Common use of - Eligibility and Pay Clause in Contracts

- Eligibility and Pay. (A) When a holiday falls on the first day of an employee's regularly scheduled days off, it shall be celebrated on the previous workday and when a holiday falls on the second day of an employee's regularly scheduled day off, it shall be celebrated on the following workday, except that at the time of a shift change which necessitates more than a two-day weekend, a holiday which falls on either of the first two days shall be celebrated on the last previous workday, and a holiday which falls on any other day of such weekend shall be celebrated on the next subsequent workday. (B) For each holiday observed (including the employee's birthday), a full-time non-seasonal employee shall be excused from work for eight (8) hours on such day at the discretion of the Appointing Authority or designee. If a full- time non-seasonal employee is working a flexible or alternative work schedule (i.e., anything other than eight (8) hours per day), his/her work schedule for the week shall be adjusted so that the time off on the holiday is equal to eight (8) hours. If one of the holidays mentioned in Section 12.1 occurs while an employee is on vacation leave, such day shall not be charged against vacation leave. Part-time and seasonal employees will only be compensated for time actually worked on holidays. (C) When a full-time non-seasonal overtime (D-level) eligible employee works on a day celebrated as a holiday (in accordance with Section 12.2(A) above), other than the employee's birthday, he/she shall be paid eight (8) hours at straight-time rates as holiday pay. An eligible employee who works on a holiday shall be paid at a rate of time and one-half (1½) for all hours actually worked on the employee’s regularly scheduled shift, which is considered premium pay. For purposes of determining overtime eligibility, holiday pay as provided above shall count towards the forty (40) hour workweek. The hours worked on the holiday during the regularly scheduled shift do not count toward the forty (40) hour workweek. Any hours worked beyond the employee’s regularly scheduled shift on a holiday shall be counted toward the forty (40) hour workweek, if any. (D) To be eligible for holiday pay an employee must have worked the full workday before and the full workday after the holiday, in addition to the full holiday when scheduled as part of the employee's normal work schedule, unless the employee was on an approved vacation leave, personal business day, jury duty, military leave as defined in Section 14.1, compensatory time off, approved union leave, approved FMLA leave, or unless otherwise approved by the Appointing Authority or designee with appropriate emergency medical documentation. In addition, if the employee submits documentation from a physician or other licensed health care provider for each use of sick leave for the day before or the day after the holiday, the employee will be eligible for the holiday pay. The "workday before" refers to the employee's last regularly scheduled workday before the day on which the holiday is celebrated. The "workday after" refers to the first regularly scheduled workday following the day on which the holiday is celebrated. If an employee takes sick leave for all or part of either the work day before or the work day after a holiday, his/her absence from work on the holiday shall be presumed to be due to illness or other circumstance qualifying as sick leave under Section 13.2, and will, therefore, be paid for the holiday from his/her sick leave bank instead of holiday pay, unless the employee submits documentation from a physician or other licensed health care provider, as described above. If the sick leave is used as part of a disability waiting period the employee will receive holiday pay. If the sick leave is used for an extended illness as defined in Article 1, and the employee provides physician verification of the illness, the employee will receive holiday pay. If a D-level employee has no sick leave available under these circumstances, he/she shall be in unpaid status for the holiday, unless the employee submits documentation from a physician or other licensed health care provider, as described above. (E) For the purposes of administering the provisions of this Article 12, holiday time shall apply to the shift beginning on the day that is celebrated as a holiday.

