Common use of Time Off Without Pay Clause in Contracts

Time Off Without Pay. (a) Time spent in the transaction of business which is unrelated to the functioning of the University such as time spent at the Union's International or Local Office. (b) Time spent in arbitration hearings. (c) Time spent in contract negotiations. Where the Union Shop ▇▇▇▇▇▇▇ or Union Official, in his/her official capacity, needs to leave the work place to attend to any union business he/she will, after obtaining his/her supervisor's permission to leave, punch out. In all the above instances if the Employee, Shop ▇▇▇▇▇▇▇ or Union Official requires time off (with or without pay), he/she must give his/her supervisor at least 24 hours notice of such meetings. Approval for granting time off regardless of whether such time off is to be with or without pay, shall be determined by management based on the operating needs of the Department. Paid or unpaid time shall be counted towards the 40 hour requirement beyond which the sixth and seventh day premiums are paid under Article 6, Section 3. You may cover your same-sex domestic partner (and his or her children, if any) under the Medical Plan, if: - he or she is not related to you by blood; - he or she is not eligible for coverage through Columbia as an employee; - you and your partner have lived together in a committed personal relationship for at least six consecutive months, and you expect to continue living together in a personal relationship where you have joint and reciprocal financial responsibilities; - you present two forms of documentation showing your shared financial responsibilities, such as: Under IRS regulations, you must pay the monthly payroll contributions for your partner's portion of the coverage on an after-tax basis. In addition, under law, the amount that the University pays towards your partner's coverage will count as taxable income. To: See Distribution From: ▇▇▇▇▇▇▇ ▇. ▇▇▇▇▇▇ Director of Physical Plant Management shall determine the use of beeper coverage based on the operational needs of the department. Employees required to provide this coverage shall be governed by the following policies: 1. Pay-- 2. Employees may bank no more than two (2) days of beeper time which may be taken with mutual agreement by Management and Employee. Three days prior notification by the Employee shall be required. Banked beeper time can only be used in the current year and cannot be carried over into the next. Unused beeper days will be paid at the end of each year.

Time Off Without Pay. (a) Time spent in the transaction of business which is unrelated to the functioning of the University such as time spent at the Union's International or Local Office. (b) Time spent in arbitration hearings. (c) Time spent in contract negotiations. Where the Union Shop ▇▇▇▇▇▇▇ or Union Official, in his/her official capacity, needs to leave the work place to attend to any union business he/she will, after obtaining his/her supervisor's permission to leave, punch out. In all the above instances if the Employee, Shop ▇▇▇▇▇▇▇ or Union Official requires time off (with or without pay), he/she must give his/her supervisor at least 24 hours notice of such meetings. Approval for granting time off regardless of whether such time off is to be with or without pay, shall be determined by management based on the operating needs of the Department. Paid or unpaid time shall be counted towards the 40 hour requirement beyond which the sixth and seventh day premiums are paid under Article 6, Section 3. You may cover your same-sex domestic partner (and his or her children, if any) under the Medical Plan, if: - he or she is not related to you by blood; - he or she is not eligible for coverage through Columbia as an employee; - you and your partner have lived together in a committed personal relationship for at least six consecutive months, and you expect to continue living together in a personal relationship where you have joint and reciprocal financial responsibilities; - you present two forms of documentation showing your shared financial responsibilities, such as: Under IRS regulations, you must pay the monthly payroll contributions for your partner's portion of the coverage on an after-tax basis. In addition, under law, the amount that the University pays towards your partner's coverage will count as taxable income. To: See Distribution From: ▇▇▇▇▇▇▇ ▇. ▇▇▇▇▇▇ Director of Physical Plant Management shall determine the use of beeper coverage based on the operational needs of the department. Employees required to provide this coverage shall be governed by the following policies: 1. Pay-- 2. Employees may bank no more than two (2) days of beeper time which may be taken with mutual agreement by Management and Employee. Three days prior notification by the Employee shall be required. Banked beeper time can only be used in the current year and cannot be carried over into the next. Unused beeper days will be paid at the end of each year.

