PTO cashout Sample Clauses

PTO cashout. When a nurse transfers from regular status to per diem status, all of the nurse’s PTO shall be cashed out within one (1) year from the date of transfer.
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PTO cashout. Effective July 1, 20176, an employee’s maximum PTO accrual shall be four hundred eighty (480) hours. For any employee who reaches this four hundred eighty (480) hour cap any time after July 1, 20176, the following provisions shall apply:
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PTO cashout. An employee may cash out a maximum of 80 hours PTO twice a year, as long as the employee has at least 80 PTO hours remaining.
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PTO cashout. Upon a nurse’s written request to the Employer’s Payroll Department, a nurse may elect to cash out up to eighty (80) hours of the nurse’s accrued but unused bank of PTO hours. This amount of cashout must be pre-determined by the nurse at the time of election, the specific pay period when cashout payment is requested must be identified, and at both the time of cashout notice and cashout payment the nurse must have at least one hundred sixty (160) hours of accrued and unused PTO in the nurse’s bank of PTO hours, or PTO cashout will not be permitted. Employees who have four hundred (400) or more accrued and unused PTO hours will be allowed to cash out up to two hundred forty (240) hours of accrued, but unused, PTO hours; provided that one (1) consecutive week of vacation has been taken in the last twelve (12) months.
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PTO cashout. 15.5.1 Effective July 1, 2017, an employee’s maximum PTO accrual shall be four hundred eighty (480) hours. For any employee who reaches this four hundred eighty (480) hour cap any time after July 1, 2017, the following provisions shall apply: Any employee who reaches this four hundred eighty (480) hour cap any time after the start of a fiscal year, must use or cash out all additional hours of PTO accrued after reaching the cap no later than the last date of the fiscal year in which the employee reached the four hundred eighty (480) hour cap. Any PTO hours accrued but not used or cashed out (subject to the one hundred twenty [120] hour cashout limit per fiscal year) by an employee in excess of the four hundred eighty (480) hour cap during a fiscal year will forfeit all PTO hours accrued above four hundred eighty (480) at midnight on June 30 end of that fiscal year.
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PTO cashout. When a nurse transfers from regular status to per 24 diem status, all of the nurse’s PTO shall be cashed out within one year from the 25 date of transfer. 27 3.6.6 Consecutive weekend premium pay. Per diem nurses shall not 28 be eligible for consecutive weekend premium pay described in Article 9.4.4. 30 3.6.7 Non-compliance with availability requirements. Per diem 31 nurses who do not meet their commitment to be available for the required 1 number of shifts shall receive a written notice of non-compliance after the first 2 designated period of non-compliance. This notice shall be sent via certified mail 3 to their home address. A nurse that is non-compliant for two consecutive 4 designated periods shall be subject to removal from per diem employment or 5 may move to per diem no differential status. A nurse that moves to a per diem 6 no differential from a per diem position due to non-compliance may be terminated 7 at the end of the second designated period if they do not meet the criteria for the 8 new designation. The foregoing sentence shall not apply, however, to a per diem 9 nurse who has waived entitlement to the differential in lieu of benefits described 10 in Section 3.6.1. Per diem no differential nurses that fail to meet the minimum 11 work requirement to maintain their skills, as agreed upon in writing, over at least 12 two consecutive designated periods following a written warning may be 13 terminated. Any exceptions to these requirements must be pre-approved by 14 Medical Center leadership.
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PTO cashout. When a nurse transfers from regular status to per 29 diem status, all of the nurse’s PTO shall be cashed out within one (1) year from 30 date of transfer. 32 3.6.7 Consecutive weekend premium pay. Per diem nurses shall not 33 be eligible for consecutive weekend premium pay described in Article 9.4.4.
Sample 1
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PTO cashout. Upon a nurse’s written request to the Employer’s Payroll Department, a nurse may elect to cash out up to eighty (80) hours of the nurse’s accrued but unused bank of DocuSign Envelope ID: D03C71C7-4E45-4740-8B20-12401F5C8D0C PTO hours. This amount of cashout must be pre-determined by the nurse at the time of election, the specific pay period when cashout payment is requested must be identified, and at both the time of cashout notice and cashout payment the nurse must have at least one hundred sixty (160) hours of accrued and unused PTO in the nurse’s bank of PTO hours, or PTO cashout will not be permitted. Employees who have four hundred (400) or more accrued and unused PTO hours will be allowed to cash out up to two hundred forty (240) hours of accrued, but unused, PTO hours; provided that one (1) consecutive week of vacation has been taken in the last twelve (12) months.
Sample 1
PTO cashout. Upon a nurse’s written request to the Employer’s Payroll Department, a nurse may elect to cash out up to eighty (80) hours of the nurse’s accrued but unused bank of DocuSign Envelope ID: D03C71C7-4E45-4740-8B20-12401F5C8D0C DocuSign Envelope ID: D5E6122B-F73D-4AB1-B674-5ECDC71AD972 PTO hours. This amount of cashout must be pre-determined by the nurse at the time of election, the specific pay period when cashout payment is requested must be identified, and at both the time of cashout notice and cashout payment the nurse must have at least one hundred sixty (160) hours of accrued and unused PTO in the nurse’s bank of PTO hours, or PTO cashout will not be permitted. Employees who have four hundred (400) or more accrued and unused PTO hours will be allowed to cash out up to two hundred forty (240) hours of accrued, but unused, PTO hours; provided that one (1) consecutive week of vacation has been taken in the last twelve (12) months.
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Related to PTO cashout

  • Public Benefit It is Xxxxxxxxxx’s understanding that the commitments it has agreed to herein, and actions to be taken by Lunkerhunt under this Settlement Agreement, would confer a significant benefit to the general public, as set forth in Code of Civil Procedure § 1021.5 and Cal. Admin. Code tit. 11, § 3201. As such, it is the intent of Lunkerhunt that to the extent any other private party initiates an action alleging a violation of Proposition 65 with respect to Lunkerhunt failure to provide a warning concerning exposure to DEHP prior to use of the Products it has manufactured, distributed, sold, or offered for sale in California, or will manufacture, distribute, sell, or offer for sale in California, such private party action would not confer a significant benefit on the general public as to those Products addressed in this Settlement Agreement, provided that Lunkerhunt is in material compliance with this Settlement Agreement.

  • XXXXXXXX FAIR EMPLOYMENT PRINCIPLES In accordance with the XxxXxxxx Fair Employment Principles (Chapter 807 of the Laws of 1992), the Contractor hereby stipulates that the Contractor either (a) has no business operations in Northern Ireland, or (b) shall take lawful steps in good faith to conduct any business operations in Northern Ireland in accordance with the XxxXxxxx Fair Employment Principles (as described in Section 165 of the New York State Finance Law), and shall permit independent monitoring of compliance with such principles.

  • 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.)

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