CASUAL/SUPPLEMENTARY LABOUR Sample Clauses

CASUAL/SUPPLEMENTARY LABOUR. Mutual agreement is recorded on the subject of casual/supplemental labour, where only a minimum of such activity is desirable – with the stated and clear aim to handle peak workload situations with overtime activity. The Company reserves the right to engage casual employees directly under the terms of this Agreement/Award. Agreed exceptions to this principle include, among other situations: The deliberate screening of selected casuals, over a trial work period, with the aim of increasing permanent staff levels. Emergency packing situations – such as bulk to ten-pack drawers. Excessive peak workloads, where reasonable overtime cannot satisfy such peaks. For instance, receipt of multiple back ordered items, where delivery is critical to maintaining acceptable customer service levels. Temporary placements for injured or sick employees (or multiple vacation situations). In the main, such supplementary (casual) labour activity is agreed to be minimal. As future emergency, peak workload situations obviously cannot be anticipated in advance, therefore exact requirements for supplementary (casual) labour activity also cannot be determined in advance. Overtime will be offered to permanent employees in preference to supplemental/casual labour. Supplementary labour shall receive wages and conditions no less favourable than those contained in this Agreement.
Sample 1
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Related to CASUAL/SUPPLEMENTARY LABOUR

  • Supplementary Labour (a) If the Employer wishes to engage supplementary labour to perform work performed by its Employees under this Agreement, the Employer must first consult in good faith with the affected Employees.

  • Supplementary Vacation The supplementary vacations as set out below are to be banked on the outlined supplementary vacation employment anniversary date and taken at the employee’s option at any time subsequent to the current supplementary vacation employment anniversary date but prior to the next supplementary vacation employment anniversary date.

  • Casual Labour 19.1.1 A casual employee is an employee employed on an occasional basis and whose work pattern is not regular and systematic. When a person is engaged for casual employment the employee will be informed in writing that the employee is to be employed as a casual, the job to be performed, the classification level, the actual or likely length of engagement including number of hours to be worked per week, and the relevant rate of pay.

  • Supplementary Card a card which is issued by the Bank to the client and/or other person nominated by the client and which is linked to the existing card account of the client;

  • Extended Local Calling Scope Arrangement An arrangement that provides a Customer a local calling scope (Extended Area Service, “EAS”), outside of the Customer’s basic exchange serving area.

  • SUPPLEMENTARY PAYMENTS These Supplementary Payments are subject to the terms of the Principal Coverages and they do not increase the limit of liability stated for the principal coverages except: Claims and Defense Expense Coverage.

  • Menu of Labour Adjustment Strategies Where a work force reduction is necessary, the following labour adjustment strategies will be considered, as applicable.

  • SUPPLEMENTARY INDEX Exhibit A-Local Church Vote Certification Exhibit B-Bill of Sale Exhibit C-Deed(s) Exhibit D-FIRPTA Schedule 3.2-Other Liabilities Schedule 3.4-Financial Statements Schedule 4.3-Subsidiaries Schedule 4.7-Leases & Land Schedule 4.8-Personal Property EXHIBIT A Local Church Certification EXHIBIT B Bill of Sale [Form]

  • Extended Child Care Leave ‌ Upon completion of maternity, adoption and/or parental leave, including any extension to such leaves, a regular employee will be entitled, upon written application, to a leave of absence without pay to care for the child. Subject to Clause 11.3(a), the following conditions shall apply:

  • Annual Leave Loading (a) In addition to their ordinary pay, an employee, other than a shiftworker, will be paid an annual leave loading of 17.5% of their ordinary pay on a maximum of 152 hours/four weeks annual leave per annum.

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