Work and Leave. 6.1 The Deacon normally serves the congregation without stipend or fee.
6.2 The congregation shall reimburse travel expenses incurred in the Deacon’s activities on behalf of the congregation, including automobile at the current IRS rate for business use (except for travel from home to church) and out-of-pocket costs for parking fees and tolls.
6.4 The congregation shall furnish a discretionary fund for the Deacon, funded out of offerings for the poor, other special offerings, and direct donations, to be used for charitable purposes in the congregation’s name, using the congregation’s tax ID number. The Fund should follow diocesan guidelines, including being subject to annual audit. The Deacon shall make a regular report to the Xxxxxx on the use of the fund.
6.5 A Continuing Education Allowance of $________ per year, to be reviewed annually, set aside in a special account, and paid to or on behalf of the Deacon toward expenses incurred in relation to continuing education leave.
6.6 Normal local travel expenses will be reimbursed at the current IRS rates up to $________ annually for use of the Deacon’s privately-owned vehicle (excluding one round trip per day between home and the Church)
6.6.1 The travel budget will provide for the Deacon to attend at diocesan convention, the annual Deacon’s Retreat, and other required meetings. If the congregation is financially unable to pay for some of all the above, the Diocese may be able to help. Such a contingency should be discussed before the contract is signed.
6.7 The congregation shall furnish vestments for the Deacon’s role in congregational liturgies. The Deacon shall furnish vestments for liturgical celebrations elsewhere, at the Deacon’s expense.
6.8 The Deacon shall maintain membership in professional organizations and shall subscribe to professional periodicals and buy religious books, all pertaining to work as deacon, at the Deacon’s expense unless the church agrees to provide a professional expense allowance.
6.9 The Deacon is eligible for the following periods of leave, if possible taken concurrently with leave from secular work:
6.9.1 Four weeks’ vacation each year, to include five Sundays.
6.9.2 Two weeks each year for continuing formation.
Work and Leave. Customers’ needs and expectations change, as do the needs and wishes of our employees. Modern communication techniques have affected the way in which business is done as well as our lifestyle and work models. There is an ongoing move towards working when and where necessary and possible, including working in a way not tied to a particular time or place. Rabobank is adapting to these changes. Mandatory home-working as part of the measures introduced in response to the Coronavirus pandemic has accelerated the process. Flexible workplace concepts have been developed and facilities for teleworking or teleconferencing and for working at home have been provided. Managers and employees discuss work, work models and leave with each other, make arrangements, and adjust them as and when needed. These arrangements mean that the interests of the employee and the organization are served in a well-balanced way - basically, it’s a win- win situation. Employees are given the freedom and facilities to make choices of their own, geared to a sound balance between work and private life. This may lead to differences between situations, employment positions and people.
Work and Leave. 6.1 The Deacon normally serves the congregation without stipend or fee.
6.2 The congregation shall reimburse travel expenses incurred in the Deacon’s activities on behalf of the congregation, including automobile at the current IRS rate for business use (except for travel from home to church) and out-of-pocket costs for parking fees and tolls.
6.3 Payment for the Deacon’s attendance at diocesan convention and other required meetings may be negotiated.
6.4 The congregation shall furnish a discretionary fund for the Deacon, funded out of offerings for the poor, other special offerings, and direct donations, to be used for charitable purposes outside the congregation. The fund shall be set up as an account in the congregation’s name, using the congregation’s tax ID number. The Fund should follow diocesan guidelines, including being subject to annual audit. The Deacon shall make a regular report to the Xxxxxx/Vicar on the use of the fund.
6.5 The congregation shall furnish an allowance for continuing education of $ per year.
6.6 The congregation shall furnish vestments for the Deacon’s role in congregational liturgies. The Deacon shall furnish vestments for liturgical celebrations elsewhere, at the Deacon’s expense.
6.7 The Deacon shall maintain membership in professional organizations and shall subscribe to professional periodicals and buy religious books, all pertaining to work as deacon, at the Deacon’s expense unless the church agrees to provide a professional expense allowance.
6.8 The Deacon is eligible for the following periods of leave, if possible taken concurrently with leave from secular work:
6.8.1 Four weeks vacation each year.
6.8.2 Two weeks each year for continuing formation.
Work and Leave. There is an ongoing move towards hybrid in line with the principles of Rabo@Anywhere. It is also important with hybrid working that managers and employees regularly discuss work, work location, work models and leave with each other and adjust the arrangements made in that regard as and when needed. These arrangements mean that the interests of the employee and the organization are served in a well-balanced way - basically, it’s a win-win situation. Employees are given the freedom and facilities to make choices of their own, geared to a sound balance between work and private life. This may lead to differences between situations, employment positions and people.
3.1 Basic working hours For employees up to and including position group 11, the number of basic working hours averages 36 hours per week. For the Senior management, this figure is an average of 40 hours per week. The employee may submit a request for his working hours to be amended by virtue of the Wet Flexibel Werken (Flexible Working Act). He may submit such a request once every year. In addition the employee can also (apart from this once-only request every year) submit a request for his working hours to be amended owing to unforeseen circumstances. The employer will assess the employee’s application in the light of statutory criteria and will respond within a month. In the event of any change to the working hours, the terms of employment will be calculated on a pro rata basis. The individual working hours figure may not exceed 40 hours per week. Working hours that average more than 36 hours per week will in all cases be spread across five working days per week. For certain employment positions, the employer may set basic working hours that exceed an average of 36 hours per week. The maximum here is 40 hours per week. Minimum working hours may be determined by the employer for certain employment positions or groups of employees, once the relevant works council has agreed to this
3.2 Working hours The usual working hours are Monday through Friday between 7.00 a.m. and 10.00 p.m. and on Saturdays between 8.00 a.m. and 5.00 p.m. The individual working hours of employees will be regularly discussed and agreed between the manager and employee. The employer may allocate time blocks during the individual working hours. Time blocks are times when the employee must always be present. The key issues when discussing individual working hours with the employee are customer service, the proper operation of the...
