An Employee must Clause Samples
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An Employee must. (a) request discretionary leave in writing and provide the reason for requesting leave;
(b) make the request not less than 48 hours prior to the proposed commencement time of the leave, unless in the opinion of the Employer, such notice would not be reasonable; and
(c) take discretionary leave as a full-day or a half-day.
An Employee must obtain the approval of the Union and be represented by the Union before an employee grievance can be referred to arbitration.
An Employee must a. Be a Forensic Specialist with the Pasadena Police Department for at least two years.
b. Qualify for and pass the California Criminalistics Institute course "Latent Fingerprint Comparison."
c. Meet the in-service fingerprint training and experience requirements of the police department and be recommended by the senior Pasadena Police Department Fingerprint expert for court qualification.
d. Present a letter from the Deputy District Attorney or City prosecutor stating that he/she has been qualified by a judge in court as a "Fingerprint Expert."
An Employee must. (a) keep ▇▇▇▇▇▇▇▇▇ informed about the time off needed to attend to emergency situations; and
(b) provide Strathony with such reasonable proof of attendance to the emergency situation as it may require.
An Employee must not less than 12 weeks before the expected date of birth of the child, give notice in writing to Council stating the expected date of birth; and
An Employee must comply with a direction given by ACFSPL to perform other available work at the same workplace, or at another workplace, unless:
11.8.2.1. the work is not safe; or
11.8.2.2. applicable occupational health and safety legislation would not permit the work to be performed; or
11.8.2.3. The work is not appropriate for the Employee to perform; or
11.8.2.4. There are other reasonable grounds for the Employee to refuse to comply with the direction.
An Employee must. (1) properly use and maintain all Company assets including clothing, tools and equipment supplied by the Company;
(2) use any technology and perform any duties which are within the limits of the Employee’s skill, competence and training;
(3) maintain commitment to, and comply with, the Company’s directions (consistent with the objectives of the Agreement) with respect to safety and customer satisfaction;
(4) comply with all Company policies as issued and amended by the Company from time to time; and
(5) successfully obtain and hold a relevant licence(s) as required by the LAB and to abide by the directions and conditions accepted in gaining a Licence. The Company may summarily dismiss an Employee who does not hold a valid licence and / or who has done anything that places in jeopardy the ability of that Employee or of the Company to hold a License. This must be done in accordance with the provisions in the Award and this agreement.
(6) complete all reporting of hours in a timely and accurate manner.
An Employee must i) notify his or her Employer as soon as possible of the date on which he or she is required to attend for jury service; and
ii) give his or her Employer written details of—
(1) the date on which the Employee attended for jury service; and
(2) the duration of the period of jury service; and
(3) any remuneration paid to the Employee under section 51 of the Juries ▇▇▇ ▇▇▇▇; and
(4) give his or her Employer any other information as directed by the Juries Commissioner.
An Employee must. ▪ Commence maternity leave 6 weeks before the expected date of confinement, and ▪ Subject to a medical certificate declaring that they are fit to return to work, must remain absent from work on maternity leave for a minimum period of 6 weeks after the actual date of birth of the child.
An Employee must. Provide a reasonable person with a medical certificate from a medical practitioner no later than 10 weeks before the expected date of birth (where possible). • Apply formally for parental leave by providing a written application, stating the dates for leave, four weeks before the first day of the intended leave, • Provide a reasonable person with a signed statutory declaration detailing their leave periods and their partner's leave arrangements, as well as stating that they will be the child's primary caregiver and that they will not do work that is inconsistent with their conditions of employment while on parental leave. Only one parent can be the child's primary care giver at any one time. • These requirements do not apply to an employee when circumstances are beyond their control (e.g. in the event of premature birth).