- Eligibility and Pay. (A) When a holiday falls on the first day of an employee's regularly scheduled days off, it shall be celebrated on the previous workday and when a holiday falls on the second day of an employee's regularly scheduled day off, it shall be celebrated on the following workday, except that at the time of a shift change which necessitates more than a two-day weekend, a holiday which falls on either of the first two days shall be celebrated on the last previous workday, and a holiday which falls on any other day of such weekend shall be celebrated on the next subsequent workday. (B) For each holiday observed (including the employee's birthday), a full-time non-seasonal employee shall be excused from work for eight (8) hours on such day at the discretion of the Appointing Authority or designee. If a full- time non-seasonal employee is working a flexible or alternative work schedule (i.e., anything other than eight (8) hours per day), his/her work schedule for the week shall be adjusted so that the time off on the holiday is equal to eight (8) hours. If one of the holidays mentioned in Section 12.1 occurs while an employee is on vacation leave, such day shall not be charged against vacation leave. Part-time and seasonal employees will only be compensated for time actually worked on holidays. (C) When a full-time non-seasonal overtime (D-level) eligible employee works on a day celebrated as a holiday (in accordance with Section 12.2(A) above), other than the employee's birthday, he/she shall be paid eight (8) hours at straight-time rates as holiday pay. An eligible employee who works on a holiday shall be paid at a rate of time and one-half (1½) for all hours actually worked on the employee’s regularly scheduled shift, which is considered premium pay. For purposes of determining overtime eligibility, holiday pay as provided above shall count towards the forty (40) hour workweek. The hours worked on the holiday during the regularly scheduled shift do not count toward the forty (40) hour workweek. Any hours worked beyond the employee’s regularly scheduled shift on a holiday shall be counted toward the forty (40) hour workweek, if any. (D) To be eligible for holiday pay an employee must have worked the full workday before and the full workday after the holiday, in addition to the full holiday when scheduled as part of the employee's normal work schedule, unless the employee was on an approved vacation leave, personal business day, jury duty, military leave as defined in Section 14.1, 14.1 or compensatory time off, approved union leave, approved FMLA leave, or unless otherwise approved by the Appointing Authority or designee with appropriate emergency medical documentation. In addition, if the employee submits documentation from a physician or other licensed health care provider for each use of sick leave for the day before or the day after the holiday, the employee will be eligible for the holiday pay. The "workday before" refers to the employee's last regularly scheduled workday before the day on which the holiday is celebrated. The "workday after" refers to the first regularly scheduled workday following the day on which the holiday is celebrated. If an employee takes sick leave for all or part of either the work day before or the work day after a holiday, his/her absence from work on the holiday shall be presumed to be due to illness or other circumstance qualifying as sick leave under Section 13.2, and will, therefore, be paid for the holiday from his/her sick leave bank instead of holiday pay, unless the employee submits documentation from a physician or other licensed health care provider, as described above. If the sick leave is used as part of a disability waiting period the employee will receive holiday pay. If the sick leave is used for an extended illness as defined in Article 1, and the employee provides physician verification of the illness, the employee will receive holiday pay. If a D-level employee has no sick leave available under these circumstances, he/she shall be in unpaid status for the holiday, unless the employee submits documentation from a physician or other licensed health care provider, as described above. (E) For the purposes of administering the provisions of this Article 12, holiday time shall apply to the shift beginning on the day that is celebrated as a holiday.

- Eligibility and Pay. (A) When a holiday falls on the first day of an employee's regularly scheduled days off, it shall be celebrated on the previous workday day and when a holiday falls on the second day of an employee's regularly scheduled day off, it shall be celebrated on the following workdayday, except that at the time of a shift change which necessitates more than a two-day weekend, a holiday which falls on either of the first two days shall be celebrated on the last previous workday, and a holiday which falls on any other day of such weekend shall be celebrated on the next subsequent workday. (B) For each holiday observed (including the employee's birthday), a full-time non-seasonal employee shall be excused from work for eight (8) hours on such day at the discretion of the Appointing Authority or designee. If a full- time non-seasonal employee is working a flexible or alternative work schedule (i.e., anything other than eight (8) hours per day), his/her work schedule for the week shall be adjusted so that the time off on the holiday is equal to eight (8) hours. If one of the holidays mentioned in Section 12.1 occurs while an employee is on vacation leave, such day shall not be charged against vacation leave. Part-time and seasonal employees will only be compensated for time actually worked on holidays. (C) When a full-time non-seasonal overtime (D-level) eligible employee works on a day celebrated as a holiday (in accordance with Section 12.2(A) above), other than the employee's birthday, he/she shall be paid eight (8) hours at straight-time rates as holiday pay. An eligible employee who works on a holiday shall be paid at a rate of time and one-half (1½) for all hours actually worked on the employee’s regularly scheduled shift, which is considered premium pay. For purposes of determining overtime eligibility, holiday pay as provided above shall count towards the forty (40) hour workweek. The hours worked on the holiday during the regularly scheduled shift do not count toward the forty (40) hour workweek. Any hours worked beyond the employee’s regularly scheduled shift on a holiday shall be counted toward the forty (40) hour workweek, if any. (D) To be eligible for holiday pay an employee must have worked the full workday before and the full workday after the holiday, in addition to the full holiday when scheduled as part of the employee's normal work schedule, unless the employee was on an approved vacation leave, personal business day, jury duty, military leave as defined in Section 14.1, 14.1 or compensatory time off, approved union leave, approved FMLA leave, or unless otherwise approved by the Appointing Authority or designee with appropriate emergency medical documentation. In addition, if the employee submits documentation from a physician or other licensed health care provider for each use of sick leave for the day before or the day after the holiday, the employee will be eligible for the holiday pay. The "workday before" refers to the employee's last regularly scheduled workday before the day on which the holiday is celebrated. The "workday after" refers to the first regularly scheduled workday following the day on which the holiday is celebrated. If an employee takes sick leave for all or part of either the work day before or the work day after a holiday, his/her absence from work on the holiday shall be presumed to be due to illness or other circumstance qualifying as sick leave under Section 13.213.7, and will, therefore, be paid for the holiday from his/her sick leave bank instead of holiday pay, unless the employee submits documentation from a physician or other licensed health care provider, as described above. If the sick leave is used as part of a disability waiting period the employee will receive holiday pay. If the sick leave is used for an extended illness as defined in Article 1Section 13.8, and the employee provides physician verification of the illness, the employee will receive holiday pay. If a D-level employee has no sick leave available under these circumstances, he/she shall be in unpaid status for the holiday, unless the employee submits documentation from a physician or other licensed health care provider, as described above. (E) For the purposes of administering the provisions of this Article 12, holiday time shall apply to the shift beginning on the day that is celebrated as a holiday.

