Policy on overtime allocation Sample Clauses

Policy on overtime allocation. 1. When weekend overtime is required a shift list will be posted (normally in the computer room). 2. Overtime will normally be given to the employee who would normally do the job on that shift, i.e. the Strapper Operator on night shift would have the first opportunity to work a Friday night overtime shift. If that operator did not want to work the overtime, the Strapper Operator on the other shifts would have the next opportunity followed by the most senior qualified employee. 3. Normally, no employee will be requested to work overtime in such a manner as to result in working a double shift, unless as a last resort. 4. Where an employee has been absent during the current week and is being disciplined for absenteeism, he/she will forfeit the opportunity to work overtime unless a suitable replacement cannot be acquired. 5. A general overtime worksheet will be used first to fill crewing vacancies. 6. During the week, where a regular operator is absent and overtime is required, it will be the normal practice to have the preceding shift operator stay four (4) hours overtime and call in the operator for the following shift for four (4) hours overtime. Overtime - for overtime during the week For call-in: (1) Incumbent (2) Most senior qualified For stay-back: (1) Employee doing the job (2) Most senior qualified 7. Non-bargaining employees shall not perform any work except under the following conditions: 1. For the purpose of experimenting or demonstrating. 2. For the purposes of instructing. 3. In the case of emergencies where bargaining unit employees are not available. No bargaining unit employee will be replaced or displaced as a result of the above. Students may be utilized for the purpose of vacation replacement only. Students are not required to pay the union initiation fee but will pay union dues from day one. Students must have safety shoes as a condition of employment, once completing 30 working days, the company will reimburse the student in the amount of $40.00 per summer term. 8. Bi-weekly shift scheduling Shift schedules will be posted on the bulletin boards on Wednesday of each week, confirming shifts for the following two (2) weeks.
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Policy on overtime allocation. 1. When weekend overtime is required a shift list will be posted (normally in the computer room). 2. Overtime will normally be given to the employee who would normally do the job on that shift, i.e. the Strapper Operator on night shift would have the first opportunity to work a Friday night overtime shift. If that operator did not want to work the overtime, the Strapper Operator on the other shifts would have the next opportunity followed by the most senior quali- fied employee. 3. Normally, no employee will be requested to work overtime in such a manner as to result in working a double shift, unless as a last resort. 4. Where an employee has been absent during the cur- rent week and is being disciplined for absenteeism, he/she will forfeit the opportunity to work overtime unless a suitable replacement cannot be acquired. 5. A general overtime worksheet will be used first to fill crewing vacancies. 6. During the week, where a regular operator is absent and overtime is required, it will be the normal prac- ▇▇▇▇ to have the preceding shift operator stay four (4) hours overtime and call in the operator for the follow- ing shift for four (4) hours overtime. Overtime – for overtime during the week For call-in: (1) Incumbent
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Policy on overtime allocation. 1. When weekend overtime is required a shift list will be posted (normally in the computer room). 2. Overtime will normally be given to the employee who would normally do the job on that shift, i.e. the Strapper Operator on night shift would have the first opportunity to work a Friday night overtime shift. If that operator did not want to work the overtime, the Strapper Operator on the other shifts would have the next opportunity followed by the most senior qualified employee. 3. Normally, no employee will be requested to work overtime in such a manner as to result in working a double shift, unless as a last resort.
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Related to Policy on overtime allocation

