Application Instructions. The Control Party is hereby authorized (but shall not be obligated) to deliver any instruction contemplated in this Section 3.2 that is not timely delivered by or on behalf of any Co-Issuer.
Application Instructions. A travel day begins when the employee leaves his/her home and ends when he/she returns to his/her home. Note! A travel day is not equated with a workday.
Application Instructions. The figure 21.75 is obtained by multiplying the number of workdays (5) in a workweek by 4.35 (the average number of weeks in a month during the calendar year).
Application Instructions. If the need for assistance is such that the employee’s continuous presence is essential for the disabled individual, the duties during the coffee break must, however, be limited to those that are the most essential. Rest break If the working time exceeds 10 hours in one day, the employee is entitled to a half-hour rest period after working for eight hours. The employer and the employee can agree on whether the employee is entitled to leave the workplace during the break.
Application Instructions. If an employee is on sick leave on a weekday public holiday that, according to the work schedule, would have been a work shift for him/her, he/she shall be paid the normal hourly wage for that day. When preparing the work schedule and calculating the additional work and overtime, each weekday public holiday that is given as a day off corresponds in working hours to the employee’s average daily working time (agreed weekly working time divided by 5). Application instructions: Pay for a weekday public holiday given as time off When wages are paid twice a month on the basis of the number of hours worked, the employee is paid his/her normal hourly wages for a weekday public holiday as though he/she had been at work for an amount corresponding to his/her average daily working time (agreed weekly working time/5). If weekly working time or working time for an adjustment period or a period of period-based work has not been defined for the employee, the average daily working time is calculated such that the actual number of hours worked during the 12 weeks immediately preceding the holiday is divided by 60 (= 12 weeks x 5 workdays). If the employment relationship has not lasted a full 12 weeks, the average daily working time is calculated by dividing the working hours of the full weeks of employment by the same period’s calendar workdays (5 workdays/week). When wages are paid regularly every month, the employee is paid his/her normal monthly wages with no reductions. Taking time off into account in the working time of an adjustment period or period of period-based work When preparing the work schedule and calculating the additional work and overtime, each weekday public holiday that is given as time off corresponds in working hours to the employee’s average daily working time (agreed weekly working time divided by 5). The weekday public holiday thus reduces the actual working time to be carried out in the week, adjustment period or period of period-based work in question. Impact of work performed during a weekday public holiday on the threshold for additional work and overtime Since compensation for weekday public holidays includes, besides the normal hourly wage and remuneration for Sunday work, compensation for a lost weekday public holiday, public holidays do not lower the threshold for additional work and overtime. Additional work and overtime result if the working time in an adjustment period or in a period of period-based work, including hours worked on a week...
Application Instructions. If temporary child-care leave begins during the workday, the employee shall be paid for the work carried out until that time, including any working time compensation. The remainder of the shift shall thus be considered the first paid day of absence for temporary child-care leave. For a period of temporary child-care leave, the employee is paid his/her hourly wage with no working time compensation.
Application Instructions. Sections I and II are to be completed by the herd owner and submitted by mail, fax, or e-mail to the State Veterinarian’s Office at CDA. Section III will be completed by the State Animal Health Officials. BY TYPING OR SIGNING YOUR NAME ON THE SIGNATURE LINE, YOU ARE VERIFYING THAT ALL PROVIDED INFORMATION IS CORRECT. COLORADO: Xx. Xxxxx Xxxxx, State Veterinarian 000 Xxxxxxxxxxx Xxxxxxx Xxxxxxxxxx, XX 00000 Phone: 000-000-0000 Fax 000-000-0000 E-mail: xxxxxxxxxxxx@xxxxx.xx.xx NEBRASKA: Dr. Xxxxxx Xxxxxx, State Veterinarian X.X. Xxx 00000 Xxxxxxx, XX. 00000-0000 Phone: (000) 000-0000 Fax: (000) 000-0000 THIS IS PRODUCER INFORMATION ONLY. DO NOT SEND BACK COVER LETTER WITH APPLICATION. COMMUTER HERD PERMIT NUMBER CO-NE2K20- COLORADO INFO: SECTION I Name: Ranch Name: Phone Number Home Cell Fax: E-mail Address: Physical Address of Cattle: City: Zip: County: USDA Premises ID# (if applicable): No. of cattle to be pastured in Nebraska: Cows: Calves Heifers Bulls Are all females OCV (Bangs vaccinated)? Are all bulls in the herd Trich tested? NO COMMINGLING WHILE IN NEBRASKA NEBRASKA INFO: Property Owner Name: USDA Premises ID (if applicable): Physical Address/Lat. & Long./Location: Anticipated Date of First Movement into NE: Expected Date of Return to CO:
Application Instructions. The program application and list of required documents will be available on the TOE and TOECRA website. Applicants shall submit a completed application with all required documents to be considered for assistance. On behalf of the CRA, staff shall review the application for completeness. • A Pre-Application meeting should be scheduled with the TOECRA, TOE Administrator, and Planning staff prior to submission of an application. • A post-application submittal meeting may be held with the Applicant to discuss any issues pertaining to the application. At this time, additional information may be requested. • Upon receipt of an application, and all additional information requested, if any, the TOECRA and TOE Administrator and Planner shall review the application and make a recommendation to the CRA Board to either approve or deny the application and state the reasons for such recommendations. The CRA Board shall determine the Applicant’s funding request for approval or denial by majority vote of the CRA Commissioners present at such meeting.
Application Instructions. The employment contract can be concluded for a fixed term on justified grounds, e.g. for a permanent employee’s annual holiday or sick leave or until a permanent employee returns from, e.g. maternity, parental or child-care leave and the exact date when the permanent employee will return to work is not known in advance. An employment contract that is concluded for a fixed term on the employee’s initiative does not require justified grounds, and the contract can be made to expire on an agreed date. In this case, the employment contract must also state that the fixed-term nature of the employment contract is the result of the employee’s initiative and request. An individual decision on temporary personal assistance issued by a municipality to an employer based on the Act on Services and Assistance for the Disabled is not grounds for fixed-term employment. The employment contract shall be drawn up in writing or electronically. The employee’s main duties shall be specified in the employment contract.
Application Instructions. The employment contract can be cancelled during the trial period, in which case the employment relationship can be terminated without observing the period of notice stated in the employment contract. Application instructions: A personal assistant started working on 10 October 2019. A four (4) month trial period was agreed at the start of the employment relationship. In this case, the trial period is calculated such that the last day of the trial period is 9 February 2020.
