ORGANISATION OF WORK. 28.1 The provisions of this clause and the proceeding (meals intervals and allowances) clause shall apply except where alternative arrangements are agreed between the Employer, and a majority of the cast involved.
ORGANISATION OF WORK. WITHIN the framework of applicable legislation, collective agreements and company rules, the teleworker manages the organisation of his/her working time. The workload and performance standards of the tele- worker are equivalent to those of comparable workers at the employers premises. The employer ensures that measures are taken preven- ting the teleworker from being isolated from the rest of the working community in the company, such as giving him/her the opportunity to meet with colleagues on a regular basis and access to company information.
ORGANISATION OF WORK. 8-1.00 ORGANISATION OF WORK 8-1.01 Employees are required to participate in mandatory staff meetings, and meetings with parents on a regular basis. Hours worked within these meetings will be paid. However, for staff meetings, hours are paid up to a maximum of six (6) hours per month.
ORGANISATION OF WORK. The organisation of working time follows the rules applicable within the company. The teleworker's workload and performance criteria are equivalent to those of comparable workers on the employer's premises. The parties should agree on the terms and conditions governing the provision of overtime that are, as far as possible, in line with the company's internal procedures. The employer will ensure that the exceptional nature of overtime is also strictly respected for teleworkers. Any provision on the right to disconnection applicable to a regular worker also applies to the teleworker. The employer ensures that measures are taken to prevent the teleworker's isolation from other workers in the company, by giving him the opportunity to meet regularly with colleagues and to have access to company information.
ORGANISATION OF WORK. Within the framework of applicable legislation, collective agreements and company rules, the teleworker manages the organisation of his/her working time. The social partners have declared in art.1 of the framework agreement that they see telework as a way of giving workers greater autonomy in the accomplishment of their tasks. It is the teleworker who manages the organisation of his/her working time. He/she does so within the limits of national legislation, collective agreements and company rules, which means that the general rules concerning working time and rest (number of hours that have to be worked) are the same for the teleworker as for other workers at the employers premises. The teleworker can decide himself when to start work, when to take a break and when to finish work. Working time is one of the fields where specific complementary agreements may be necessary. During negotiations, the following situation was for example discussed: According to collective agreements and company rules, the general working time ends at 18h00. Nobody is allowed to stay in the office after 18h00. The teleworker who is at home needs no permission to stay longer in front of his/her computer, if he/she wants, and if he/she does so, this is not necessarily overtime (he/she may have started work around lunchtime). There is a further limit to the possibility of freely organizing his/her own working time, and that is the organisation of work. Many teleworkers work in a team; in that case they have to respect a certain limited availability, corresponding to the necessary interactivity with the others members of the team. The workload and performance standards of the teleworker are equivalent to those of comparable workers at the employers premises. The employer ensures that measures are taken preventing the teleworker from being isolated from the rest of the working community in the company, such as giving him/her the opportunity to meet with colleagues on a regular basis and access to company information. No teleworker can be asked to work better or more than the comparable worker at the premises of the employer. The performance standards are the same. Many telework situations, such as telework at home, from home or mobile telework involve the risk of isolation from both colleagues and management. E-mails cannot replace direct contact with colleagues, nor can telephone- calls. Direct contacts are essential for creative solutions to any question. The employer must take measu...
ORGANISATION OF WORK. 28. The employee of the merchant must be identifiable after the transaction. The merchant shall store the data which the identification is based on for at least two years. The bank is entitled to request the merchant information on the employee that made the transaction within two years after the transaction.
ORGANISATION OF WORK. 3.1.16. Adhere to the daily and annual working hours set out in the University's Internal Regulations in accordance with the law. Establish a summary hour register for the lifters and gatekeepers of the buildings and dormitories. Establish an accounting period of one year. Duration of change - not more than 12 years.
ORGANISATION OF WORK
