Living Wage Policy. [Reserved]
Living Wage Policy. Living Wage policy does not apply to this Agreement.
Living Wage Policy. As set forth in City Policy and Procedure 161.3 (for a copy, contact Procurement at 000.000.0000). Covered Service Contractors, as well as their subcontractors (first tier only for non-construction, all tiers for construction), shall pay to all of their employees providing Covered Services pursuant to a contract with the City, a living wage for the time spent providing services to the City. (This provision does not include general administrative personnel unless they are assigned to a City project.) “
Living Wage Policy. Pursuant to the Living Wage Policy adopted July 9, 2002 by the City Council and effective October 1, 2002, the City Manager and City Attorney are directed to include the following language in all standard trade services contracts and all unique trade services contracts governed by the Living Wage Policy.
Living Wage Policy. Under City Council Resolution No. 68900, contractors who are awarded certain City service and labor contracts are required to pay a minimum level of compensation to covered employees who work on these projects. Living wages shall mean the wages paid under a collective bargaining agreement between the Contractor and a recognized union representing employees who will perform services pursuant to the Agreement. If the wage rates set forth in the collective bargaining agreement fall below the then current Living Wage Rate set by the City of San Xxxx, the required rate of pay shall be the City’s Living Wage Rate unless the collective bargaining agreement expressly provides that the agreement shall supersede the requirements of the Living Wage Policy. If there is no collective bargaining agreement as described above, not less than the following Living Wage Rate must be paid to covered employees performing work identified in the applicable wage determination issued by the City of San Jose’s Office of Equality Assurance.
Living Wage Policy. Based on the criteria in the City of Austin Living Wage Resolution #020509-91, the City’s Living Wage Policy does not apply to this Grant Agreement.
Living Wage Policy. Under City Council Policy 3-3, contractors who are awarded certain City service and labor contracts are required to pay a minimum level of compensation and provide a minimum number of days of compensated time off to covered employees who work on these projects. ‘Living wages’ mean the wages paid under a collective bargaining agreement between Calpine and a recognized union representing employees who will perform services pursuant to the Agreement. If the wage rates set forth in the collective bargaining agreement fall below the then current Living Wage Rate set by the City, the required rate of pay will be the City’s Living Wage Rate unless the collective bargaining agreement expressly provides that the agreement supersedes the requirements of the Living Wage Policy. If there is no collective bargaining agreement as described above, not less than the following Living Wage Rate must be paid to covered employees performing work identified in the attached Exhibit E Living Wage Determination issued by the City’s Office of Equality Assurance. Calpine must provide twelve (12) days of compensated time off to full time covered employees, and six (6) days of compensated time off to part time covered employees. Paid holidays, paid sick days, paid vacation and paid personal days are allowed to count towards the 12 or six required days.
Living Wage Policy. The District’s Board of Directors has adopted a Living Wage policy. The Proposer will have a contractual obligation to abide by this Living Wage policy, which includes, but is not limited to, providing a living wage as described in the Living Wage policy to Proposer’s personnel assigned to the District. Therefore, Proposers’ Proposal amount should take into consideration its contractual obligation to abide by this Living Wage policy and the maximum annual increase amount.
Living Wage Policy. This Permit is subject to the LWO which is incorporated herein by this reference. A copy of Section 10.37 has been attached hereto for the convenience of the parties as Exhibit D. The LWO requires that, unless specific exemptions apply, “employees” (as defined in Section 10.37 of the Code attached hereto) who render services at Airport are covered by the LWO if any of the following applies: (i) the services are rendered on premises at least a portion of which are visited by substantial numbers of the public on a frequent basis, (ii) any of the services could feasibly be performed by City employees if the awarding authority had the requisite financial and staffing resources, or (iii) the designated administrative agency of City has determined in writing that coverage would further the proprietary interests of City. Employees covered by the LWO are required to be paid not less than a minimum initial wage rate, as adjusted each year for each hour worked during a month on a City agreement. The LWO also requires that such employees be provided with at least twelve (12) compensated days off per year for sick leave, vacation, or personal necessity at the employee’s request, and at least ten (10) additional days per year of uncompensated time to be used for sick leave for the illness of the employee or a member of his or her immediate family where the employee has exhausted his or her compensated days off for that year as provided in Section 10.37.2(b). The LWO requires employers to inform employees making less than Twelve Dollars ($12) per hour of