Time Off Without Pay. (a) Time spent in the transaction of business which is unrelated to the functioning of the University such as time spent at the Union's International or Local Office.functioning (b) Time spent in arbitration hearings. (c) Time spent in contract negotiations. Where the Union Shop ▇▇▇▇▇▇▇ or Union Official, in his/her official capacity, needs to leave the work place to attend to any union business he/she will, after obtaining his/her supervisor's permission to leave, punch out. In all the above instances if the Employee, Shop ▇▇▇▇▇▇▇ or Union Official official requires time off (with or without pay), he/she must give his/her supervisor at least 24 hours notice of such meetings. Approval for granting time off regardless of whether such time off is to be with or without pay, shall be determined by management based on the operating needs of the Department. Paid or unpaid time shall be counted towards the 40 hour requirement beyond which the sixth and seventh day premiums are paid under Article 65, Section 3. You may cover your same-sex domestic partner (and his or her children, if any) under the Medical Plan, if: - he or she is not related to you by blood; - he or she is not eligible for coverage through Columbia as an employee; - you and your partner have lived together in a committed personal relationship for at least six consecutive months, and you expect to continue living together in a personal relationship where you have joint and reciprocal financial responsibilities; - you present two forms of documentation showing your shared financial responsibilities, such as: .a joint lease or mortgage; .a joint bank account statement; .joint ownership of a motor vehicle; .designation of your partner as the primary beneficiary of your will; .designation of your partner as your beneficiary for your life insurance or retirement benefits; .assignment of power of attorney to your partner; or, .registration in New York City's Domestic Partnership Registration Program. Under IRS regulations, you must pay the monthly payroll contributions for your partner's portion of the coverage on an after-tax basis. In addition, under law, the amount that the University pays towards your partner's coverage will count as taxable income. ToSummary of Grievance: See Distribution FromUse additional paper if needed. Contract provision(s) violated: ▇▇▇▇▇▇▇ ▇Use additional paper if needed. ▇▇▇▇▇▇ Director of Physical Plant Management shall determine the use of beeper coverage based on the operational needs of the department. Employees required to provide this coverage shall be governed by the following policies: 1. Pay-- 2. Employees may bank no more than two (2) days of beeper time which may be taken with mutual agreement by Management and Employee. Three days prior notification by the Employee shall be required. Banked beeper time can only be used in the current year and cannot be carried over into the next. Unused beeper days will be paid at the end of each yearRemedy Sought: Use additional paper if needed.

Time Off Without Pay. (a) Time spent in the transaction of business which is unrelated to the functioning of the University such as time spent at the Union's International or Local OfficeOfficer. (b) Time spent in arbitration hearings. (c) Time spent in contract negotiations. Where the Union Shop ▇▇▇▇▇▇▇ or Union Official, in his/her official capacity, needs to leave the work place to attend to any union business he/she will, after obtaining his/her supervisor's permission to leave, punch out. In all the above instances if the Employee, Shop ▇▇▇▇▇▇▇ or Union Official official requires time off (with or without pay), he/she must give his/her supervisor at least 24 hours notice of such meetings. Approval for granting time off regardless of whether such time off is to be with or without pay, shall be determined by management based on the operating needs of the Department. Paid or unpaid time shall be counted towards the 40 hour requirement beyond which the sixth and seventh day premiums are paid under Article 65, Section 3. You may cover your same-sex domestic partner (and his or her children, if any) under the Medical Plan, if: - he or she is not related to you by blood; - he or she is not eligible for coverage through Columbia as an employee; - you and your partner have lived together in a committed personal relationship for at least six consecutive months, and you expect to continue living together in a personal relationship where you have joint and reciprocal financial responsibilities; - you present two forms of documentation showing your shared financial responsibilities, such as: Under IRS regulations, you must pay the monthly payroll contributions for your partner's portion of the coverage on an after-tax basis. In addition, under law, the amount that the University pays towards your partner's coverage will count as taxable income. To: See Distribution From: March 20, 1996 ▇▇. ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ President Local 241-TWU Columbia University Box 23 Central Mailroom Dear ▇▇▇: A joint Labor-Management Committee will meet within 60 days of the signing of the Agreement to consider the creation of a new job title in Security, at a lower classification and rate of pay than that of a Security Officer, that can be used in appropriate situations as an alternative to contract guards. Nothing herein, however, limits the University's right to continue subcontracting guard services. Sincerely, ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ Vice President Human Resources AGREED TO ON BEHALF OF; LOCAL 241-TWU ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, President March 20, 1996 ▇▇. ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ President Local 241-TWU Columbia University Box 23 Central Mailroom Dear ▇▇▇: The following restates Columbia University's policy regarding post mortem pay which will continue to apply to members of the Local 241 bargaining unit as long as it is in effect. "In the event of the death of a regular (full-time and part-time) supporting staff employee, the base salary is continued for a period of twenty-two working days following the date of death... Any unused accrued vacation and floating holidays at the time of death will be paid in addition to post-mortem pay." Sincerely, ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ Vice President Human Resources April 13, 1995 ▇▇. ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ President Local 241-TWU Columbia University Box 23 Central Mailroom Re: Mortgage Assistance Program Dear ▇▇▇: Columbia University is in the final stages of developing a new Mortgage Assistance Program with PHH US which is the 15th largest mortgage lender in the country and the 2nd largest in corporate programs. PHH US is listed on the New York Stock Exchange and is servicing a mortgage portfolio of 17 billion dollars--in 1993 alone it originated over 85,000 mortgages. In general, PHH interest rates will be less than the average rate offered by other lenders. Other program features will include reduced and simplified closing costs, more liberal income qualification requirements, minimum down payments, rate lock-ins, dedicated consultants and a 1-800 number, expedited decisions on commitments and special programs for first-time home buyers and individuals with modest incomes. Columbia will make this general program available to all full-time officers and non-union support staff as well as alumni. There will be a special additional program available tenured and senior clinical faculty and a small group of administrative officers. We would be pleased to include the full-time employees who you represent in the general program, subject only to your agreeing that Columbia will have the right to modify or eliminate the general program on the same terms as are available to full-time officers and support staff. If you agree to the foregoing, please sign and return to me the enclosed copy of this letter. Sincerely, AGREED: /s/ ▇▇▇▇▇ ▇. ▇▇▇▇▇▇ Director /s/ ▇. ▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇. ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, President Director, Local 241-TWU/AFL-CIO Employee & Labor Relations May 9, 1997 ▇▇. ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, President Transport Workers Union of Physical Plant Management shall determine America. Local 241 Box 23 – Central Mail Department Columbia University New York, NY 10027 Re: Disability Retirement Fund Dear ▇▇▇, The following is our agreement for implementing the use of beeper coverage based on Disability Retirement Fund established in the operational needs of the department. Employees required to provide this coverage shall be governed by the following policiescollective bargaining agreements between Columbia University and TWU Local 241: 1. Pay--At the end of every contract year, the parties will review the list of all TWU members who have retired on a disability and who have elected to continue their health benefits under COBRA. The total amount paid by each employee in the prior contract year will by considered in the review. 2. Employees may bank no more than two (2) days of beeper time which may be taken with mutual agreement by Management and Employee. Three days prior notification by For the Employee shall be required. Banked beeper time can only be used in October 1995 – September 1996 contract year, the current year and cannot be carried over into the next. Unused beeper days maximum monthly benefit payable to each eligible employee will be paid at twenty-five dollars ($25.00). For the end October 1996 – September 1997 contract year, the parties anticipate that the same maximum benefit will be payable; however, the parties may by agreement change the maximum based upon the number of each eligible employees and the amount of COBRA payments made as compared to the available fund balance. For the October 1997 – November 1998 contract year, the parties will determine the anticipated maximum in October 1997.