EDITORIAL Clause Samples

EDITORIAL. Teach and Travel editorial team will work with Visit Orlando to provide new and relevant content in SYTA’s digital publications and social channels.

EDITORIAL a) Management recognizes that except in an emergency, no nightside employee shall be required to work overtime on the night prior to his/her day off. b) A reporter may be required to report for duty the day following a night assignment up to one and one-half hours later than his/her normal starting time if he/she has the equivalent in overtime. This period of up to one and one-half hours shall be included as part of the reporter’s full working time that day but shall be a deduction from the total of overtime pay earned on the previous night or for any part thereof. c) It is not the intention of the Management to schedule more Editorial employees to work on Sunday than are necessary for basic news coverage. d) The Guild acknowledges that part of the success of any newspaper is due to the unassigned, off-beat stories of a news or feature nature which are “dug-up” by employees. Guild members undertake during working hours to gather and write such stories. In off hours, the Guild recognizes that a member of the editorial staff will try to telephone the office when accidents, fires, etc., are encountered by chance. e) Management and Guild recognize that employees in some categories, including drama, music, movie, radio, television, columnists and legislative reporters, should have a certain amount of freedom in determining their own hours without precise supervision as to starting and finishing time. These employees undertake to put in a full working week of 37-1/2 hours. Management undertakes on its part to pay them within the general overtime provisions of this Agreement if the normal duties or special assignments of these employees require them to work more than seven and one-half hours per day or more than 37-1/2 hours per week. This arrangement exists for the sake of efficiency. Both parties recognize that it rests on mutual trust. f) As a general rule reporters shall be assigned weekend work (Saturday and Sunday) as a block only. g) The Management shall continue its current practice of minimizing the number of different starting times each week for reporters. h) The Management shall make every effort to have copy desk employees work either day shifts or night shifts only within any given week. i) The Times Colonist may assign one reporter regardless of seniority to the legislature beat who will be exempt from weekend duty and will instead be scheduled to work Monday to Friday (“the Monday to Friday legislative reporter”). The Monday to Friday legislative ...

EDITORIAL. Should a reduction in the workforce occur, any temporary employee employed at the time of the reduction shall be laid off first.

EDITORIAL. An employee shall have the right to express concern to his/her immediate supervisor over matters the employee believes may violate ethical newspaper practices.

EDITORIAL. (a) Where an employee works beyond midnight and is scheduled to work the day shift on the following day he/she may delay the start of his/her shift by the among of time he/she worked past midnight to a maximum of three (3) hours, provided he/she work a full seven and one-half (7.5) hours on the day shift. (b) The employee will not qualify for night shift premium should it occur due to the movement of his/her daily hours. (c) The employee must notify the night editor of his/her intention to take advantage of this clause immediately prior to finishing work.

EDITORIAL. Unfortunately, it was not feasible to publish two issues of the AEWA Newsletter in 2004 due to the heavy workload the Secretariat was confronted with. In that respect, the situation is even worse in 2005, which could be characterized as the ‘AEWA Year of Meetings’. To start with, there is the 6th meeting of the Technical Committee (8-11 May, Flic en Flac, Mauritius), followed by the 3rd meeting of the AEWA Standing Committee (4-5 July, Bonn, Germany), and the 3rd session of the Meeting of Parties (23-27 October, Dakar, Senegal). Finally, a Workshop on sustainable hunting is tentatively planned for early December in Tunisia. On top of this, the Secretariat is strongly involved in a number of activities marking the celebration of the Agreement’s 10th Anniversar y. So this will certainly be a special year for the Agree- ment, and in particular for the Secretariat. Anyway, with the limited resources available, we have at least managed to draft this issue of the Newsletter. The Secretariat is grateful for the infor- mation that was for warded for inclusion in the Newsletter by: UNEP/ CMS Secretariat, Ramsar Bureau, the University of Cape Town (South Africa), ▇▇ ▇▇▇▇▇▇ (UK), BirdLife International, Wetlands Inter- national, the Wader Study Group, OMPO (France), Cˇesky´ Rozhlas (Czech Republic), ▇▇ ▇▇▇ ▇▇▇▇▇▇▇▇ (USA), RSPB (UK), IUCN, RAC/ SPA Secretariat (Tunisia), the Czech Society for Ornithology, the Min- istry of Environmental Protection and ▇▇▇▇▇▇ (▇▇▇▇- ▇▇▇) ▇▇▇ ▇▇▇▇▇▇ (▇▇▇▇▇ ▇▇▇▇▇▇). The Secretariat invites the readers of this Newsletter to provide us with information that might be of inter- est so that it can be shared widely. The next issue of the AEWA Newsletter will be published early in 2006. Until then, information will be disseminated via E- news, an electronic abridged version of the AEWA Newsletter. The first AEWA E-news has been launched by the end of June 2005.

EDITORIAL. If a person hired as a student has his/her status changed to a full-time employee during the summer vacation period or at the end of the summer vacation period, the probationary period of ninety (90) calendar days will start from the date of the change in status from student to full-time. The start date for seniority as it relates to vacation or layoffs shall be the original hire date. The date used for eligibility for group benefits shall begin from the date of the status change.

EDITORIAL. The jurisdiction of the Union shall cover all functions presently performed by the employees specified in this Agreement. When new equipment or processes are to be introduced the Employer shall advise the Union at least sixty (60) calendar days in advance of the change in order to provide opportunity for discussion of any jurisdictional questions involved.

EDITORIAL. The editors and their assistants where so authorized, shall be the judge of an employee’s competence.