WORK PRACTICE Clause Samples

WORK PRACTICE. 9.1 You: 9.1.1 will ensure that all of your employees are paid at least the Real Living Wage as outlined by the Living Wage Foundation (registered charity number 1107264); 9.1.2 will not use zero hours contracts in relation to any jobs relating to the Project and/or supported by the Grant where it is inappropriate to do so. Whether or not it is “appropriate” will depend on the nature, type and/or location of the particular job; 9.1.3 must, if you have a duty under the Equality Act 2020 (Gender Pay Gap Information Regulations 2017 (the “2017 Regulations”), to publish an annual report, make available a copy of such report to SOSE; and 9.1.4 undertake to calculate any gender pay gap using the formula in the 2017 Regulations even if the 2017 Regulations do not apply to you. We will support you in making this calculation.
View SourceView Similar (2)
WORK PRACTICE. 6 (a) Two (2) periods of day standby (10 - 12 hours) commencing between 0700 hours and 1000 hours local time; followed by, (b) Two (2) periods of night standby (12 - 14 hours) starting between 1700 hours and 2000 hours local time followed by four (4) days off. • Aggregate Duty time during the eight (8) day roster cycle shall not exceed fifty-four (54) hours. • Aggregate flight time during the eight (8) day roster cycle shall not exceed thirty (30) hours. • Where, as a direct result of an operational requirement the aircraft is required to be operated away from its nominated Home Base, the employee may, during the course of the roster, revert to other Work Practices in this Agreement. The employee’s Duty and flight time records shall clearly indicate the Work Practice in use. • During the period of standby undertaken at work, an employee must have unrestricted access to suitable sleeping accommodation.
View Source
WORK PRACTICE. 1 (a) The Company may roster an employee based upon a 28 (15/13) day cycle subject to the following conditions: (b) This work practice does not apply to, or impact the EMS crew personnel, unless required for a declared state emergency deployment, or similar • When required to be on Standby an employee shall not perform Duty for an aggregate period greater than 12 hours elapsed in any 24 hours. • Employees may be required to be on Standby for the duration of the tour. • Aggregate Duty time shall not exceed 102 hours in any tour of Duty. • Aggregate flight time shall not exceed 60 hours in any tour of Duty. • On the completion of a tour of Duty, the employees will be required to have one day off for each five-day block worked. • Duty may only be split once in any 24 consecutive hours. • The period from commencement of Duty to final completion of any split Duty shall not exceed 16 hours for two pilot operations or 15 hours for single pilot operation or a combination of single and two pilot operations. • Split Duty should not be rostered on consecutive days if the period from commencement of Duty to final completion of any split Duty exceeds 12 hours. • Split Duty shall not be conducted on more than 3 occasions in 14 days if the period from commencement of Duty to final completion of any split Duty exceeds 12 hours.
View Source
WORK PRACTICE. Employees on the Canadian side of the bridges may perform work on the United States side of the bridges and employees from the United States side of the bridges may perform work on the Canadian side of the bridges, provided that no such interchange of employees shall be used to deprive any employee of his regularly scheduled work hours. Subject to Article respecting the rights of Management, the Commission agrees that in the event of a movement of work or re-organization of operations to the American property of the Commission, the agrees not to terminate or alter the status of any employee unless and until the Commission and the Union have had the opportunity to resolve any disputes arising from the termination or alteration of the employment status through negotiation.
View Source
WORK PRACTICE. 4 Subject to Clause 22.12
View Source

Related to WORK PRACTICE

  • Work Practices Where the Employer provides overtime, a minimum of one hour shall be provided which shall be worked. When on Employee and the Employer mutually agree, less than an hour overtime may be worked, which shall then be paid pro rata for overtime worked. Overtime shall be offered on a fair and equitable basis with an agreed roster being observed at the Refinery.

  • Personnel Practices Section 1. The parties agree to establish a Labor-Management Committee to consult on personnel practices. The Committee will consist of five (5) representatives selected by the County and five (5) representatives by the SEIU Local 721. The Chief Executive Officer will designate a representative from CEO/Employee Relations and Department of Human Resources who have authority to resolve issues. The Committee will meet quarterly and consult on County-wide personnel practices including, but not limited to, performance evaluations, appraisals of promotability, grievance, arbitration, appeal processes, and resolution and payment of awards. Section 2. Dignity and Professionalism in the Workplace 1. The Union and Management are committed to working together to ensure a healthy and professional work environment free from emotional and psychological abuse and intimidation and to promote dignity for all workforce members. 2. The Union and Management agree to work together to develop a training program open to managers and SEIU Local 721 represented employees through the Workforce Development Program, the Million Dollar Training Fund and/or other sources of funding designated to promote dignity, prevent and reduce intimidation and other forms of emotional and psychological abuse in the workplace and create awareness of its negative impact. 3. Labor and Management are committed to working together to address complaints of intimidation and other forms of emotional and psychological abuse in the workplace in a timely manner. 4. The County Department of Human Resources is committed to working with the Union to develop policy to promote dignity and respect at the workplace and to prevent intimidation and other forms of emotional and psychological abuse in the workplace. Section 3. Communication through County E-mail Recognizing that e-mail is a standard medium of business communication, the County will meet with representatives of the Union to consider the feasibility of communication with bargaining unit members through their County e-mail addresses. This workgroup will complete its work within 60 days of the Board of Supervisors’ approval of the MOU. The workgroup will present recommendations to the Board of Supervisors for any policy changes. Section 4. Education Based Discipline Education-Based Discipline (EBD) is offered when an employee must serve a suspension from duty as a result of some type of policy violation, but rather than serving the suspension days at home with a loss of pay, some or all of those days can be substituted for a relevant training class or classes. Participation in the program is voluntary for the employee. The Personnel Practices Committee defined in Section 1 will meet to discuss expansion of EBD to all departments in the County.

  • Data Practices Supplier and Sourcewell acknowledge Sourcewell is subject to the Minnesota Government Data Practices Act, Minnesota Statutes Chapter 13. As it applies to all data created and maintained in performance of this Agreement, Supplier may be subject to the requirements of this chapter.

  • Professional Practice The parties agree that nurses who have professional practice complaints will make such complaint in writing to their manager and if such complaint is not resolved then it will be considered an appropriate topic at ONA management committee, unless otherwise agreed by the parties. The parties agree that ONA members may use the ONA Professional Responsibility and Workload Report Form.

  • FAIR PRACTICES The Union agrees to maintain its eligibility to represent all employees by continuing to admit persons to membership without discrimination on the basis of race, creed, color, national origin, sex or marital status and to represent equally all employees without regard to membership or participation in, or association with the activities of any employee organization. The Board agrees to continue its policy of not discriminating against any employee on the basis of race, creed, color, national origin, sex, marital status or membership or participation in, or association with the activities of, any employee organization.