Common use of Inclement Weather Policy Clause in Contracts

Inclement Weather Policy. The parties agree to implement the inclement weather policy attached hereto. Weather variations may cause Administration to evaluate travel conditions for employees and determine whether or not specific consideration should be given to absentee days as well as late arrival of employees. Predicated on this information, Preakness Hospital has developed an “Inclement Weather Policy” for. its employees. I. It is expected that all employees will conform to Hospital Procedure regarding their work schedules and times of arrival. II. If weather conditions change, it should not be automatically assumed that the day may be considered a “bad (inclement) weather day”. The decision for such remains the perogative of the Executive Director. and/or his designee. III. If employee absences become greater on a particularly bad weather day, the Supervisor should contact Administration regarding appropriate action. If Administration is present in the Facility an immediate decision will be given. If weather conditions. are such to warrant a decision and Administration is not at the Facility, the Supervisor will contact the Administrator On Call for instruction. A. Sick-time will not be considered an acceptable absence unless the illness is substantiated by a note from a physician. B. Holiday/Vacation/Personal Days will not be given, in lieu of sick days unless such time had been previously scheduled. C. Employees will be expected to come to work and remain at work for.- the scheduled period of time. D. It will be an Administrative decision regarding late arrivals and whether action, if any, should be, taken as well as whether or not considerations can be given to excuse late time. ADMINISTRATION RESERVES TEE RIGHT TO REVISE THIS POLICY ACCORDINGLY IN THE CASE. OF SEVERE INCLEMENT WEATHER. BELOW ARE A FEW GUIDE LINES THAT ARE FOLLOWED DURING TIME OF EMERGENCIES (effective as of 1/15/96) 1. Administration will determine employee pick-up schedule. 2. Employees will only be picked up along route identified. 3. Employees requesting pick-up must call the hospital TWO (2) hours prior to their shift start time. 4. Employees who are transported to the hospital will be taken home as well. 5. Transported employees may be required to work extended hours. LICENSED PRACTICAL NURSE 1/1/2004 1/1/2005 1/1/2006 Step 1 $36,197 $37,283 $38,495 Step 2 37,845 38,981 40,248 Step 3 39,490 40,675 41,997 Step 4 41,137 42,371 43,748 Step 5 42,783 44,067 45,499 Step 1 $38,004 $39,144 $40,416 Step 2 39,734 40,926 42,256 Step 3 41,459 42,702 44,090 Step 4 43,191 44,487 45,933 Step 5 44,916 46,264 47,767 Step 1 $46,227 $47,614 $49,162 Step 2 48,329 49,778 51,396 Step 3 50,430 51,943 53,361 Step 4 52,532 54,108 55,867 Step 5 54,634 56,273 58,102 The past practices referred to in Article XIX are: 1. To enhance the Employee’s promotional opportunities, to the benefit of both the public Employer and the Employee, the Employer encourages all Employees to avail themselves of nursing-related career training offered by area institutions, e.g.,

Inclement Weather Policy. The parties agree to implement the inclement weather policy attached hereto. Weather variations may cause Administration to evaluate travel conditions for employees and determine whether or not specific consideration should be given to absentee days as well as late arrival of employees. Predicated on this information, Preakness Hospital has developed an “Inclement Weather Policy” for. its employees. I. It is expected that all employees will conform to Hospital Procedure regarding their work schedules and times of arrival. II. If weather conditions change, it should not be automatically assumed that the day may be considered a “bad (inclement) weather day”. The decision for such remains the perogative of the Executive Director. and/or his designee. III. If employee absences become greater on a particularly bad weather day, the Supervisor should contact Administration regarding appropriate action. If Administration is present in the Facility an immediate decision will be given. If weather conditions. are such to warrant a decision and Administration is not at the Facility, the Supervisor will contact the Administrator On Call for instruction. A. Sick-time will not be considered an acceptable absence unless the illness is substantiated by a note from a physician. B. Holiday/Vacation/Personal Days will not be given, in lieu of sick days unless such time had been previously scheduled. C. Employees will be expected to come to work and remain at work for.