  • Maternity Allowance (a) An employee who has been granted maternity leave without pay shall be paid a maternity allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraph (c) to (i), provided that she: (i) has completed six (6) months of continuous employment before the commencement of her maternity leave without pay, (ii) provides the Employer with proof that she has applied for and is in receipt of maternity benefits under the Employment Insurance or Québec Parental Insurance Plan in respect of insurable employment with the Employer, and (iii) has signed an agreement with the Employer stating that: (A) she will return to work on the expiry date of her maternity leave without pay unless the return to work date is modified by the approval of another form of leave; (B) following her return to work, as described in section (A), she will work for a period equal to the period she was in receipt of maternity allowance; (C) should she fail to return to work in accordance with section (A), for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Employer for the full amount of the maternity allowance she has received. Should she return to work but fail to work for the total period specified in section (B), for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Employer for an amount determined as follows: (allowance received) X (remaining period to be worked following her return to work) [ total period to be worked as specified in (B)] however, an employee whose specified period of employment expired and who is rehired by OSFI within a period of thirty (30) days or less is not indebted for the amount if her new period of employment is sufficient to meet the obligations specified in section (B). (b) For the purpose of sections (a)(iii)(B), and (C), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee's return to work will not be counted as time worked but shall interrupt the period referred to in section (a)(iii)(B), without activating the recovery provisions described in section (a)(iii)(C). (c) Maternity allowance payments made in accordance with the SUB Plan will consist of the following: (i) where an employee is subject to a waiting period of two (2) weeks before receiving Employment Insurance maternity benefits, ninety-three per cent (93%) of her weekly rate of pay for each week of the waiting period, less any other monies earned during this period, (ii) for each week that the employee receives a maternity benefit under the Employment Insurance or Québec Parental Insurance plan, she is eligible to receive the difference between ninety-three per cent (93%) of her weekly rate and the maternity benefit, less any other monies earned during this period which may result in a decrease in her maternity benefit to which she would have been eligible if no extra monies had been earned during this period. (d) At the employee's request, the payment referred to in subparagraph 17.02(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance or Québec Parental Insurance maternity benefits. (e) The maternity allowance to which an employee is entitled is limited to that provided in paragraph (c) and an employee will not be reimbursed for any amount that she may be required to repay pursuant to the Employment Insurance Act or the Parental Insurance Act in Québec. (f) The weekly rate of pay referred to in paragraph (c) shall be: (i) for a full-time employee, the employee's weekly rate of pay on the day immediately preceding the commencement of maternity leave without pay, (ii) for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of maternity leave, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee's straight time earnings by the straight time earnings the employee would have earned working full-time during such period. (g) The weekly rate of pay referred to in paragraph (f) shall be the rate to which the employee is entitled for her substantive level to which she is appointed. (h) Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of maternity leave without pay an employee has been on an acting assignment for at least four (4) months, the weekly rate shall be the rate she was being paid on that day. (i) Where an employee becomes eligible for a pay increment or pay revision while in receipt of the maternity allowance, the allowance shall be adjusted accordingly. (j) Maternity allowance payments made under the SUB Plan will neither reduce nor increase an employee's deferred remuneration or severance pay.

  • Gross Income Allocation If any Partner has a deficit Capital Account at the end of any Fiscal Year which is in excess of the sum of (i) the amount such Partner is obligated to restore, if any, pursuant to any provision of this Agreement, and (ii) the amount such Partner is deemed to be obligated to restore pursuant to the penultimate sentences of Treasury Regulations Section 1.704-2(g)(1) and 1.704-2(i)(5), each such Partner shall be specially allocated items of Partnership income and gain in the amount of such excess as quickly as possible; provided that an allocation pursuant to this Section 5.05(c) shall be made only if and to the extent that a Partner would have a deficit Capital Account in excess of such sum after all other allocations provided for in this Article V have been tentatively made as if Section 5.05(b) and this Section 5.05(c) were not in this Agreement.

  • Overtime Meal Allowance Employees required to work more than two (2) hours overtime consecutive with a shift shall be provided with a meal by the Employer.

  • Gross Income Allocations In the event any Partner has a deficit balance in its Capital Account at the end of any Partnership taxable period in excess of the sum of (A) the amount such Partner is required to restore pursuant to the provisions of this Agreement and (B) the amount such Partner is deemed obligated to restore pursuant to Treasury Regulation Sections 1.704-2(g) and 1.704-2(i)(5), such Partner shall be specially allocated items of Partnership gross income and gain in the amount of such excess as quickly as possible; provided, that an allocation pursuant to this Section 6.1(d)(v) shall be made only if and to the extent that such Partner would have a deficit balance in its Capital Account as adjusted after all other allocations provided for in this Section 6.1 have been tentatively made as if this Section 6.1(d)(v) were not in this Agreement.

  • Maternity Leave Allowance ‌ (a) An employee who qualifies for maternity leave pursuant to Clause 21.1, shall be paid a maternity leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer, proof that she has applied for and is eligible to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for maternity leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan, the maternity leave allowance will consist of 15 weekly payments equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee and 85% of the employee's basic pay.