Meal Break Allowance Sample Clauses

The Meal Break Allowance clause establishes an employee's entitlement to receive a specified allowance or compensation for meal breaks during work hours. Typically, this clause outlines the conditions under which the allowance is provided, such as when employees are required to work through their standard meal periods or when meal breaks are not otherwise compensated. Its core practical function is to ensure fair compensation for employees who are unable to take uninterrupted meal breaks, thereby addressing potential issues of unpaid labor and promoting compliance with labor standards.
Meal Break Allowance. Employees who are required to work more than five (5) consecutive hours in a day will receive in their next pay cheque an allowance of seven dollars ($7.00) for each such day.
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Meal Break Allowance. 25.1 An Employee will be supplied with an adequate meal where the Employer has adequate cooking and dining facilities or be paid an Meal Break Allowance of S16.20 where an Employee is required to work additional hours for more than 2 hours beyond their ordinary ceasing time.
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Meal Break Allowance. 47.1. If employees are required to work overtime for a continuous period of at least one hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $22.59 from the date of commencement of the Agreement. This allowance will be increased to $23.04, 12 months from the commencement of the Agreement and then to $23.27, 18 months from the commencement of the Agreement. For the purpose of this clause a meal period is: Saturday, Sunday and Public Holidays 6.30am – 7.00am 12.30pm – 1.30pm 7.00pm – 7.30pm
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Meal Break Allowance. In the case where an employee, after consultation with and authorisation from their manager is not able to take a meal break, the mealtime is to be paid at the employee’s ordinary rate of pay in accordance with this Agreement. Payment for the meal break not taken shall not constitute time worked for the purposes of calculating overtime. Meal break allowance (overtime) applies when an employee works over 2 hours overtime and the Employer does not provide a meal. The allowance is set out in Appendix 1. A further meal break allowance will be triggered where such overtime work exceeds four hours and the Employer does not provide a meal.
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Meal Break Allowance. 29.1 In the case where an employee, after consultation with and authorisation from their manager is not able to take a meal break, the mealtime is to be paid at the employee’s ordinary rate of pay in accordance with this Agreement. Payment for the meal break not taken will not constitute time worked for the purposes of calculating overtime. 29.2 Meal break allowance (overtime) applies when an employee works over 2 hours overtime and Healthe Care does not provide a meal. The allowance is set out in Table 2 of Appendix 1. A further meal break allowance will be triggered where such overtime work exceeds 4 hours. The allowance will be $11.98 from the commencement of this Agreement and indexed in accordance with Table 2 of Appendix 1.
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Meal Break Allowance. In the case where an employee, after consultation with their manager, is not able to take a meal break, then the meal break time forgone must be regarded as time worked. No employee is to be permitted to work their shift without taking their required breaks if they are eligible for breaks.
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Meal Break Allowance. 14.6.1 During each shift exceeding six hours, a period of not less than thirty minutes or more than one hour for meals shall be allowed. 14.6.2 Where practicable, an employee shall not be required to work more than five hours without a meal break. 14.6.3 In any instance where it is not possible to grant a meal break, said meal break shall be treated as time worked and paid the appropriate overtime rate and such overtime rates shall continue until the employee is released for a meal break of its normal duration. 14.6.4 An employee who is required to work overtime for more than two hours shall, at the option of the Employer, be supplied with a meal or shall be paid as per the rates prescribed in Table B. Where the Employer provides a meal of an appropriate standard then this payment shall not be due. 14.6.5 Two separate ten minute tea breaks shall be allowed to each employee on duty during each ordinary shift. Such tea breaks may be taken away from the employee's work station. Subject to agreement between the Employer and the employee, such tea breaks may, alternatively, be taken as one twenty minute tea break. Such breaks shall count as working time. Provided that employees shall not be entitled to access facilities at other times for the purpose of making tea/coffee etc. or take any additional breaks, other than those times allowed for a meal break during the day.
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Meal Break Allowance. 6.2.9.1 An employee is entitled to a meal allowance as specified in clause 7.7 on each occasion that the employee is entitled to a meal break in accordance with clause 6.2.8, except in the following circumstances: I. If the employee is a day worker and was notified no later than the previous work day that they would be required to work such overtime: II. If the employee is a shift worker and they were notified no later than the previous day or previous rostered shift that they would be required to work such overtime 6.2.9.2 Scenic World may provide a suitable meal in lieu of the allowance where mutually agreeable.
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Related to Meal Break Allowance

  • First Aid Allowance An employee who has been trained to render first aid and who is the current holder of appropriate first aid qualifications such as a certificate from the St. John's Ambulance or similar body shall be paid a weekly allowance of $11.50 if appointed by their employer to perform first aid duty.

  • Meal Breaks The timing of meal breaks on any particular job may be discussed between the Employer and the majority of employees at a particular site and varied by agreement. Occupational health and safety considerations will always prevail.

  • 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.

  • Aid Allowance An employee who has been appointed by the Employer and trained to render first aid and who is the current holder of appropriate first aid qualifications such as a certificate from the St. ▇▇▇▇'s Ambulance or similar body shall be paid weekly an allowance as detailed in Appendix A. The Employer will always appoint the appropriate number of First Aid Officers as required by relevant legislation and Code of Practice.

  • Relocation Allowance An employee who is promoted and required by agency policy to relocate his residence shall be granted time off with pay for one workday for this purpose. In addition, the employee shall be granted travel time to the new location based on the most direct route. No employee will be credited with more than the number of hours in the employee’s regular workday and such time shall not be counted as hours worked for the purpose of computing compensatory time or overtime.