Voluntary Work by Choristers Sample Clauses

Voluntary Work by Choristers. The EMPLOYER shall have the right to post notices advising Choristers of the opportunity to volunteer, without pay or at less then the hourly rehearsal rate specified herein, for work in the Chorale office or at a rehearsal, provided that a copy of said notice first shall have been provided to the AGMA Delegate by mail, facsimile, or personal delivery. Said notice shall contain a statement that anyone volunteering shall be doing so at his/her own individual discretion and there shall be no reward for volunteering, nor any negative consequence for declining to volunteer. Other than posting said notice and reading the notice to the Choristers as a group, the EMPLOYER shall not, orally or in writing, request any Chorister to volunteer, without the prior approval of AGMA. This paragraph does not prohibit the EMPLOYER from accepting any Chorister's offer to volunteer services, which offer is not in response to the posting procedure referred to above. No less often than every two (2) months the EMPLOYER shall make best efforts to provide AGMA with a list of names of any Choristers who volunteer.
Sample 1
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Related to Voluntary Work by Choristers

  • Voluntary quit 2. Discharge for just cause.

  • Voluntary Layoff Appointing authorities will allow an employee in the same job classification and department where layoffs will occur to volunteer to be laid off provided that the employee is in a position requiring the same skills and abilities, as a position subject to layoff. Any volunteer for layoff shall have no formal layoff option. If the appointing authority accepts the employee’s voluntary request for layoff, the employee will submit a non-revocable letter stating they are accepting a voluntary layoff from the University. The employee will be placed on all applicable rehire lists.

  • Voluntary Demotion or Voluntary Reduction in Hours An employee has a right to his regularly assigned time, and shall not have it involuntarily reduced. Employees who take voluntary demotions or voluntary reductions in assigned time in lieu of layoff shall be, at the employee’s option, returned to a position in their former class or to present former positions with increased assigned time as vacancies become available, for a period of five (5) years and three (3) months, except that they shall be ranked in accordance with their seniority on any valid reemployment list.

  • Voluntary Layoffs Prior to implementing any involuntary reduction in force, the deans shall contact all regular faculty members, urging those faculty members to notify the deans within a specified time if they are willing to retire early or to accept leave without pay of a specific duration. The deans will also contact all faculty members who have adjunct or post-retirement contracts, urging those faculty members to notify the deans within a specified time if they are willing to terminate any portions of contracts which extend beyond the current quarter.

  • Termination of Check-Off An employee shall cease to be subject to check-off deductions beginning with the month immediately following the month in which he is no longer a member of the bargaining unit.

  • Voluntary Termination Executive may voluntarily terminate Executive’s employment for any reason upon 30 days’ prior written notice. In such event, after the effective date of such termination, except as provided in Section 2.2 with respect to a resignation for Good Reason, no further payments shall be due under this Agreement, except that Executive shall be entitled to any benefits accrued in accordance with the terms of any applicable benefit plans and programs of the Company.

  • Continuous, Intermittent, and Reduced Work Schedule Leave All leave granted under this Article shall normally be for a continuous period of time for each incident. An employee shall be permitted to take intermittent leave or work on a reduced schedule to take care of a family member with a serious health condition or for his/her own serious health condition when it is medically necessary. Management may require the employee to transfer temporarily to an available alternative position with equivalent compensation for which the employee is qualified that accommodates recurring periods of leave better than the employee’s regular position. Employees who elect a part-time schedule shall receive prorated compensated time off benefits in accordance with Section 4.110 of the Los Angeles Administrative Code during the duration of their part-time schedule. In accordance with the California Family Rights Act (CFRA), leave for the birth, adoption or xxxxxx care placement of a child of an employee (“bonding” leave) does not have to be taken in one continuous period of time. Under CFRA, the basic minimum duration of bonding leave is two weeks, and on any two occasions an employee is entitled to such bonding leave for a time period of not less than one day but less than two weeks’ duration. Any other form of intermittent leave, or work on a reduced schedule, for the purpose of bonding leave shall only be permitted at the discretion of Management. Bonding leave must be concluded within one year of the birth or placement of the child.

  • Termination by Xxxxxxx (a) SORACOM may terminate the Agreement in the following situations, in which case SORACOM will give the Subscriber reasonable notice of such termination.

  • Voluntary Execution I certify and acknowledge that I have carefully read all of the provisions of this Agreement and that I understand and will fully and faithfully comply with such provisions.

  • Voluntary Reduced Work Week Employees subject to the approval by the Appointing Officer may voluntarily elect to work a reduced work week for a specified period of time. Such reduced work week shall not be less than twenty (20) hours per week. Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week.

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