Group 4 Clause Samples

Group 4. An Employee whose contract is less than seven (7) or more hours per day in one continuous assignment for at least nine (9) consecutive months of the fiscal year is the next Employee affected by the Reduction- in-Force in the ascending order of the FTE.

Group 4. The figure quoted in the salary schedule represents the salary paid per hour.

Group 4. All Journeymen who have had five (5) years’ actual, practical working experience in the Plumbing and Pipefitting trade in the building and construction industry and who have less than two thousand (2,000) hours service with any of the Contractors parties to an agreement with a U.A. Local Union outside the State of California or any applicant who qualifies as a Journeyman and who registers for hiring in accordance with the terms of this Agreement.

Group 4. All employees working within - 8 Oxford shirts, either long or short sleeve the plant other than temporary - 8 Pairs of pleated pants employees and employees - 3 Sweatshirts covered by Group No. 2 or - (1) 3-in-1 jacket (as needed) No. 3 The Company agrees to provide any accessories i.e. belts, required as part of the standard uniform.

Group 4. All other Bargaining Unit Members, in accordance with seniority and qualifications.

Group 4. Individuals who participate in the commuted overtime system in Group 3 (as indicated in paragraph 3.2 below) but who perform necessary overtime duties in excess of 20 hours per week, may claim for hours worked in excess of 20 hours per week to a maximum of 32 hours per week. Claims for every hour worked in excess of 20 hours per week to a maximum of 32 hours per week will be dealt with in terms of the measures and criteria contained in Resolution 3 of 1999. The maximum of 32 hours may only be exceeded in exceptional, fully motivated circumstances. The usual application forms and time sheets must be completed on a monthly basis and forwarded to the head of the institution via the clinical head of department or supervisor of the individual.

Group 4. Employees whose work requires extensive and/or more specialised professional or commercial knowledge and where a greater degree of management is required. A number of guidelines for categorising into groups have been included with the Collective Labour Agreement as Appendix III. Parties have agreed that in companies with at least 100 employees, a system for categorising positions to determine the maximum reward per position will apply. The conditions in this clause apply to this system. The system will apply to all employees covered by the scope of the Collective Labour Agreement. For companies with fewer than 100 employees, in the absence of a categorisation system, the Appendix of scales/categorisation criteria included with the Collective Labour Agreement applies. If a company with fewer than 100 employees decides to use a categorisation system, it will be implemented based on the procedure below. Within this context, the term company is taken to mean: Any company in the sense of the Works Councils Act with, in general, at least 100 employees, for which a separate works council has been established. Parties have considered that, in addition to reward, the use of a system for categorising positions can have other objectives with a positive effect on the organisation as a whole. Using such a system helps make the organisational structure more transparent and the tasks, responsibilities and authorities mutually more cohesive. This also enables training to be applied more systematically. Such a system can also be a good tool for recruitment and selection, promotion and career guidance and employee appraisal. The content of the positions should be described in a way appropriate to the categorisation system. Positions should be categorised based on either a system of job evaluation or a system of comparative categorisation or a combination of two or more of these systems. The system will be introduced upon receiving consent from the works council and will comply with the following requirements: - public - reliable/consistent where results are concerned The employer publishes the system chosen for his company in such a way that employees can examine the system. The employer determines the content of the position. The content of the position is defined under the responsibility of the employer. Before categorisation takes place, the employee can examine the definition of the position that applies to him. If the content of the position changes substantially, the ...