Dress Code and Uniform Policy Sample Clauses

Dress Code and Uniform Policy. Uniforms. All children 18 months to 5 years old are required to wear uniforms throughout the school year excluding school-age children. Each uniform shirt is $15.This is a uniform facility for all children enrolled in the pre-school program. Uniform shirts are to be purchased at the Center for $15. The bottoms may be purchased from a vendor of your choosing. All children must wear a blue polo-style SELC shirt with a khaki bottom. • Footwear must be worn at all times. Footwear that is considered unsafe such as loose sandals, flip flops, shower shoes, wheelie shoes and such footwear are prohibited. • Hats or other head coverings, except in the case of religious observance, may not be worn in the building. • No clothing may be worn that promotes illegal substances, alcohol or tobacco products. In addition, clothing with messages or graphics deemed offensive, profane, violent, derogatory, or otherwise inappropriate are pro- hibited. • AII clothing must have your child’s initials labeled on the interior of the garment with permanent ink.
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Dress Code and Uniform Policy. Employees are permitted to wear personal clothing to work in accordance with the Employer’s dress code policy, provided that garments are clean and in good repair. The Employer agrees to provide employees with brand appropriate clothing, lanyards, badges, pins or other related accessories and the employee will wear such accoutrement in accordance with the Employer’s dress code policy. If the Employer requires employees to wear uniforms or branded clothing, the Employer agrees to either pay for cleaning service or pay $0.07 per hour of work toward the cost of cleaning uniforms and to reflect the amount paid on bi-weekly paystubs. Tattoos and Piercings: Employees will not be discriminated against based on tattoos or piercings. Tattoos and piercing must be appropriate for a cannabis retail setting.
Dress Code and Uniform Policy. Employees are permitted to wear personal clothing to work in accordance with the Employer’s dress code policy, provided that garments are clean and in good repair. Employees will wear Original Farm branded clothing in appropriate sizing provided by the Employer. Employees will receive $0.07 per hour of work toward the cost of cleaning uniforms and the Employer will reflect the amount paid on bi- weekly paystubs. The Employer agrees that any change to the Employer branded shirt design and fit will be done following meaningful input with staff.
Dress Code and Uniform Policy. Uniforms. All children 18 months to 5 years old are required to wear uniforms throughout the school year excluding school-age children. Each uniform shirt is $15.This is a uniform facility for all children enrolled in the pre-school program. Uniform shirts are to be purchased at the Center for $15. The bottoms may be purchased from a vendor of your choosing. All children must wear a blue polo-style SELC shirt with a khaki bottom.

Related to Dress Code and Uniform Policy

  • Dress Code CONTRACTOR shall maintain a dress code for their employee’s with a minimum of shirts, pants, and work shoes/boots, in decent condition, at all times while the work is being performed. In the event the COUNTY determines ID badges are necessary, the COUNTY will provide CONTRACTOR with ID badges and CONTRACTOR agrees to enforce that its employees, whether employed by CONTRACTOR or a subcontractor, wear such ID badge while working on site for the Project/Service.

  • California Labor Code Compliance a. Prevailing Wage laws apply, Subrecipient hereby agrees to pay, or cause its subcontractors to pay, Prevailing Wage rates at all times for all construction, improvements, or modifications to be completed for County under this Contract. Subrecipient herein agrees that Subrecipient shall post, or cause to be posted, a copy of the most current, applicable Prevailing Wage rates at the site where the construction, improvements, or modifications are performed.

  • References to Statutes, Public Acts, Regulations, Codes and Executive Orders All references in this Contract to any statute, public act, regulation, code or executive order shall mean such statute, public act, regulation, code or executive order, respectively, as it has been amended, replaced or superseded at any time. Notwithstanding any language in this Contract that relates to such statute, public act, regulation, code or executive order, and notwithstanding a lack of a formal amendment to this Contract, this Contract shall always be read and interpreted as if it contained the most current and applicable wording and requirements of such statute, public act, regulation, code or executive order as if their most current language had been used in and requirements incorporated into this Contract at the time of its execution.

  • California Labor Code Requirements a. Consultant is aware of the requirements of California Labor Code Sections 1720 et seq. and 1770 et seq., which require the payment of prevailing wage rates and the performance of other requirements on certain “public works” and “maintenance” projects (“Prevailing Wage Laws”). If the services are being performed as part of an applicable “public works” or “maintenance” project, as defined by the Prevailing Wage Laws, and if the total compensation is One Thousand Dollars and Zero Cents ($1,000.00) or more, Consultant agrees to fully comply with such Prevailing Wage Laws. Consultant shall defend, indemnify and hold the City, its officials, officers, employees and agents free and harmless from any claims, liabilities, costs, penalties or interest arising out of any failure or alleged failure to comply with the Prevailing Wage Laws. It shall be mandatory upon the Consultant and all subconsultants to comply with all California Labor Code provisions, which include but are not limited to prevailing wages (Labor Code Sections 1771, 1774 and 1775), employment of apprentices (Labor Code Section 1777.5), certified payroll records (Labor Code Sections 1771.4 and 1776), hours of labor (Labor Code Sections 1813 and 1815) and debarment of contractors and subcontractors (Labor Code Section 1777.1). The requirement to submit certified payroll records directly to the Labor Commissioner under Labor Code section 1771.4 shall not apply to work performed on a public works project that is exempt pursuant to the small project exemption specified in Labor Code Section 1771.4.

  • CIVIL SERVICE RULES Nothing in Section 1 and 2 of this Article shall limit the Director of Human Resources or the appointing authority’s discretion to implement layoffs pursuant to Civil Service Rules.

  • Federal Immigration and Nationality Act The contractor shall comply with all federal, state and local immigration laws and regulations relating to the immigration status of their employees during the term of the contract. Further, the contractor shall flow down this requirement to all subcontractors utilized during the term of the contract. The State shall retain the right to perform random audits of contractor and subcontractor records or to inspect papers of any employee thereof to ensure compliance. Should the State determine that the contractor and/or any subcontractors be found noncompliant, the State may pursue all remedies allowed by law, including, but not limited to; suspension of work, termination of the contract for default and suspension and/or debarment of the contractor.

  • COMPLIANCE WITH HEALTH & SAFETY CODE § 25249 7(f) Xxxxxxxx agrees to comply with the reporting requirements referenced in Health & Safety Code § 25249.7(f).

  • Family and Medical Leave Act of 1993 (a) Leave provisions of this Agreement shall be construed consistently with the requirements of the Act. However, if the leave provisions under this Article are more generous, this Agreement shall prevail.

  • California Civil Code Section 1542 Executive acknowledges that he has been advised to consult with legal counsel and is familiar with the provisions of California Civil Code Section 1542, a statute that otherwise prohibits the release of unknown claims, which provides as follows: A GENERAL RELEASE DOES NOT EXTEND TO CLAIMS WHICH THE CREDITOR DOES NOT KNOW OR SUSPECT TO EXIST IN HIS OR HER FAVOR AT THE TIME OF EXECUTING THE RELEASE, WHICH IF KNOWN BY HIM OR HER MUST HAVE MATERIALLY AFFECTED HIS OR HER SETTLEMENT WITH THE DEBTOR. Executive, being aware of said code section, agrees to expressly waive any rights he may have thereunder, as well as under any other statute or common law principles of similar effect.

  • Age Discrimination Act of 1975 The Contractor shall comply with the Age Discrimination Act of 1975 (42 U.S.C. § 6101 et seq.), as amended, and any applicable regulations. No person in the United States shall, on the basis of age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under, any program or activity receiving Federal financial assistance.

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