- the scheduled period of time. D. It will be an Administrative decision regarding late arrivals and whether action, if any, should be, taken as well as whether or not considerations can be given to excuse late time. ADMINISTRATION RESERVES TEE RIGHT TO REVISE THIS POLICY ACCORDINGLY IN THE CASE. OF SEVERE INCLEMENT WEATHER. BELOW ARE A FEW GUIDE LINES THAT ARE FOLLOWED DURING TIME OF EMERGENCIES (effective as of 1/15/96) 1. Administration will determine employee pick-up schedule. 2. Employees will only be picked up along route identified. 3. Employees requesting pick-up must call the hospital TWO (2) hours prior to their shift start time. 4. Employees who are transported to the hospital will be taken home as well. 5. Transported employees may be required to work extended hours. LICENSED PRACTICAL NURSE 1/1/2004 1/1/2005 1/1/2006 2004 2005 2006 Supervisors of Nurses (3.0%) (3.0%) (3.25%) Step 1 $36,197 $37,283 $38,495 64,499 66,434 68,593 Step 2 37,845 38,981 40,248 66,273 68,261 70,480 Step 3 39,490 40,675 41,997 69,154 71,229 73,544 Step 4 41,137 42,371 43,748 72,036 74,197 76,609 Step 5 42,783 44,067 45,499 74,918 77,166 79,674 Step 6 77,796 80,130 82,734 2004 2005 2006 Assistant Supervisors Step 1 $38,004 $39,144 $40,416 of Nurses (3.0%) 57,049 (3.0%) 58,760 (3.25%) 60,670 Step 2 39,734 40,926 42,256 59,500 61,285 63,277 Step 3 41,459 42,702 44,090 62,237 64,104 66,187 Step 4 43,191 44,487 45,933 64,825 66,770 68,940 Step 5 44,916 46,264 47,767 67,421 69,443 71,700 Step 6 70,015 72,116 74,459 2004 2005 2006 Assistant Director of Nurses (3.0%) (3.0%) (3.25%) Step 1 $46,227 $47,614 $49,162 72,282 74,451 76,870 Step 2 48,329 49,778 51,396 75,564 77,831 80,360 Step 3 50,430 51,943 53,361 78,845 81,211 83,850 Step 4 52,532 54,108 55,867 82,130 84,594 87,343 Step 5 54,634 56,273 58,102 85,420 87,983 90,842 Step 6 88,702 91,363 94,332 The past practices referred to in Article XIX are: 1. To enhance the Employee’s promotional opportunities, to the benefit of both the public Employer and the Employee, the Employer encourages all Employees to avail themselves of nursing-related career training offered by area institutions, e.g.,

Inclement Weather Policy. The ‌ A. Employees designated as essential personnel are required to report to work during adverse weather or hazardous conditions . Essential employees will be awarded a commensurate amount of compensatory time (based on actual number of hours worked) in addition to regular pay for hours actually worked, for reporting to work during adverse weather, when the Chancellor/designee excuses non-essential employees with pay at the same worksite. Records will be kept within the department and compensatory time must be taken within 120 days following the awarding of the compensatory time. This includes delayed openings, early closings and cancellations. An employee may request to be compensated at his/her straight time regular hourly rate in lieu of compensatory time awarded; such requests may be authorized at the sole discretion of the VCAF. B. In the event the Chancellor/designee excuses non – essential employees at the same worksite with pay due to hazardous conditions unrelated to weather, the parties agree to implement meet within fifteen (15) calendar days from that date to discuss the inclement weather policy attached hereto. Weather variations may cause Administration to evaluate travel conditions for employees and determine whether or not specific consideration should be given to absentee days as well as late arrival of employees. Predicated impacts on this information, Preakness Hospital has developed an “Inclement Weather Policy” for. its employees. I. It is expected that all employees will conform to Hospital Procedure regarding their work schedules and times of arrival. II. If weather conditions change, it should not be automatically assumed that the day may be considered a “bad (inclement) weather day”. The decision for such remains the perogative members of the Executive Director. and/or his designee. III. If employee absences become greater on a particularly bad weather day, bargaining unit and discuss the Supervisor should contact Administration regarding appropriate action. If Administration is present in the Facility an immediate decision will be given. If weather conditions. are possibility of providing essential employees additional benefits for reporting to work during such to warrant a decision and Administration is not at the Facility, the Supervisor will contact the Administrator On Call for instruction. A. Sick-time will not be considered an acceptable absence unless the illness is substantiated by a note from a physician. B. Holiday/Vacation/Personal Days will not be given, in lieu of sick days unless such time had been previously scheduledtime. C. Employees will be expected to come to work and remain Any employee working at work for.