STANDING DOWN EMPLOYEES. The employer has the right to deduct payment for any day the employee cannot be usefully employed because of any strike or through any breakdown in machinery or any stoppage of work by any cause for which the employer cannot reasonably be held responsible.
STANDING DOWN EMPLOYEES. The employer may stand down any employee without pay on any day, or for part of any day, on which the employee cannot be usefully employed because of the occurrence of anything for which the employer is not responsible and over which the employer has no control e.g. cyclone.
STANDING DOWN EMPLOYEES. Summary The employer has the right to stand down an employee without pay in certain circumstances. The employer has the right to deduct payment for any day the employee cannot be usefully employed because of any strike or through any breakdown in machinery or any stoppage of work by any cause for which the employer cannot reasonably be held responsible.
STANDING DOWN EMPLOYEES. 3.8.1 The Employer has the right to deduct payment for any day or part of a day an Employee(s) cannot be usefully employed because of:
STANDING DOWN EMPLOYEES. 22.1 The Company has the right to stand down Employee(s) without payment on any day when the Employee(s) cannot be usefully employed for the day or part thereof because of any strike, and/or through any breakdown in machinery and/or plant or a failure of power or a shortage of material or any stoppage of work by any cause for which the Company cannot reasonably be held responsible.
STANDING DOWN EMPLOYEES. Stand-down is “the practice of temporarily removing an employee from the performance of safety- sensitive functions based only on a report from a laboratory to the MRO of a confirmed positive test for a drug or drug metabolite, an adulterated test, or a substituted test, before the MRO has completed verification of the test result.” DOT regulations prohibit employers from standing employees down, before the MRO has completed verification of the test result. A verified test is a drug test result or validity testing result from an HHS-certified laboratory that has undergone review and final determination by the MRO. The District may assign a driver non-driving duties pending the receipt of a verified test result when the District has reasonable suspicion to believe the employee is impaired. When the District does remove an employee from service, following verification of the drug test result, it will do so consistent with the confidentiality requirements, within its control, imposed by law.
STANDING DOWN EMPLOYEES. Summary Blown Plastics Pty Ltd has the right to stand down an employee without pay in certain circumstances. Blown Plastics Pty Ltd has the right to deduct payment for any day the employee cannot be usefully employed because of any strike or through any breakdown in machinery or any stoppage of work by any cause for which the employer cannot reasonably be held responsible.
STANDING DOWN EMPLOYEES. The employer has the right to deduct payment for any day the employee cannot be usefully employed because of any strike or through any breakdown in machinery or any stoppage of work by any cause for which the employer cannot reasonably be held responsible. 16 ORDINARY HOURS OF WORK The specified ordinary hours of work are 40 hours per week. Working hours may be flexible, based on consultation and agreement with the presumption that staff are employed to complete a job.
STANDING DOWN EMPLOYEES. 9.5.1 Where an employee cannot be usefully employed because of any strike or through any breakdown in machinery or through unexpected closure of a medical facility or Christmas shutdown or any stoppage of work by any cause for which the Employer cannot reasonably be held responsible, the Employer will endeavour to redeploy the employee to another position.
STANDING DOWN EMPLOYEES. The employer has the right to stand down an employee without pay because of any industrial action or through any breakdown in machinery or any stoppage of work by any cause for which the employer cannot reasonably be held responsible. When it is obvious that plant or equipment will not be available for normal production, the employer will at the earliest opportunity notify employees involved. During consultation with employees, options will be discussed to reduce loss of income and production costs, during these discussions employees maybe offered to use accrued annual leave until plant and equipment is available for normal production. If the stoppage continues for an extended period discussion can commence on the use of other accrued leave.