- Eligibility and Pay. (A) When a holiday falls on the first day of an employee's regularly scheduled days off, it shall be celebrated on the previous workday and when a holiday falls on the second day of an employee's regularly scheduled day off, it shall be celebrated on the following workday, except that at the time of a shift change which necessitates more than a two-day weekend, a holiday which falls on either of the first two days shall be celebrated on the last previous workday, and a holiday which falls on any other day of such weekend shall be celebrated on the next subsequent workday. (B) For each holiday observed (including the employee's birthday), a full-time non-seasonal employee shall be excused from work for eight (8) hours on such day at the discretion of the Appointing Authority or designee. If a full- time non-seasonal employee is working a flexible or alternative work schedule (i.e., anything other than eight (8) hours per day), his/her work schedule for the week shall be adjusted so that the time off on the holiday is equal to eight (8) hours. If one of the holidays mentioned in Section 12.1 occurs while an employee is on vacation leave, such day shall not be charged against vacation leave. Part-time and seasonal employees will only be compensated for time actually worked on holidays. (C) When a full-time non-seasonal overtime (D-level) eligible employee works on a day celebrated as a holiday (in accordance with Section 12.2(A) above), other than the employee's birthday, he/she shall be paid eight (8) hours at straight-time rates as holiday pay. An eligible employee who works on a holiday shall be paid at a rate of time and one-half (1½) for all hours actually worked on the employee’s regularly scheduled shift, which is considered premium pay. For purposes of determining overtime eligibility, holiday pay as provided above shall count towards the forty (40) hour workweek. The hours worked on the holiday during the regularly scheduled shift do not count toward the forty (40) hour workweek. Any hours worked beyond the employee’s regularly scheduled shift on a holiday shall be counted toward the forty (40) hour workweek, if any. (D) To be eligible for holiday pay an employee must have worked the full workday before and the full workday after the holiday, in addition to the full holiday when scheduled as part of the employee's normal work schedule, unless the employee was on an approved vacation leave, personal business day, jury duty, military leave as defined in Section 14.1, compensatory time off, approved union leave, approved FMLA leave, or unless otherwise approved by the Appointing Authority or designee with appropriate emergency medical documentation. In addition, if the employee submits documentation from a physician or other licensed health care provider for each use of sick leave for the day before or the day after the holiday, the employee will be eligible for the holiday pay. The "workday before" refers to the employee's last regularly scheduled workday before the day on which the holiday is celebrated. The "workday after" refers to the first regularly scheduled workday following the day on which the holiday is celebrated. If an employee takes sick leave for all or part of either the work day before or the work day after a holiday, his/her absence from work on the holiday shall be presumed to be due to illness or other circumstance qualifying as sick leave under Section 13.2, and will, therefore, be paid for the holiday from his/her sick leave bank instead of holiday pay, unless the employee submits documentation from a physician or other licensed health care provider, as described above. If the sick leave is used as part of a disability waiting period the employee will receive holiday pay. If the sick leave is used for an extended illness as defined in Article 1, and the employee provides physician verification of the illness, the employee will receive holiday pay. If a D-level employee has no sick leave available under these circumstances, he/she shall be in unpaid status for the holiday, unless the employee submits documentation from a physician or other licensed health care provider, as described above. (E) For the purposes of administering the provisions of this Article 12, holiday time shall apply to the shift beginning on the day that is celebrated as a holiday.

