Wages Hours and Working Conditions. Where negotiable matters pertaining to wages, hours and working conditions are fixed by various City ordinances, the City Manager shall give notice to the Secretary of the Union with a copy to the Staff Representative of any proposed enactment or repeal of, or any amendments to, any such ordinance applicable to members of the bargaining unit. Such notice shall be given no less than ten (10) days prior to the first meeting of the City Council where such ordinance is considered, and shall be in writing and contain a copy of the ordinance proposed to be enacted or of the proposed amendment, or shall refer by code number to any ordinance proposed to be repealed. No ordinance affecting wages, hours or working conditions of members of the bargaining unit shall be enacted by the City Council unless mutually agreed upon between the City Manager (or designee) and the collective bargaining committee of the Union.
Wages Hours and Working Conditions. Section 1. Bus driver salaries are based on the amount of time required for each run at the applicable rate per hour. Time has been allowed for maintaining and gassing buses, waiting time, show-up time and nuisance factor. Routes that drop off and pick up students in Xxxxxxxxx shall be paid at 4.0 hour flat rate. In order for this route be considered a Xxxxxxxxx route, the majority of students must be picked up in that area. Each bus driver is responsible for the general appearance of their assigned bus and will be paid an additional 26 minutes before each morning and afternoon run to do bus safety check, minor maintenance, gas the bus, clean the bus, and warming up the bus. At any time it is found that any of the following: safety check, minor maintenance, fueling the bus, cleaning the bus and warming up the bus is not being done 26 minutes before each run will be deducted for one pay period and a letter put in their personnel file.
Wages Hours and Working Conditions. 28.1 All employees shall be subject to wage progression in accordance with the following wage progression schedule. The biweekly base wage rate salary and progression schedule set forth in Addendum A is based on a forty (40) hour workweek, notwithstanding other provisions of this Agreement to the contrary. Step One-First Six (6) Months (Months 1-6) of Continuous Service--Seventy-Five Percent (75%) of the maximum biweekly base wage rate. Step Two-After Six (6) Months (Months 7-18) of Continuous Service--Eighty Percent (80%) of the maximum biweekly base wage rate. Step Three-After Eighteen (18) Months (Months 19-30) of Continuous Service- -Eighty-Five Percent (85%) of the maximum biweekly base wage rate. Step Four-After Thirty (30) Months (Months 31-42) of Continuous Service--Ninety Percent (90%) of the maximum biweekly base wage rate. Step Five-After Forty-Two (42) Months (Months 43-48) of Continuous Service-- One Hundred Percent (100%) of the maximum biweekly base wage rate.
Wages Hours and Working Conditions. A. Job share partners shall be treated in the same manner as other part-time bargaining unit members with relation to compensation and benefits.
Wages Hours and Working Conditions. In any case, where an Individual Employer employs a craft person plasterer or craft person plasterer apprentice, a Hod Carrier shall be employed. Whenever an employee covered by this agreement works outside the jurisdiction of this Agreement or with employers covered by an agreement with another Local Union in the same craft, and the scale of wages varies, such employee shall receive the higher scale of wages.
Wages Hours and Working Conditions. Wages, hours and working conditions, as covered by the supplement attached hereto, shall be considered a part of this agreement as though specifically incorporated therein.
Wages Hours and Working Conditions. Parties to Agreement] As soon as practicable after the enactment of this Act [Aug. 12, 1970], the Postmaster General and the labor organizations which as of the effective date of this section [see note below] hold national exclusive recognition rights granted by the Post Office Depart- ment, shall negotiate an agreement or agreements cov- ering wages, hours, and working conditions of the em- ployees represented by such labor organizations. The parties shall commence bargaining for such agreement or agreements not later than 30 days following delivery of a written request therefor by a labor organization to the Postmaster General or by the Postmaster General to a labor organization. Any agreement made pursuant to this section shall continue in force after the com- mencement of operations of the United States Postal Service in the same manner and to the same extent as if entered into between the Postal Service and recog- nized collective-bargaining representatives under chap- ter 12 of title 39, United States Code.
Wages Hours and Working Conditions. Job share partners shall be treated in the same manner as other part-time bargaining unit members with relation to compensation and benefits. Job-sharing certificated employees shall be given experience credit for advancement on the salary schedule based on the employee’s FTE. Continuing contract employees who have been granted a job share may either resign the remaining portion of his/her FTE or apply for a leave of absence for the remaining portion of his/her FTE. If an employee wishes to continue a job share after one year, he/she must resign the leave portion of his/her assigned FTE. After one year the District is under no obligation to hold open the position a job share partner held before assuming a job share assignment. (For Leave of Association President see Section 5.9) Should a job sharing participant not be able to complete the job sharing situation for any reason, the district will deal with the situation according to the following priorities: First, offer full time employment to the remaining job sharing person; Second, seek a compatible replacement, with the remaining partner working full-time until the replacement can be found; Third, if the remaining partner is unable to assume the full-time responsibility until a replacement is found, a substitute will be identified to work until a replacement is found. Application Procedures Employees with satisfactory evaluations who have non-provisional continuing contracts with the District may apply for a job share assignment. Such application should be submitted as a team in writing to the building principal by April 1 of the preceding contract year and indicate the employees’ desire to job share the ensuing school year. The proposed teaching combination must have the approval of the building principal and the Director of Human Resources. Responsibilities of job share partners shall be divided and/or allocated according to a written plan designed by the job-share partners with the approval of their immediate supervisor. Items to be addressed in job sharing applications are set forth in Appendix C.
Wages Hours and Working Conditions. Section 2.2 B Change to read: Work on Sundays may be required for all employees. with the exception of employees previously covered under the Industry Meat Agreement and hired on or before May 1, 1983. No Employee may be required to work more than 46 Sundays.
