Pay Issues Sample Clauses
Pay Issues. A. An employee’s pay will not be negatively impacted solely by the employee’s decision to telework. Overtime pay, premium pay, special salary rate, and other entitlements continue while the employee telecommutes as long as the employee remains eligible under Federal pay laws/authorities for overtime pay, premium pay, special salary rates, and other entitlements. Employees will be notified by the Department prior to accepting telework of any consequences to their pay entitlements that will result from telework.
B. The governing rules, regulations, and policies concerning attendance, leave, and overtime are unchanged by participation in telework. Hours of duty must be addressed in telework agreements. Employees will be compensated for overtime or night work performed with approval in advance.
C. To claim expenses related to the business use of part of the employee’s home, the employee must meet specific requirements as found in the appropriate Internal Revenue Service’s publications, currently IRS Publications 17 and 587. It is advisable to consult a tax advisor to see if a deduction might be available.
Pay Issues. Administrator pay periods will commence with the first two-week period that falls within the new fiscal year and shall continue on the 8th and 23rd of each month, for the remainder of the fiscal or contractual year unless otherwise terminated prior to the end of the fiscal year or contractual year.
Pay Issues. An employee’s pay will not be negatively impacted solely by the employee’s decision to telework. Overtime pay, premium pay, special salary rate, and other entitlements continue while the employee telecommutes as long as the employee remains eligible under Federal pay laws/authorities for overtime pay, premium pay, special salary rates, and other entitlements. Employees will be notified by the Department prior to accepting telework of any consequences to their pay entitlements that will result from telework Employees are only authorized to telework from the approved alternative work site identified in the Telework Agreement, and only one authorized location will be designated as an employee’s alternate work site and/or alternative duty station. Any temporary change to an employee’s alternate worksite and/or alternative duty station must be infrequent and previously approved by the employee’s supervisor, in a writing.
Pay Issues. 1. Associates who are redeployed to work for an Employer other than their own will continue to be paid their regular rate of pay, including any applicable differentials and overtime under the applicable collective bargaining agreement.
2. Hazard Pay in the amount of $10 per hour differential will take effect on Thursday, March 26, 2020:
Pay Issues. 1. For employees who temporarily work at other sites:
a. Employees who are re-assigned to other sites will maintain all pay and benefits from their originating site. They shall also receive any travel pay above and beyond their normal commute.
b. Employees who bid on temporary positions at other sites will be red-circled at their rate of pay (in accordance with their CBA including all contractual raises) and will keep existing benefits. All other pay provisions for the site they are working at will be followed (differentials, overtime, etc.). They shall also receive any travel pay above and beyond their normal commute.
2. Hazard Pay for employees at SJC working in the Red Zones will take effect on Sunday, June 7, 2020 and will be paid as follows:
a. Med/Surg RNs will receive $13.00 per hour;
b. Critical care RNs will receive $15.00 per hour;
c. All other job titles will receive $12.00 per hour. Employees who spend less than half of their shift in the Red Zone shall receive hazard pay for half of their shift. Employees who spend at least half of their shift in the Red Zone shall receive hazard pay for their full shift.
3. Hazard Pay for all sites excluding SJC shall be paid in the amount of $10 per hour differential will take effect on Sunday, June 7, 2020 as follows:
a. Employees who spend less than half of their shift providing care or ancillary care to COVID-19 patients or PUI shall receive hazard pay for half of their shift.
b. Employees who spend at least half of their shift providing care or ancillary care to COVID-19 patients or PUI shall receive hazard pay for their whole shift.
c. Employees assigned to swabbing in the tent shall be paid hazard pay for the duration of their shift. The above shall cover inpatients, outpatients, and ED patients. It is understood that asymptomatic patients being screened are not considered PUI for purposes of this section. It is understood that if an asymptomatic patient’s test comes back positive, employees who provide care or ancillary care shall receive Hazard Pay as per 3 a & b above. Each Emergency Department shall have a contact tracer document for COVID-19 known positives, PUIs, and patients who have had the COVID-19 swab.