Employee Work Week Sample Clauses
The Employee Work Week clause defines the standard number of days and hours an employee is expected to work within a typical week. It usually specifies the start and end days of the work week, such as Monday through Friday, and may outline daily working hours or total weekly hours required. This clause ensures both employer and employee have a clear understanding of regular work expectations, helping to prevent misunderstandings about scheduling and overtime obligations.
Employee Work Week. 1. Hours of Personnel Staffing – In order to serve the public effectively, it is expected that all full time courts and offices be open to the public during the hours from 8:00 A.M. to 4:30 P.M. Courts, especially those with two or more employees in the clerk’s or register’s office, are expected to be open during the noon hour for the convenience of the public, unless otherwise authorized by the Court Administrator. All courts and offices should post their hours of operation prominently.
2. Employee Work Week - The Vermont General Assembly has established 40 (forty) hours to be the standard full time state employee work week. Covered employees shall be assigned a forty (40) hour per week work schedule so as to ensure courts and offices are appropriately open for Judicial Branch business. Holidays –
Employee Work Week. 1. DSA’s and any other U.S. Fair Labor Standards Act (FLSA) exempt employees that may be added to the bargaining unit will be expected to work a minimum of forty (40) hours per week and as is necessary to accomplish the duties of their position in a professionally responsible manner.
2. FLSA covered full-time employees will be scheduled to a normal workweek of forty (40) hours. An employee’s basic weekly salary and eligibility for overtime compensation shall be based on a forty (40) hour workweek schedule.
3. With the permission of their employing State’s Attorney, DSA’s may work from home on sporadic and infrequent occasion when preparing casework or other duties that may be better facilitated by that telework arrangement. In no case will such work qualify the employee for any other compensation or benefit and shall not constitute a precedent for that employee or any other employee.
Employee Work Week. 1. Deputy State’s Attorneys and any other FLSA exempt employees that may be added to the bargaining unit will be expected to work a minimum of forty (40) hours per week and as is necessary to accomplish the duties of their position in a professionally responsible manner.
2. FLSA covered full-time employees will be scheduled to a normal workweek of forty (40) hours. An employee’s basic weekly salary and eligibility for overtime compensation shall be based on a forty (40) hour workweek schedule.
3. With the permission of their employing State’s Attorney, Deputy State’s Attorneys may work from home on sporadic and infrequent occasion when preparing casework or other duties that may be better facilitated by that telework arrangement. In no case will such work qualify the employee for any other compensation or benefit and shall not constitute a precedent for that employee or any other employee.
Employee Work Week. The County may establish a Monday to Friday afternoon shift. Such shift will be staffed by the detective who is assigned “on-call” responsibility in that calendar week. The staffing responsibility for this afternoon shift shall be rotated equally among the detectives. In addition to the above, the District Attorney may alter a detective’s normal 8:30 a.m. to 4:30 p.m. shift on a temporary basis if their assignment(s) necessitate working another shift to complete that assignment. The normal work week shall consist of Five (5) consecutive days commencing on Monday.
Employee Work Week. 1. Bargaining unit employees will be scheduled for a normal workweek of forty (40) hours during Monday-Friday. An employee’s basic weekly salary and eligibility for overtime compensation shall be based on a forty (40) hour workweek schedule.
2. The schedules existing on July 1, 2023, shall be established shifts of five 8-hour days and four 10-hour days.
3. In response to an employee request, and subject to the operating needs of the Department and after consultation with the VSEA, a Sheriff may approve alternative work schedules in which starting and quitting times for individual employees may vary from pre-established standard work schedules. Any alternative work schedule established on or after July 1, 2023, shall be with the mutual agreement of the Sheriff and the employee and subject to the concurrence of the VSEA and the Department. Alternative work schedules include job sharing, four (4) day workweek, alternative schedules with core time, and actual flex time.
4. Prior to establishment of a new shift (a shift with starting and quitting times different from any existing shift) or a new workweek (a combination of workdays constituting forty (40) hours) which is different from any existing combination of workdays, the Department shall notify the VSEA, and will meet, if requested within ten (10) calendar days, on a regular basis to negotiate the impact of this decision for up to forty-five (45) calendar days. At the end of the forty-five
Employee Work Week. 1. A.E.R.O. Educational Center and P.R.I.D.E. The length of work week for bargaining unit members assigned to the A.E.R.O. Educational Center and P.R.I.D.E. programs will be thirty-five (35) hours per week, inclusive of a duty-free lunch period of a minimum of thirty
Employee Work Week. 22
23 1. All Employees will be compensated at their regular hourly rate for each hour worked in a 24 work week up to 40 hours. Employees will be compensated at a rate of one and one-half 25 (1-½) times their regular hourly rate for all hours worked in excess of forty (40) hours in 26 any work week. Paid holidays, as defined in Article X(O), shall be counted as time 27 worked for purposes of calculating overtime. Vacation days, sick days, personal days, 28 bereavement leave days and/or any other available leave, whether paid or unpaid, will not 29 be considered as hours worked and will not be counted towards the calculation of 30 overtime. No Employee will be permitted to work overtime without the approval of his 31 or her supervisor. For purposes of calculating overtime, a work week is defined as the 32 period from 12:00 a.m. on Sunday to 11:59 p.m. on Saturday.
2 2. All Employees are required to accurately record all time worked. 3
4 3. Employees in Classifications V and VI shall not be required to work two (2) eight and 5 one-half hour shifts in any twenty-four hour period, except in case of emergency. 6
7 4. Employees in Classifications V and VI who are called in for work outside of their 8 normally scheduled work day or work week will be provided with a minimum of two (2) 9 hours of work or pay, plus reimbursement for mileage, at the standard IRS rate, for 10 travel from home to work. In the event that an Employee in Classification V or VI is 11 requested to conduct a building check on a weekend or holiday, said Employee will 12 receive a flat rate of pay per day, regardless of time or mileage, according to the 13 following schedule:
14 5. Fiscal Year 2012-2013 $42.50 Fiscal Year 2013-2014 $44.00 Fiscal Year 2014-2015 $44.00