- the scheduled period of a rate greater than straight time is not eligible for compensatory time. D. It Any employee who is not at work due to authorized vacation, sick or personal leave will not be granted excused time for the delayed opening, early closing, or cancellation in place of vacation, sick or personal leave. E. The Employer may, at its sole discretion, excuse some employees who request to be excused from their scheduled shift based on assessed staffing needs and individual circumstances; such requests must be made in accordance with departmental guidelines. If an essential employee is so excused from reporting for or completing his/her scheduled shift, the employee may use paid time, excluding sick time. There shall be no occurrence under the attendance work rule or any disciplinary action taken regarding requests made under this paragraph. F. In the face of inclement weather or severe conditions, Essential Employees will notify Facilities Management within 30 minutes from the start of their shift of any appointments, family obligations, and/or other unavailable reason that the employee cannot meet the definition of an Essential Employee. G. In the face of inclement weather or other severe conditions, Essential Employees will notify Facilities Management as soon as they are made aware of any emergency situation which would be a cause for them to leave and not meet the definition of an Essential Employee. ▇. Each qualifying situation in paragraphs F and G above will be reviewed by Facilities Management and should the employee not be granted permission to leave, yet the employee leaves campus during an Administrative decision regarding late arrivals and whether actioninclement weather or other hazardous condition, if any, should be, taken as well as whether or not considerations can be given to excuse late time. ADMINISTRATION RESERVES TEE RIGHT TO REVISE THIS POLICY ACCORDINGLY IN THE CASE. OF SEVERE INCLEMENT WEATHER. BELOW ARE A FEW GUIDE LINES THAT ARE FOLLOWED DURING TIME OF EMERGENCIES (effective as of 1/15/96) 1. Administration will determine the employee pick-up schedule. 2. Employees will only be picked up along route identified. 3. Employees requesting pick-up must call the hospital TWO (2) hours prior to their shift start time. 4. Employees who are transported to the hospital will be taken home as well. 5subject to disciplinary action. Transported employees may be required to work extended hours. LICENSED PRACTICAL NURSE 1/1/2004 1/1/2005 1/1/2006 Step 1 $36,197 $37,283 $38,495 Step 2 37,845 38,981 40,248 Step 3 39,490 40,675 41,997 Step 4 41,137 42,371 43,748 Step 5 42,783 44,067 45,499 Step 1 $38,004 $39,144 $40,416 Step 2 39,734 40,926 42,256 Step 3 41,459 42,702 44,090 Step 4 43,191 44,487 45,933 Step 5 44,916 46,264 47,767 Step 1 $46,227 $47,614 $49,162 Step 2 48,329 49,778 51,396 Step 3 50,430 51,943 53,361 Step 4 52,532 54,108 55,867 Step 5 54,634 56,273 58,102 The past practices referred to in Article XIX are: 1. To enhance the Employee’s promotional opportunities, to the benefit of both the public Employer and the Employee, the Employer encourages all Employees to avail themselves of nursingDocuSign Envelope ID: 5E37E820-related career training offered by area institutions, e.g.,D78C-435B-A897-B815AA4AF78F DocuSign Envelope ID: 36CD0CC2-D7FD-4785-828A-4FAA434AD0F5 DocuSign Envelope ID: D5F4031F-7683-49E2-A272-F97611ABD4DE

Inclement Weather Policy. The parties agree ▇▇▇▇▇▇▇▇▇▇▇-▇▇▇▇▇▇ Community offices or businesses generally will not close during inclement weather. Employees are expected to implement the work during normal business hours unless inclement weather policy attached heretocreates hazardous driving conditions or other hardships. Weather variations may cause Administration Employees who feel the need to evaluate travel conditions for employees and determine whether arrive late, leave early, or not specific consideration should be given attend work at all due to absentee days as well as late arrival of employees. Predicated on this information, Preakness Hospital has developed an “Inclement Weather Policy” for. its employees. I. It is expected that all employees will conform to Hospital Procedure regarding their work schedules and times of arrival. II. If weather conditions change, it should not be automatically assumed that the