EMPLOYEES WORKING COMPRESSED WEEKS Sample Clauses

EMPLOYEES WORKING COMPRESSED WEEKS. A compressed working weeks arrangement does not affect an employee’s entitlement to sick leave. The number of hours the employee would normally have worked on a particular day but for the compressed weeks arrangement must be recorded as sick leave if an employee is unable to perform their duties due to illness or injury on that day. However, if the employee would be unable to perform their duties due to illness or injury on a day nominated as a nonattendance day then no sick leave is recorded for that day. For example: • if an employee on a compressed working weeks arrangement has nominated to work 10 hours on a Monday and is unable to attend work due to illness or injury on that day, then 10 hours sick leave is paid to the employee; or • if an employee on a compressed working weeks arrangement has nominated to work 10 hours on a Monday and attends at work but leaves after 2 hours due to illness or injury, then 8 hours sick leave is paid to the employee; or • if an employee on a compressed working weeks arrangement is ill or injured on a day nominated as a non-attendance day, then no sick leave application is to be submitted and no sick leave is payable in respect of that day.
Sample 1
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EMPLOYEES WORKING COMPRESSED WEEKS. A compressed weeks arrangement does not affect an employee’s entitlement to a period of 4, 5 or 6 (as appropriate) calendar weeks of recreation leave. There is no minimum period of recreation leave applying to an employee on a compressed weeks arrangement. The number of hours an employee would normally have worked on a particular day during a compressed weeks agreement must be recorded as recreation leave if the employee is on recreation leave for that day. However, if the nominated day of non-attendance of an employee falls during a period of recreation leave, then no hours of recreation leave are recorded and no leave debited from their accrued entitlement relevant to that day, although the day will count towards the employee’s entitlement of a period of 4, 5 or 6 (as appropriate) calendar weeks of recreation leave.
Sample 1
EMPLOYEES WORKING COMPRESSED WEEKS. A period of long service leave of at least 7 calendar days must commence on the first normal working day of absence and continue up to, but not including, the day on which the employee resumes duty, or commences other leave. Every day occurring during a period of long service leave of at least 7 calendar days (whether it is a normal working day, normally a nominated day off, or other day which is not normally a working day) is to be regarded as a day of long service leave. If an employee working on a compressed weeks arrangement applies for a single day of long service leave if they would usually work a standard day, their single day’s leave should be debited from their accrued entitlement as 1.4 calendar days. If the single day of long service leave constitutes a non-standard working day, the appropriate conversion from the calendar day equivalent should be made in hours. Example: An employee working on a compressed weeks arrangement applying for a single day’s long service leave on a non-standard working day of 9 hours will have 1.4 calendar days x 9 hours/7.5 hours = 1.68 calendar days debited.
Sample 1
EMPLOYEES WORKING COMPRESSED WEEKS. If an employee working on a compressed weeks arrangement applies for a single working day of retention leave, on a day where they would usually work a standard working day, their single day’s leave should be debited from their accrued entitlements as 1 working day. If the single day of retention leave is taken on a day that they would usually work more than a standard working day (e.g. would usually work 9 hours on the relevant day, where a standard working day is 7.5 hours) the relevant number of hours (9 hours) the employee would have worked for that day should be deducted from the employee’s accrued retention leave hours. Note retention leave is accrued based on working days. If an employee is working on a compressed weeks arrangement, retention leave should not be granted on a day that would not otherwise be a working day (i.e. a non-attendance day). For example, if a full time employee is working on a compressed weeks arrangement under which they work 37.5 hours each week between Monday to Thursday, retention leave should not be granted on a Friday (non-attendance day).
Sample 1

Related to EMPLOYEES WORKING COMPRESSED WEEKS

  • Compressed Work Week The Company and Union recognize the concept of the compressed work week. It is further understood that the compressed work week conditions will apply only to those departments that are on the compressed work week.

  • Employee Workload ‌ The Employer shall ensure that an employee’s workload is not unsafe as a result of employee absence(s). Employees may refer safety related workload concerns to the Occupational Health and Safety Committee for investigation under Article 22.3 (Occupational Health and Safety Committee).

  • EMPLOYEE WORK YEAR A. In-School Work Year

  • 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.

  • Period of Services Unless otherwise stated herein, the Consultant will begin work after receipt of a properly executed copy of this Agreement. This Agreement assumes conditions permitting continuous and orderly progress through completion of the services. Times for performance shall be extended as necessary for delays or suspensions due to circumstances that the Consultant does not control. If such delay or suspension extends for more than six months, Consultant’s compensation shall be renegotiated.

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

  • STATEWIDE ACHIEVEMENT TESTING When CONTRACTOR is an NPS, per implementation of Senate Bill 484, CONTRACTOR shall administer all Statewide assessments within the California Assessment of Student Performance and Progress (“CAASP”), Desired Results Developmental Profile (“DRDP”), California Alternative Assessment (“CAA”), achievement and abilities tests (using LEA-authorized assessment instruments), the Fitness Gram with the exception of the English Language Proficiency Assessments for California (“ELPAC”) to be completed by the LEA, and as appropriate to the student, and mandated by XXX xxxxxxxx to LEA and state and federal guidelines. CONTRACTOR is subject to the alternative accountability system developed pursuant to Education Code section 52052, in the same manner as public schools. Each LEA student placed with CONTRACTOR by the LEA shall be tested by qualified staff of CONTRACTOR in accordance with that accountability program. XXX shall provide test administration training to CONTRACTOR’S qualified staff. CONTRACTOR shall attend LEA test training and comply with completion of all coding requirements as required by XXX.

  • Promoted Employees 1. An employee who has served one-half (1/2) or more of the time required to be considered for their next step increase, shall upon promotion to a position in a higher wage range in the Bargaining Unit, be placed at Step A of the higher range or such other step as will provide an increase of two

  • Pre-Employment Testing A pre-employment drug test will be conducted under the following conditions, except where conditions listed in Part 382.301(b)(c) are met:

  • Compensation for Loss of Employee Tools The Employer will replace all employee tools lost or stolen while stored in a room, building, premises, job, workshop, Employer vehicle or in a lock, up to a value as specified in Appendix A. Where evidence is produced by the employee that they have suffered a greater loss, the Employer shall pay the additional amount.

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