Direct Employment Sample Clauses

Direct Employment. 11(1)(a) 11(3)(d) 11(3)(e) 11(3)(g) 11(3)(k) 11(3)(o) Non-compliant This clause does not meet the requirements of section 11. To the extent that this clause requires the Regional Consultative Committee to review and advise the company on key issues which impact company business including direct employment, the clause does not meet the requirements of section 11(3)(d) as it requires the entity to consult with a building association in relation to the source or number of employees to be engaged, the type of employment offered to employees and the engagement of subcontractors. To the extent that this clause states that the purpose of the Regional Consultative Committee will be to facilitate the implementation of this agreement, the clause does not meet the requirements of section 11(3)(k) as it provides for the monitoring of agreements by persons other than the employer and employees to whom the agreement applies. To the extent that this clause requires the Regional Consultative Committees to review and advise on work on work organisation, it does not meet the requirements of section 11(3)(g) and (o) as it may prescribe the scope of work or tasks that may be performed by employees or subcontractors, or may limit the ability of the employer to determine with its employees when and where work can be performed to meet operational requirements or limit an employer's ability to determine by whom such work is performed.
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Direct Employment. According to the National Automobile Dealers Association (NADA) the average new car dealership employs 69 full time employment jobs. This ranges from sales representatives, after market and warranty sales, service department, mechanics and executive management. The average wage according to NADA is $69,000 per employee. The average wage for Utah County is $38,002 showing the dealership wage far exceeds the county average wage.
Sample 1
Direct Employment. Within the relevant employment legislation of the UK, the PMSC’s home state and the home state of the respective security guard, the PMSC hereby agrees not to solicit the direct employment of any security guard that the PMSC has engaged through the MME process for a period of 24 months following that individuals last engagement’s end date. Where this provision is breached by the PMSC, either deliberately or otherwise, the PMSC agrees to pay $5,000 in compensation to the Supplier to cover the costs of recruitment, client introduction, training and SOP familiarisation.
Sample 1
Direct Employment. All visas The Sponsor must only make a nomination application in respect of a nominee that would work directly for them at an MPE.
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Direct Employment. The Client will not offer direct employment to any of SG during the Team of this Agreement.
Sample 1

Related to Direct Employment

  • Project Employment 1. The Employer may appoint employees into project positions for which employment is contingent upon state, federal, local, grant, or other special funding of specific and of time-limited duration. The Employer will notify the employees, in writing, of the expected ending date of the project employment.

  • Permanent Employment (FULL - TIME & PART-TIME) For the purpose of this Agreement, permanent employees shall mean both full-time and part-time employees.

  • Re-employment An employee who resigns her position and within sixty (60) days is re-employed, shall be granted a leave of absence without pay covering those days absent and shall retain all previous rights in relation to seniority and other fringe benefits subject to any benefit plan eligibility requirements.

  • Other Employment Executive shall not be obligated to seek other employment in mitigation of the amounts payable or arrangements made under this section 3, and the obtaining of any such other employment shall in no event result in any reduction of Company’s obligations to make the payments and arrangements required to be made under this section 3, except to the extent otherwise specifically provided in this Agreement.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Subsequent Employment Those teachers whose employment commences after the start of the school year shall pay a pro-rated amount equal to the percentage of the remaining school year.

  • School Year Employment If an employee is employed on the basis of a school year and such employment contemplates absences from the State payroll during the summer months or vacation periods scheduled by the Appointing Authority which occur during the regular school year, the employee shall nonetheless remain eligible for an Employer Contribution, provided that the employee appears on the regular payroll for at least one (1) working day in the payroll period immediately preceding such absences.

  • Secondary Employment 24.1 Off-duty employment of a security nature conducted according to the procedures set forth below is authorized by the Pensacola Police Department because it confers a substantial benefit upon citizens by allowing an expanded law enforcement presence at minimal expense to the City. However, officers engaged in off-duty security employment should remain constantly aware that they are law enforcement officers utilizing equipment provided by the City of Pensacola while engaging in such activities, and they are perceived by the public as on-duty officers. Therefore, all officers are directed to conduct their behavior while working off-duty in exactly the same manner and following all applicable policies and procedures as though they were working on their scheduled tour of duty. The compensation is provided by an entity other than the City of Pensacola does not diminish an officer’s responsibilities and can never be allowed to present a conflict of interest between the entity providing compensation and the paramount responsibility as a police officer. Under no circumstance will any officer working off-duty disregard any law enforcement responsibility or violate any policy or procedure of the Pensacola Police Department at the request or at the direction of an off-duty employee. Independent judgment as a law enforcement officer must prevail in every situation. A police officer is authorized by Florida Law (F.S.S. 790.052) during off-duty hours – at discretion of their superior officer – to perform law enforcement functions normally performed during work hours. Pensacola Police officers are authorized by the Police Chief to carry firearms off-duty and to perform law enforcement functions for off-duty employment normally performed during duty hours. Members engaging in permanent business or employment shall submit a request for permission to do so to the Police Chief.

  • in Employment If the total value of this contract is in excess of $10,000, Pur- chaser agrees during its performance as follows:

  • Casual Employment (a) A casual employee is an employee engaged as such on an hourly basis.

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