to8 Sample Clauses

to8. 04 apply to Computer Systems employees only 8.02 8.02 This clause applies to the NU Group only 8.03 Upon application by the employee and at the discretion of the Employer, or at the request of the Employer and the concurrence of the employee, compensation earned under this article may be taken in the form of compensatory leave, which will be calculated at the applicable premium rate laid down in this article. Compensatory leave earned in a fiscal year and outstanding on 30 September of the next following fiscal year shall be paid at the employee’s hourly rate of pay on 30 September. 8.04 When a payment is being made as a result of the application of this article, the Employer will endeavour to make such payment within six (6) weeks following the end of the pay period for which the employee requests payment, or, if payment is required to liquidate compensatory leave outstanding at the expiry of the fiscal year, the Employer will endeavour to make such payment within six (6) weeks of the commencement of the first (1st) pay period after 30 September of the next following fiscal year. Clause 8.05 applies to the DE and MD Groups only 8.05 When an employee is called back to work without prior notice at any time outside his normal hours of work, for work not contiguous to his normal hours of work, the employee shall be entitled to the greater of: (a) Credit for all hours worked for the purpose of: (i) subparagraph 6.02(c)(i), or (ii) paragraph 7.01(c) if the hours worked are in excess of the normal hours of work for the applicable four (4) week period, or (b) A minimum: (i) credit of four (4) hours of work for the purpose of subparagraph 6.02(c)(i), or (ii) four (4) hours pay at the employee’s hourly rate of pay if the hours worked are in excess of the normal hours of work for the applicable four (4) week period, except that either minimum shall only apply once during a single period of eight (8) hours.

to8. Promoting sustainable and quality employment and supporting labour mobility The number of women in employment in the BSR has been gradually decreasing since 2008, from 158.9 thousand to 150.8 thousand in 2012. With natural population growth up at 2.91 in 2012 from -1.57 in 2001245, imbalance between private and working life creates additional costs in the case of a prolonged period of parental leave at the expense of employment. The negative economic impact manifests itself markedly especially in a dynamically growing region with an inadequate increase in the capacity of childcare facilities. It is crucial that care services for children up to three years of age are supported in the BSR to increase availability of quality, sustainable and affordable solutions, especially in the provision of children’s care services, with the aim to also increase employment in other regions through the possibility of finding a job in the BSR. From a regional point of view, the BSR has great potential in the culture and creativity sector (hereinafter referred to as the “CCS”), which is characterised by significant territorial concentration of businesses and organisations pursing activities in the sector. These could work intensively towards creating clusters with other regions of the SR (e.g. with the European Capital of Culture - Košice, substantially dominated by the areas of human capital and regulatory measures to promote creativity). Around 42.5 % of all CCS enterprises are based in the BSR, of which 91 % is located directly in the city of Bratislava. In addition, the 241 Source: Regional database of the Statistical Office, 2012, own calculations 242 Source: Regional database of the Statistical Office, 2012, own calculations 243 Source: Statistical survey on cost of labour ISCP (MLSAF SR) 1-04,Calculations: TREXIMA Bratislava 244 Source: Statistical Office, 2011, Forecast of Demographic Developments in the Districts of Slovakia by 2025, Demographic Rese arch Centre, INFOSTAT, 2008 245 Source: Regional database of the Statistical Office, 2012 majority of art schools and universities with art and creativity curricula are located here. In order to ensure promotion of job creation in the CCS, a completely new type of physical infrastructure needs to be developed (e.g. creative centres, hubs, etc.) as a spot encouraging creative work, testing and innovation in services. Also related to this is the systematic support for activities to promote employment and investment in self...

to8. Promoting sustainable and quality employment and supporting labour mobility

to8. 6, 8.10, 8.12 - 8.16 shall bind the Parties as from the day of execution of this Agreement.

to8. 2 shall not apply if ZEISS has fraudulently concealed the defect, or ZEISS has assumed a written guarantee of quality within the meaning of Section 444 of the German Civil Code (declaration by ZEISS that the object of purchase has a certain quality at the time of the transfer of risk and that ZEISS intends to be liable for all consequences of its absence irrespective of fault), or for damage based on injury to life, limb or health, as well as in the case of mandatory liability under the Product Liability Act.