day may be considered a “bad (inclement) weather day”will need to inform their immediate supervisor. The decision for such remains the perogative of the Executive Director. and/or his designee. III. If employee absences become greater on a particularly bad weather day, the Supervisor should contact Administration regarding appropriate action. If Administration is present in the Facility an immediate decision will be given. If weather conditions. are such to warrant a decision and Administration is not at the Facility, the Supervisor will contact the Administrator On Call for instruction. A. Sick-time Employees will not be disciplined; however, the employee will be required to use their paid time off for their absence if the employee wishes to be paid. The ▇▇▇▇▇▇▇▇▇▇▇-▇▇▇▇▇▇ Head Start program is exempt from this policy in that they will follow the Bowler School inclement weather practices. The Head Start Program will not pick-up children during inclement weather, but staff is expected to work their normal hours of operation. Programs that provide essential services, such as elderly meals, health care providers, and human services providers are also exempt from the above policy in that they will maintain sufficient staffing levels so that they remain operational. Management will create Inclement Weather Operation Plans to be initiated during inclement weather. Tribal business enterprises are exempt from this policy in that they will maintain sufficient staffing levels so that they remain operational. Management will create Inclement Weather Operation Plans to be initiated during inclement weather. Employees may serve on tribal commissions, boards, and committees in a voting or non- voting capacity consistent with tribal law and applicable by-laws. Meetings shall be scheduled in accordance with tribal policy; however, employees may be granted reasonable time during work hours to attend meetings with approval of immediate supervisor. Employees may also be required to attend meetings of the Tribal Council from time to time. Notice of such requirements or request for attendance shall be directed to the employee’s immediate supervisor. It is the policy of the ▇▇▇▇▇▇▇▇▇▇▇-▇▇▇▇▇▇ Community that non-exempt employees be compensated at their regular rate of pay for attendance at meetings of the Tribal Council or tribal commissions, committees and boards and that time spent at such meetings will be considered an acceptable absence hours worked when such attendance is requested and/or required by the ▇▇▇▇▇▇▇▇▇▇▇-▇▇▇▇▇▇ Community, unless the illness employee receives a stipend for attending such meetings. Time spent in attendance at non-tribal meetings, unless such attendance is substantiated by a note from a physician. B. Holiday/Vacation/Personal Days part of the employee’s duties, will not be givencompensated, unless the employee uses paid time off in lieu of sick days unless such time had been previously scheduledaccordance with Section 3. C. Employees will be expected to come to work and remain at work for.- the scheduled period of time. D. It will be an Administrative decision regarding late arrivals and whether action, if any, should be, taken as well as whether or not considerations can be given to excuse late time. ADMINISTRATION RESERVES TEE RIGHT TO REVISE THIS POLICY ACCORDINGLY IN THE CASE. OF SEVERE INCLEMENT WEATHER. BELOW ARE A FEW GUIDE LINES THAT ARE FOLLOWED DURING TIME OF EMERGENCIES (effective as of 1/15/96) 1. Administration will determine employee pick-up schedule. 2. Employees will only be picked up along route identified. 3. Employees requesting pick-up must call the hospital TWO (2) hours prior to their shift start time. 4. Employees who are transported to the hospital will be taken home as well. 5. Transported employees may be required to work extended hours. LICENSED PRACTICAL NURSE 1/1/2004 1/1/2005 1/1/2006 Step 1 $36,197 $37,283 $38,495 Step 2 37,845 38,981 40,248 Step 3 39,490 40,675 41,997 Step 4 41,137 42,371 43,748 Step 5 42,783 44,067 45,499 Step 1 $38,004 $39,144 $40,416 Step 2 39,734 40,926 42,256 Step 3 41,459 42,702 44,090 Step 4 43,191 44,487 45,933 Step 5 44,916 46,264 47,767 Step 1 $46,227 $47,614 $49,162 Step 2 48,329 49,778 51,396 Step 3 50,430 51,943 53,361 Step 4 52,532 54,108 55,867 Step 5 54,634 56,273 58,102 The past practices referred to in Article XIX are: 1. To enhance the Employee’s promotional opportunities, to the benefit of both the public Employer and the Employee, the Employer encourages all Employees to avail themselves of nursing-related career training offered by area institutions, e.g.,