SPLIT RUNS Sample Clauses

SPLIT RUNS. The Board of Education and Administration do not feel it is advisable to have split runs. Split runs can cause discipline problems missed stops, and unsafe conditions. A regular run including morning and evening trips is considered split if it has more than one driver. It is acknowledged that on occasion a split run may be necessary, but only with Transportation Director and Superintendent approval. BOTH drivers must follow the same discipline practices or split runs will not be continued, regardless of seniority. A. Any driver driving only one run would be able to accumulate only 1/2 year of seniority per year. B. Any driver resigning one run would not give up their accumulated seniority to that date. C. Any driver driving only one run would not be eligible to take extra trips. They may be called, by seniority, should an extra trip not be filled by a regular driver.
View SourceView Similar (5)
SPLIT RUNS. If regularly assigned runs are split three ways, the shortest time interval between splits shall be paid for at straight-time rates. If an Extra- Board or Flextrans Operator is assigned work during one work day that consists of three or more individual pieces of work, only the longest time interval between splits will be unpaid. All additional, shorter time intervals between splits will be paid at one-half times the operator’s regular hourly rate of pay.
View Source
SPLIT RUNS. Seven (7) to ten and one-half (10½) hours shall constitute a day's work and shall be worked in a span of not more than fifteen (15) hours. All off-duty time of less than sixty
View Source

Related to SPLIT RUNS

  • Flexible Working Arrangement (a) The Parties recognise the importance of flexible working arrangements and the right of Employees to make requests under section 65 of the Fair Work Act for flexible working arrangements. An Employee may request a flexible working arrangement if any of the following circumstances apply to the Employee: (i) the Employee is pregnant; (ii) the Employee is the parent, or has responsibility for the care, of a child who is of school age or younger; (iii) the Employee is a carer (within the meaning of the Carer Recognition Act 2010); (iv) the Employee has a disability; (v) the Employee is 55 or older; (vi) the Employee is experiencing violence from a member of the Employee’s family; (vii) the Employee provides care or support to a member of the Employee’s immediate family, or a member of the Employee’s household, who requires care or support because the member is experiencing violence from the member’s family.

  • REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS 49.1 Employee may request change in working arrangements s.65 of the Act. Note 1: Section 65 of the Act provides for certain Employees to request a change in their working arrangements because of their circumstances, as set out in s.65(1A).

  • Attachment E Special Conditions version 1.2, is hereby revised and restated in its entirety with Attachment E – Special Conditions, version 1.3 (Revised May 2021).

  • Flexible Working Arrangements In accordance with the Employment Relations Act 2000, an employee affected by family violence may request a short-term (two months or less) variation of their employment arrangements to assist the employee to deal with the effects of family violence.

  • Attachment A, Scope of Services The scope of services is amended as follows: