Hour Limit Sample Clauses

The Hour Limit clause sets a maximum number of hours that can be billed or worked under a contract or agreement. In practice, this means that a service provider cannot charge for work exceeding the specified hour cap, and any additional work would require prior approval or a contract amendment. This clause helps control costs and ensures that both parties have a clear understanding of the time commitment and financial exposure involved in the project.
Hour Limit. All overtime worked is used to calculate the twenty (20) hour limit. This provision also applies to X employees. However, after an X employee reaches their twenty (20) hour limit, they still must perform overtime with respect to shift relief.
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Hour Limit. Failure to adhere to the twelve (12) hour limit shall result in a fee of twenty-five and no/100 dollars ($25.00) being assessed to Contractor per occurrence.
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Hour Limit. When hours in excess of one hundred and sixty (160) have been accumulated by any one employee, such employee will be paid for all hours over one hundred and sixty (160) at the rate of one (1) hour's pay and paid out at the prevailing rate.
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Hour Limit. 3.1. Definition: working time is when a worker is working, at the Council’s disposal and carrying out his/her activity/duties; includes “relevant training”. 3.2. Working time in relation to a worker also means:- • time spent working at home following previous agreement with their manager; • time spent participating in an agreed working lunch as part of their work; • time spent travelling between jobs/sites (but not from home to the first location). • time spent “on call” where the worker is restricted to his/her place of work. 3.3. Examples of time which is not defined as working time include:- • time spent travelling from home to work and vice versa; • time spent “sleeping in”, as s/he is not actually working albeit at the employer’s premises. However if s/he is required to interrupt their sleep and carry out duties, then time spent doing this counts as working time. • time spent on “stand by”. Working Time would begin once s/he has been called out to work. • lunch breaks unless attending an agreed working/business lunch. 3.4. Do any workers have average working hours of more than 48 per week over a period of 17 weeks? If yes: 3.5. What if an employee has more than one job? 3.5.1. Employees who already have more than one job, or wish to take up additional employment, whether with Croydon Council or not, are expected to inform their manager accordingly. They should be advised of the Health and Safety implications and where appropriate, sign an opt-out clause. When discussing/approving such requests, managers should ensure that departmental criteria for Health and Safety implications are discussed. The Council’s Code of Conduct and other terms and conditions of employment already place an obligation for staff on SO1 and above to devote their whole time service to the Council and to do additional work only with the explicit consent of their Chief Officer. 3.5.2. For new employees a clause will be inserted into their contract.
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Hour Limit. Except at the regular change-over of shifts, an employee should not be required to work more than one shift in each 24 hours.‌
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Hour Limit. All overtime worked is used to calculate the twenty (20) hour limit. This provision also applies to X employees. However, after an X employee reaches their twenty (20) hour limit, they still must perform overtime with respect to shift relief. Where a shift trade approved by the Union, the Employer shall ensure that the trade implemented unless it presents an undue hardship to the Employer. Such denials must be in writing explaining the reasons the trade was denied. The final decision on shift trades rests with the Employer. When a statutory holiday is a Monday, the Night Shift mechanic shall be given the option of working or not working the Sunday Night Shift. Subject to the availability of relief coverage either by X relief or overtime.
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Related to Hour Limit

  • Dollar Limits Per Service Agreement Cost to diagnose, repair and/or replace - Per covered appliance $3,000

  • No Other Employment; Minimum Time Commitment During the Period of Employment, the Executive shall (i) devote substantially all of the Executive’s business time, energy and skill to the performance of the Executive’s duties described in Section 1.2 above, (ii) perform such duties in a faithful, effective and efficient manner to the best of his abilities, and (iii) hold no other employment other than employment for the Company Group. The Executive’s service on the boards of directors (or similar body) of other business entities (other than the Company Group) is subject to the approval of the Board. The Company shall have the right to require the Executive to resign from any board or similar body (including, without limitation, any association, corporate, civic or charitable board or similar body) which he may then serve if the Board reasonably determines in writing that the Executive’s service on such board or body interferes with the effective discharge of the Executive’s duties and responsibilities to the Company Group or that any business related to such service is then in competition with any business of the Company Group or any of their successors or assigns.

  • Prime Time Vacation Period Subject to the provisions of this article, it is the intent of the parties that no employee will be restricted in the time of year they choose to take their vacation. The Employer will make every effort to allow employees to take their vacation during the period of April 15th to October 15th inclusive, which will be defined as the prime time vacation period.

  • Section 409A Limit “Section 409A Limit” will mean two (2) times the lesser of: (i) Executive’s annualized compensation based upon the annual rate of pay paid to Executive during the Executive’s taxable year preceding the Executive’s taxable year of Executive’s separation from service as determined under Treasury Regulation Section 1.409A-1(b)(9)(iii)(A)(1) and any Internal Revenue Service guidance issued with respect thereto; or (ii) the maximum amount that may be taken into account under a qualified plan pursuant to Section 401(a)(17) of the Internal Revenue Code for the year in which Executive’s separation from service occurred.

  • Maternity Allowance (a) An employee who has been granted maternity leave without pay shall be paid a maternity allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraph (c) to (i), provided that she: (i) has completed six (6) months of continuous employment before the commencement of her maternity leave without pay, (ii) provides the Employer with proof that she has applied for and is in receipt of maternity benefits under the Employment Insurance or Québec Parental Insurance Plan in respect of insurable employment with the Employer, and (iii) has signed an agreement with the Employer stating that: (A) she will return to work on the expiry date of her maternity leave without pay unless the return to work date is modified by the approval of another form of leave; (B) following her return to work, as described in section (A), she will work for a period equal to the period she was in receipt of maternity allowance; (C) should she fail to return to work in accordance with section (A), for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Employer for the full amount of the maternity allowance she has received. Should she return to work but fail to work for the total period specified in section (B), for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Employer for an amount determined as follows: (allowance received) X (remaining period to be worked following her return to work) [ total period to be worked as specified in (B)] however, an employee whose specified period of employment expired and who is rehired by OSFI within a period of thirty (30) days or less is not indebted for the amount if her new period of employment is sufficient to meet the obligations specified in section (B). (b) For the purpose of sections (a)(iii)(B), and (C), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee's return to work will not be counted as time worked but shall interrupt the period referred to in section (a)(iii)(B), without activating the recovery provisions described in section (a)(iii)(C). (c) Maternity allowance payments made in accordance with the SUB Plan will consist of the following: (i) where an employee is subject to a waiting period of two (2) weeks before receiving Employment Insurance maternity benefits, ninety-three per cent (93%) of her weekly rate of pay for each week of the waiting period, less any other monies earned during this period, (ii) for each week that the employee receives a maternity benefit under the Employment Insurance or Québec Parental Insurance plan, she is eligible to receive the difference between ninety-three per cent (93%) of her weekly rate and the maternity benefit, less any other monies earned during this period which may result in a decrease in her maternity benefit to which she would have been eligible if no extra monies had been earned during this period. (d) At the employee's request, the payment referred to in subparagraph 17.02(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance or Québec Parental Insurance maternity benefits. (e) The maternity allowance to which an employee is entitled is limited to that provided in paragraph (c) and an employee will not be reimbursed for any amount that she may be required to repay pursuant to the Employment Insurance Act or the Parental Insurance Act in Québec. (f) The weekly rate of pay referred to in paragraph (c) shall be: (i) for a full-time employee, the employee's weekly rate of pay on the day immediately preceding the commencement of maternity leave without pay, (ii) for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of maternity leave, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee's straight time earnings by the straight time earnings the employee would have earned working full-time during such period. (g) The weekly rate of pay referred to in paragraph (f) shall be the rate to which the employee is entitled for her substantive level to which she is appointed. (h) Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of maternity leave without pay an employee has been on an acting assignment for at least four (4) months, the weekly rate shall be the rate she was being paid on that day. (i) Where an employee becomes eligible for a pay increment or pay revision while in receipt of the maternity allowance, the allowance shall be adjusted accordingly. (j) Maternity allowance payments made under the SUB Plan will neither reduce nor increase an employee's deferred remuneration or severance pay.