Unpaid Furloughs Sample Clauses

Unpaid Furloughs. 240. There shall be no mandatory unpaid administrative leave (furlough) for represented employees.
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Unpaid Furloughs. AFSCME understands that the Town Manager has the unilateral authority to implement unpaid furloughs. Time will be tracked on timesheets and monitored to ensure that all employees meet the unpaid furlough requirement.
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Unpaid Furloughs. 204. There shall be no mandatory unpaid administrative leave (furlough) imposed by the Court for represented employees without mutual agreement via the meet and confer process.
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Unpaid Furloughs. 30.1 All regular full-time IBEW employees will take 48 unpaid furlough hours in FY 10-11, FY 11-12 and FY 12-13. For FY 10-11, pay reductions to generate savings through the furloughs shall be deducted uniformly over the remaining pay periods between the first full pay period following ratification of the MOU and the end of the fiscal year on June 30, 2011. (Amended 7/1/12)
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Unpaid Furloughs. As an alternative to layoffs in a particular subunit, the Employer and the Union may agree to unpaid furlough time for all employees in that subunit. Prior to deciding whether or not to give such approval the Union will hold a vote among the members in the subunit.
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Unpaid Furloughs. Employees shall not be furloughed during the term of this Memorandum of Understanding unless the parties meet and confer as to how any proposed furloughs would be implemented.
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Unpaid Furloughs. 26.1 The Publisher, at its discretion shall have the right to implement up to one week of unpaid furlough for bargaining unit employees in 2014, and up to one week of unpaid furlough for bargaining unit employees in each of the next two calendar years. In addition, the Publisher, at its discretion, shall have the right to implement another week of unpaid furlough in either 2014 or 2015 or 2016 for bargaining unit employees. The implementation of any of these unpaid furloughs shall be under the same terms and conditions as unpaid furloughs are implemented for non-bargaining unit employees (excepting certain Production employees for whom unpaid furloughs are not feasible and Advertising Department employees). Hourly employees may be allowed to take furlough time in one-day increments subject to departmental needs. Exempt employees must take all five days within a single workweek. The Publisher shall notify the Guild in writing 30 days in advance of any such implementation. If the Publisher notifies the Guild of its intent to implement for non-bargaining unit employees an alternate cost reduction in lieu of unpaid furloughs, the Guild may turn down the alternate cost reduction measure. However, if the Guild turns down the alternate cost reduction measure, the Publisher, may, at its discretion, implement the unpaid furlough program for bargaining unit employees while implementing the alternative cost reduction measure for applicable non- bargaining unit employees.
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Related to Unpaid Furloughs

  • Unpaid Leaves Employees on unpaid leaves may not participate in the matching program while on leave.

  • Overtime-Eligible Unpaid Meal Periods ‌ The Employer and the Union agree to unpaid meal periods that vary from and supersede the unpaid meal period requirements of WAC 000-000-000. Unpaid meal periods for employees working more than five (5) consecutive hours, if entitled, will be a minimum of thirty (30) minutes and will be scheduled as close to the middle of the work shift as possible. Employees working three (3) or more hours longer than a normal workday will be allowed an additional thirty (30) minute unpaid meal period. When an employee’s unpaid meal period is interrupted by work duties, the employee will be allowed to resume their unpaid meal period following the interruption, if possible, to complete the unpaid meal period. In the event an employee is unable to complete the unpaid meal period due to operational necessity, the employee will be entitled to compensation, which will be computed based on the actual number of minutes worked within the unpaid meal period. Meal periods may not be used for late arrival or early departure from work and meal and rest periods will not be combined.

  • Shift Differentials A shift differential of thirty-five cents ($.35) per hour shall be paid for shifts starting between 2:00 p.m. and 9:59 p.m. for employees regularly assigned to such shifts. A shift differential of forty-five cents ($.45) per hour shall be paid for shifts starting between 10:00 p.m. and 3:00 a.m. for employees regularly assigned to such shifts. The differential provided herein shall be part of base pay for overtime pay and other purposes. Employees at the Maine State Prison who are regularly assigned to the 5:00 p.m. to 5:00 a.m. shift are to be paid a shift differential of forty-five cents ($.45) per hour. Employees of mental health and correctional facilities shall be eligible for the second shift differential when their shift begins between 12:00 noon and 4:59 p.m.

  • Unpaid Work In accordance with the Employment Standards Act, no employee shall be required or permitted to perform unpaid hours of work.

  • Unpaid Sick Leave The City Manager shall, upon the advice and recommendation of the City physician, grant unpaid sick leave for up to one (1) year upon application of any employee whose paid sick leave is exhausted. Any extension of such leave shall be subject to the Civil Service Board rules.

  • Unpaid Leave 6. Accrued compensatory time off may be used at the employee’s discretion, with management approval, after exhaustion of 100% sick leave (No. 3 above). However, FLSA compensatory time off shall not be counted against the employee’s four (4) month (nine [9] pay period [720 hours]) family or medical leave entitlement. Therefore, any use of FLSA compensatory time off under this Section shall extend the employee’s family or medical leave by the total amount of FLSA compensatory time off used.

  • Extended Unpaid Maternity Leave (a) An employee is entitled to apply for leave without pay following Maternity Leave (“extended unpaid Maternity Leave”) to extend their leave by up to two years.

  • Unpaid Time Off All accruals must be exhausted prior to taking unpaid time off (unless eligible for EIT access).

  • Unpaid Carer’s Leave (a) An employee is entitled to a period of up to 2 days unpaid carer’s leave for each occasion when a member of the employee’s immediate family, or a member of the employee’s household, requires care or support during such a period because of:

  • Shift Differential The shift differential for employees working on assigned shifts which begin before 6:00 A.M. or which end at or after 7:00 P.M. shall be sixty-five cents ($0.65) per hour for all hours worked on that shift. Such shift differential shall be in addition to the employee's regular rate of pay and shall be included in all payroll calculations, but shall not apply during periods of paid leave. Employees working the regular day schedule who are required to work overtime or who are called back to work for special projects shall not be eligible for the shift differential.

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