MANAGEMENT TIME OFF Sample Clauses

The Management Time Off clause establishes the conditions under which management-level employees are granted time off from work. Typically, this clause outlines the eligibility criteria, the amount of time off allowed, and the process for requesting and approving such leave, which may differ from standard employee vacation policies. For example, it may provide additional discretionary days off for managers or specify that time off is not accrued but granted as needed. The core function of this clause is to ensure that management personnel have clear guidelines for taking time off, supporting work-life balance while maintaining operational oversight.
MANAGEMENT TIME OFF a. Management personnel are authorized, subject to approval of their immediate supervisors, to take reasonable time off for personal use during normal working hours without loss of compensation. b. Management personnel are expected to work whatever time reasonably is required to perform the duties of their positions. c. Management personnel, like other County employees, are expected to be normally on the job performing their duties during assigned hours. d. Management personnel shall not accrue compensating time off or earn overtime pay.
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MANAGEMENT TIME OFF. MTO) 1. FLSA exempt employees shall receive forty (40) hours of Management Time Off with the pay period that includes January 1st of each calendar year. The department head may (within his/her discretion not subject to being grieved or challenged) grant additional MTO hours up to a maximum of eighteen (18) hours in a calendar year. MTO hours cannot exceed fifty-eight (58) hours. Upon reaching the maximum of fifty-eight hours, no additional MTO may be granted. MTO hours may be used in hourly increments. At the time of separation, earned but unused MTO hours will be paid with the final paycheck at the employee’s hourly base rate of pay. 2. New employees and/or those promoted to a PMA exempt classification will receive an initial pro-rated amount of MTO based on date of hire as follows: • Individuals hired/promoted January 1–March 30th receive 40 hours • Individuals hired/promoted April 1–June 30th receive 30 hours • Individuals hired/promoted July 1–September 30th receive 20 hours • Individuals hired/promoted October 1–December 31st receive 10 hours 3. Use of management time off is subject to supervisor/department head approval.
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MANAGEMENT TIME OFF. ‌ City employees who are designated as exempt from overtime under the provisions of the Fair Labor Standards Act and who receive Management leave pursuant to paragraph 5., above, may be granted management time off if the supervisor or designee determines that service delivery and performance of job functions will not be impaired due to the employee’s absence. Such time off shall not be calculated on an hour-for-hour basis in relation to total hours worked. Management time off shall not be deducted from any other existing leave banks. Management time off must be scheduled in advance when possible, approved as management time off by the employee’s supervisor or designee and generally taken in increments of less than one day. Only Department Directors, Assistant Directors or Division Managers may approve management time off for a full day’s absence.
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MANAGEMENT TIME OFF. ‌ City employees who are designated as exempt from overtime under the provisions of the Fair Labor Standards Act and who receive Management leave pursuant to paragraph 5., above, may be granted * * * Management Time Off if * * * their supervisor or designee determines that service delivery and performance of job functions will not be impaired due to the employee’s absence. Such time off shall not be calculated on an hour-for- hour basis in relation to total hours worked. Management * * * Time Off shall not be deducted from any other existing leave banks. Management * * * Time Off must be scheduled in advance when possible, approved as * * * Management Time Off by the employee’s supervisor or designee and generally taken in increments of less than one (1) day. Only Department Directors, Assistant Directors or Division Managers may approve * * * Management Time Off for a full day’s absence.‌
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MANAGEMENT TIME OFF. (1) Deputy District Attorneys shall receive eighty (80) hours of Management Time Off (“MTO”) per calendar year. Employees hired after July 1 will receive forty (40) hours. MTO must be used within calendar year and will not roll over to the next. (2) For calendar year 2019 Deputy District Attorneys shall receive forty (40) additional Management Time Off (“MTO”) hours upon adoption by the Board of Supervisors to bring the MTO total to a max of 80 hours for the calendar year. Employees who were hired after 7/1/19 will receive a max of 40 hours.
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MANAGEMENT TIME OFF. Employees in the bargaining unit shall be eligible for Management Time Off in accordance with Section 2.1000.080 of the Management Compensation Ordinance.
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MANAGEMENT TIME OFF. ‌ At the sole discretion and approval of the Chief, Management Time Off (this would be over and above the Management Leave and Supplemental Management Leave) may be granted if service delivery and the performance of job functions will not be impaired due to the employee’s absence. Such time off shall not be calculated on an hour-for-hour basis in relation to total hours worked and it will not be deducted from any existing time banks.
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Related to MANAGEMENT TIME OFF

  • Vacation; Paid Time Off During the Employment Term, the Executive shall be entitled to fifteen (15) paid vacation days per calendar year (prorated for partial years) in accordance with the Company’s vacation policies, as in effect from time to time that is at least as favorable as that provided to other similarly situated executives of the Company. The Executive shall receive other paid time-off in accordance with the Company’s policies for executive officers as such policies may exist from time to time.

  • Time Off The company recognises that sufficient time off to attend to personal matters and for recreation are important to the employee’s wellbeing, job satisfaction and overall productivity. Accordingly, time off may be taken with the consent of the Company, which shall not be unreasonably withheld. In considering the approval to have time off, the Parties will have regard to the current works programme and the urgency of the reason for time off. In the event that time off is to be taken, it will be the employee’s obligation to advise the Company in advance or as soon as practicable on the day of absence, recognising that unplanned absences can cause costly disruption to programmed works and are a major source of annoyance for the company, other employees and clients. The object of offering flexible working hours is that in return employees will take very seriously their obligation to turn up when they are expected. In view of the disruption caused by unplanned and or notified absenteeism, repeated failure to observe the protocol for time off would constitute misconduct.

  • Vacation Leave Maximum Employees may accumulate maximum vacation leave balances not to exceed two hundred and forty (240) hours. However, there are two (2) exceptions that allow vacation leave to accumulate above the maximum: A. If an employee’s request for vacation leave is denied by the Employer, and the employee is close to the vacation leave maximum, the Employer will grant an extension for each month that the Employer must defer the employee’s request for vacation leave. B. An employee may also accumulate vacation leave days in excess of two hundred and forty (240) hours as long as the employee uses the excess balance prior to the employee’s anniversary date. Any leave in excess of the maximum that is not deferred in advance of its accrual as described above, will be lost on the employee’s anniversary date.

  • Paid Time Off The Executive shall be entitled to take paid time off in accordance with the Company’s applicable paid time off policy for executives, as may be in effect from time to time.

  • Sick Leave Payout No cash payment for unused sick leave will be paid to any employee leaving the service of the Employer.