Exclusion of Leave from Hours Actually Worked Sample Clauses

Exclusion of Leave from Hours Actually Worked. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision (except Section 3, “Call-Back Work”) to the contrary, any absence including, but not limited to, paid sick leave, disability leave, vacation, holiday, reporting for a draft board, compensatory time off or the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation.
Sample 1Sample 2Sample 3See All (7)
AutoNDA by SimpleDocs
Exclusion of Leave from Hours Actually Worked. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision (except Section 3, “Call-Back Work”) to the contrary, any absence including, but not limited to, paid sick leave, disability leave, bereavement leave, vacation, jury duty, reporting for a draft board, compensatory time off or the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation. Compensation is defined as either cash payment or compensatory time off, or a combination of cash payment and compensatory time off, in accordance with the overtime code established for the employee's class. The decision to pay for overtime worked in cash or compensatory time off shall be at the reasonable discretion of the appointing authority. Employees may request in advance their preference for cash or compensatory time off. The appointing authority shall grant the request if it meets the operational and/or funding needs of the Department. The decision of the Appointing Authority or Designee is final. An employee shall not be denied overtime opportunities due to requested preferences made pursuant to this section. Employees shall have their overtime hours computed as follows: Code "N" – (FLSA Covered) Employees covered by FLSA are eligible for overtime at time and one-half cash or compensatory time off. All employees – All employees are eligible for a minimum of three (3) hours call-back overtime at time and one-half cash or compensatory time off (4.5 hours). Code "E" – (FLSA Exempt) Employees exempt from FLSA are eligible for straight cash or compensatory time off. Appendix “B” of this Agreement sets forth the overtime codes for each class. The decision to pay for overtime in cash or compensatory time off shall be at the discretion of the appointing authority.
Sample 1Sample 2Sample 3See All (6)
Exclusion of Leave from Hours Actually Worked. Notwithstanding any other policy, practice, rule, regulation or Memorandum of Agreement provision (except Section 3, “Call-Back Work”) to the contrary, any absence including, but not limited to, paid sick leave, disability leave, bereavement leave, vacation, holiday, jury duty, reporting for a draft board, compensatory time off for the investigation, preparation or presentation of a grievance, or other release time granted for an employee to engage in lawful employee organization activity, or unpaid work furlough or any other paid or unpaid time off which may be infrequent, sporadic or unpredictable, shall not be counted as hours actually worked during a work period when establishing eligibility for any type of overtime compensation.
Sample 1Sample 2Sample 3See All (5)

Related to Exclusion of Leave from Hours Actually Worked

  • Work from Home The following applies when a Producer requires an employee to work remotely from home:

  • Return from Leave of Absence (a) Before a Nurse may return to work from a leave granted under Article 9.00, she or he must provide a minimum of four (4) weeks written notice of the specific date of his or her return to work, or such shorter time as mutually agreed.

  • Leave for Storms or Hazardous Conditions (a) Time lost by an employee as a result of absence or lateness due to storm conditions or because of the condition of public streets and highways or because an employee finds it necessary to seek permission to leave prior to the end of the regular shift must be:

  • ABSENCE FROM WORK AND REPORTING 17.01 If an employee is unable to report for work, he/she shall give the Employer a minimum of four (4) hours notice. In case of day shift work, this time element shall be one (1) hour. If notice is not given within the required time, the employee shall not be entitled to his/her sick pay on the first day of illness.

  • ABSENCE FROM WORK Subject to the trust deed to the fund of which an employee is a member, the following provisions will apply.

  • Utilization of Sick Leave with Pay Temporary employees who have earned sick leave credits in their temporary appointment shall be eligible for sick leave for any period of absence from employment due to any of the following reasons: • illness; • bodily injury; • disability resulting from pregnancy; • necessity for medical or dental care; • if the employee is a victim of domestic violence, harassment, sexual assault, or stalking; or the parent or guardian of a minor child or dependent who is a victim of domestic violence, harassment, sexual assault or stalking, pursuant to ORS 659A.270 through 659A.290; • attendance at an employee assistance program; • exposure to contagious disease; • for the emergency repair of personal assistive devices which are medically necessary for the employee to perform assigned duties; • attendance upon members of the employee’s or the employee’s spouse’s immediate family, or the equivalent of each for domestic partners, (parent, wife, husband, children, brother, sister, grandmother, grandfather, grandchild, or another member of the immediate household) where the employee’s presence is required because of illness or death; • parental leave. The employee has the duty to insure that they make other arrangements, within a reasonable period of time, for the attendance upon children or other persons in the employee’s care. Certification of an attending physician or practitioner may be required by the Agency to support the employee’s claim for sick leave if the employee is absent in excess of seven (7) days, or if the Agency has evidence that the employee is abusing sick leave privileges. The Agency may also require such certificate from an employee to determine whether the employee should be allowed to return to work where the Agency has reason to believe that the employee’s return to work would be a health hazard to either the employee or to others. (See Section 4 for FMLA and OFLA.)

  • Returning from Leave Employees returning early from leave of absence must submit a request to return to work in writing. Employees returning from a medical leave of absence may be required to certify their ability to return to work at least five (5) working days prior to the requested date of the return. Employees returning early from leave must wait for the next available job opening. Employees returning on the planned date will be placed in the position they left, or an equivalent position.

  • ABSENCE FROM DUTY Unless a provision of this agreement states otherwise (e.g. sick leave), an employee not attending for duty will lose their pay for the actual time of such non- attendance.

  • Leave for Storm Or Hazardous Conditions It is the responsibility of the Nurse to make every reasonable effort to arrive at their work location as scheduled, however, during storm conditions, when such arrival is impossible, or delayed, all absent time will be deemed to be leave, and the Nurse has the option to:

  • General Leave of Absence a) Leave of absence without pay may be granted to employees for valid reasons as set out by Company policy.

Time is Money Join Law Insider Premium to draft better contracts faster.