Living Away From Camp Sample Clauses

Living Away From Camp. Where a camp is already established and an Employee wishes to live elsewhere, he shall be paid a living-out allowance of sixty dollars ($60.00) per day seven (7) days per week. When an Employee is absent without a reasonable excuse, living-out allowance will not be paid. To qualify for weekend living-out allowance, an Employee must work the scheduled shift before the weekend or Statutory Holiday and the first scheduled shift after the week-end or Statutory Holiday or have a reasonable excuse for absence which, if possible, was reported to the Employer prior to the absence.
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Living Away From Camp. 12.1 Where a camp is already established and an employee who is a non-resident wishes to live elsewhere, they shall be paid the total cost of camp accommodation when same is agreed to by "The Employer and the Union" and approved by the Joint Conference Board.

Related to Living Away From Camp

  • LIVING AWAY FROM HOME ALLOWANCE 27.1 For the purpose of this Clause, a “distant project” is one where the location of the “on-site project work” is such that because of its distance or because of the travelling facilities available to and from the location, it is reasonably necessary for an employee to live and sleep at some place other than his/her usual place of residence.

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  • REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE a) Employees who resign to care for a dependent pre-school child or children may apply to their former employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held.

  • Work from Home The following applies when a Producer requires an employee to work remotely from home:

  • Deductions from Sick Leave A deduction shall be made from accumulated sick leave of all normal working days (exclusive of holidays) absent for sick leave.

  • WORKING FROM HOME 51.1. Subject to this clause, the Employer may consider the introduction of working from home arrangements. The introduction of working from home arrangements does not provide for the Employee’s primary place of work to be moved from the Employee’s headquarters/work base to the Employee’s home.

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