death (the “New Payment Date”). The aggregate of any payments that otherwise would have been paid to the Executive during the period between the date of termination and the New Payment Date shall be paid to the Executive in a lump sum on such New Payment Date. Thereafter, any payments that remain outstanding as of the day immediately following the New Payment Date shall be paid without delay over the time period originally scheduled, in accordance with the terms of this Agreement.
Compensation for Additional Services Additional Services shall be compensated as set forth on Exhibit A for the stipulated payment amounts set forth therein. Other Additional Services not set forth on Exhibit A that are required or requested by the Owner shall be compensated as agreed, using the methodology set forth on Exhibit A, prior to the Design Professional undertaking such Additional Services; provided, however, that if such compensation cannot be agreed, the Additional Services shall be performed at the hourly rates set forth and listed in Exhibit B, plus reimbursable expenses pursuant to Article 4.1.3 below, with a limitation as to maximum amount specified.
No Layoff to Compensate for Overtime Employees shall not be required to layoff during regular hours to equalize any overtime worked.
Contractor Responsibility for System Agency’s Termination Costs If the System Agency terminates the Contract for cause, the Contractor shall be responsible to the System Agency for all costs incurred by the System Agency and the State of Texas to replace the Contractor. These costs include, but are not limited to, the costs of procuring a substitute vendor and the cost of any claim or litigation attributable to Contractor’s failure to perform any Work in accordance with the terms of the Contract.
Grantee Responsibility for System Agency’s Termination Costs If the System Agency terminates the Grant Agreement for cause, the Grantee shall be responsible to the System Agency for all costs incurred by the System Agency and the State of Texas to replace the Grantee. These costs include, but are not limited to, the costs of procuring a substitute grantee and the cost of any claim or litigation attributable to Xxxxxxx’s failure to perform any work in accordance with the terms of the Grant Agreement.
Compensation for Overtime Assigned overtime is designated as those hours over the regular hours of work which are requested of the employee by management. Assigned overtime worked shall be paid at the rate of time and one-half (1 1/2).
Reporting Total Compensation of Recipient Executives 1. Applicability and what to report. You must report total compensation for each of your five most highly compensated executives for the preceding completed fiscal year, if— i. the total Federal funding authorized to date under this award is $25,000 or more; ii. in the preceding fiscal year, you received— (a) 80 percent or more of your annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and (b) $25,000,000 or more in annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and iii. The public does not have access to information about the compensation of the executives through periodic reports filed under section 13(a) or 15(d) of the Securities Exchange Act of 1934 (15 U.S.C. 78m(a), 78o(d)) or section 6104 of the Internal Revenue Code of 1986. (To determine if the public has access to the compensation information, see the U.S. Security and Exchange Commission total compensation filings at xxxx://xxx.xxx.xxx/answers/execomp.htm.) 2. Where and when to report. You must report executive total compensation described in paragraph A.1. of this award term: i. As part of your registration profile at xxxxx://xxx.xxx.gov. ii. By the end of the month following the month in which this award is made, and annually thereafter.
Transition to Retirement 24.1 An Employee may advise their Employer in writing of their intention to retire within the next five years and participate in a retirement transition arrangement. 24.2 Transition to retirement arrangements may be proposed and, where agreed, implemented as: (a) a flexible working arrangement (see clause 16 (Flexible Working Arrangements)); (b) in writing between the parties; or (c) any combination of the above. 24.3 A transition to retirement arrangement may include but is not limited to: (a) a reduction in their EFT; (b) a job share arrangement; or (c) working in a position at a lower classification or rate of pay. 24.4 The Employer will consider, and not unreasonably refuse, a request by an Employee who wishes to transition to retirement: (a) to use accrued Long Service Leave (LSL) or Annual Leave for the purpose of reducing the number of days worked per week while retaining their previous employment status; or (b) to be appointed to a role which that has a lower hourly rate of pay or hours (post transition role), in which case: (i) the Employer will preserve the accrual of LSL at the time of reduction in salary or hours; and (ii) where LSL is taken or paid out in lieu on termination, the Employee will be paid LSL hours at the applicable classification and grade, and at the preserved hours, prior to the post transition role until the preserved LSL hours are exhausted.
Interconnection Customer Compensation for Actions During Emergency Condition The CAISO shall compensate the Interconnection Customer in accordance with the CAISO Tariff for its provision of real and reactive power and other Emergency Condition services that the Interconnection Customer provides to support the CAISO Controlled Grid during an Emergency Condition in accordance with Article 11.6.

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