- Eligibility and Pay. (A) When Employees shall be eligible for holiday pay under the following conditions: 8.3.1 The employee would have been scheduled to work on such a day if it had not been observed as a holiday unless the employee is on layoff. 8.3.2 The employee worked his/her last scheduled day prior to, and the first scheduled day after the holiday unless he/she is excused by the Employer or he/she is absent for any authorized paid leave. 8.3.3 If a holiday is observed on an employee’s scheduled day off, or during his/her vacation or on paid sick leave, at the employee’s option upon mutual agreement between the employee and employer, REJECT he/she shall be paid for the un-worked holiday, or be given the preceding or following work dayoff. Question: what occurs if mutual agreement is not reached? 8.3.4 Eligible employees who perform no work on a holiday shall be paid their current hourly rate of pay times the number of hours in their regular workday. 8.3.5 Whenever a holiday shall fall on a Saturday, the preceding Friday shall be observed as the holiday. Whenever a holiday shall fall on a Sunday, the succeeding Monday shall be observed as the holiday. If a holiday falls on a Saturday or Sunday and is the first day of an employee's ’s regularly scheduled days offworkday, it the holiday shall be celebrated on observed the previous workday and when a day upon which said holiday falls on the second day of falls. 8.3.6 If an employee's regularly scheduled day off, it shall be celebrated on the following workday, except that at the time of a shift change which necessitates more than a two-day weekend, a holiday which falls on either of the first two days shall be celebrated on the last previous workday, and a holiday which falls employee works on any other day of such weekend shall be celebrated on the next subsequent workday. (B) For each holiday observed (including the employee's birthday), a full-time non-seasonal employee shall be excused from work for eight (8) hours on such day at the discretion of the Appointing Authority or designee. If a full- time non-seasonal employee is working a flexible or alternative work schedule (i.e., anything other than eight (8) hours per day), his/her work schedule for the week shall be adjusted so that the time off on the holiday is equal to eight (8) hours. If one of the holidays mentioned in Section 12.1 occurs while an employee is on vacation leave, such day shall not be charged against vacation leave. Part-time and seasonal employees will only be compensated for time actually worked on holidays. (C) When a full-time non-seasonal overtime (D-level) eligible employee works on a day celebrated as a holiday (in accordance with Section 12.2(A) listed above), other than the employee's birthday, he/she shall be paid eight (8) hours at straight-time rates as the following premium rate in addition to his/her holiday pay. An eligible employee who works on a holiday shall be paid at a rate of time . 8.3.6.1 One and one-/half (1½) times his/her regular rate of pay for all hours actually worked on within his/her regular workday. 8.4.6.2 Two (2) times his/her regular rate of pay for all hours in excess of his/her regular workday. County Economic Proposal #2 ARTICLE 11 - INSURANCE BENEFITS‌ no issues whatsoever with the employee’s regularly scheduled shift, which is considered premium pay. For purposes addition of determining overtime eligibility, holiday pay as provided above shall count towards the forty (40) hour workweek. The hours worked on the holiday new plans during the regularly scheduled shift do not count toward term of the forty (40) hour workweeknew contract, however our members need certainty in knowing the existing two plans will experience no changes during the term of the new contract. Any hours worked beyond However, the employee’s regularly scheduled shift on Union proposes the following “opener” language: The parties mutually agree to a holiday shall medical & dental benefit opener in any year where the combined cost of medical & dental premiums increase 10% or more. In order for the opener to apply, the combined cost of medical and dental premiums must be counted toward the forty (40) hour workweek, if any. (D) To be eligible for holiday pay an employee must have worked the full workday before and the full workday after the holiday, in addition 10% or higher from one year to the full holiday when scheduled as part of the employee's normal work schedule, unless the employee was on next. As an approved vacation leave, personal business day, jury duty, military leave as defined in Section 14.1, compensatory time off, approved union leave, approved FMLA leave, or unless otherwise approved by the Appointing Authority or designee with appropriate emergency medical documentation. In additionexample, if the employee submits documentation from a physician total cost of premiums are $1,500,000 in 2021 then they would have to be $1,650,000 or other licensed health care provider for each use of sick leave higher in 2022 to trigger the opener. The parties recognize that by the time the employer receives benefit quotes for the day before or the day after the holidayupcoming year, it may be too late to negotiate any plan design changes. However, the employee parties agree to meet to discuss premium share changes and/or plan design changes for subsequent years. No changes will be eligible for made in medical and/or dental benefits during the holiday pay. The "workday before" refers to the employee's last regularly scheduled workday before the day on which the holiday is celebrated. The "workday after" refers to the first regularly scheduled workday following the day on which the holiday is celebrated. If an employee takes sick leave for all or part of either the work day before or the work day after a holiday, his/her absence from work on the holiday shall be presumed to be due to illness or other circumstance qualifying as sick leave under Section 13.2, and will, therefore, be paid for the holiday from his/her sick leave bank instead of holiday pay, unless the employee submits documentation from a physician or other licensed health care provider, as described above. If the sick leave is used as part of a disability waiting period the employee will receive holiday pay. If the sick leave is used for an extended illness as defined in Article 1, and the employee provides physician verification term of the illness, the employee will receive holiday pay. If a D-level employee has no sick leave available under these circumstances, he/she shall be in unpaid status for the holiday, agreement unless the employee submits documentation from a physician or other licensed health care provider, as described abovemutually agreed upon by both parties. (E) For the purposes of administering the provisions of this Article 12, holiday time shall apply to the shift beginning on the day that is celebrated as a holiday.

- Eligibility and Pay. (A) When a holiday falls on the first day of an employee's regularly scheduled days off, it shall be celebrated on the previous workday day and when a holiday falls on the second day of an employee's regularly scheduled day off, it shall be celebrated on the following workdayday, except that at the time of a shift change which necessitates more than a two-day weekend, a holiday which falls on either of the first two days shall be celebrated on the last previous workday, and a holiday which falls on any other day of such weekend shall be celebrated on the next subsequent workday. (B) For each holiday observed (including the employee's birthday), a full-time non-seasonal employee shall be excused from work for eight (8) hours on such day at the discretion of the Appointing Authority or designee. If a full- time non-seasonal employee is working a flexible or alternative work schedule (i.e., anything other than eight (8) hours per day), his/her work schedule for the week shall be adjusted so that the time off on the holiday is equal to eight (8) hours. If one of the holidays mentioned in Section 12.1 occurs while an employee is on vacation leave, such day shall not be charged against vacation leave. Part-time and seasonal employees will only be compensated for time actually worked on holidays. (C) When a full-time non-seasonal overtime (D-level) eligible employee works on a day celebrated as a holiday (in accordance with Section 12.2(A) above), other than the employee's birthday, he/she shall be paid eight (8) hours at straight-time rates as holiday pay. An eligible employee who works on a holiday shall be paid at a rate of time and one-half (1½1.5) for all hours actually worked on the employee’s regularly scheduled shift, which is considered premium pay. For purposes of determining overtime eligibility, holiday pay as provided above shall count towards the forty (40) hour workweek. The hours worked on the holiday during the regularly scheduled shift do not count toward the forty (40) hour workweek. Any hours worked beyond the employee’s regularly scheduled shift on a holiday shall be counted toward the forty (40) hour workweek, if any. (D) To be eligible for holiday pay an employee must have worked the full workday before and the full workday after the holiday, in addition to the full holiday when scheduled as part of the employee's normal work schedule, unless the employee was on an approved vacation leave, personal business day, jury duty, military leave as defined in Section 14.1, 14.1 or compensatory time off, approved union leave, approved FMLA leave, or unless otherwise approved by the Appointing Authority or designee with appropriate emergency medical documentation. In addition, if the employee submits documentation from a physician or other licensed health care provider for each use of sick leave for the day before or the day after the holiday, the employee will be eligible for the holiday pay. The "workday before" refers to the employee's last regularly scheduled workday before the day on which the holiday is celebrated. The "workday after" refers to the first regularly scheduled workday following the day on which the holiday is celebrated. If an employee takes sick leave for all or part of either the work day before or the work day after a holiday, his/her absence from work on the holiday shall be presumed to be due to illness or other circumstance qualifying as sick leave under Section 13.213.7, and will, therefore, be paid for the holiday from his/her sick leave bank instead of holiday pay, unless the employee submits documentation from a physician or other licensed health care provider, as described above. If the sick leave is used as part of a disability waiting period the employee will receive holiday pay. If the sick leave is used for an extended illness as defined in Article 1Section 13.8, and the employee provides physician verification of the illness, the employee will receive holiday pay. If a D-level employee has no sick leave available under these circumstances, he/she shall be in unpaid status for the holiday, unless the employee submits documentation from a physician or other licensed health care provider, as described above. (E) For the purposes of administering the provisions of this Article 12, holiday time shall apply to the shift beginning on the day that is celebrated as a holiday.