WAGE AND WORKING CONDITIONS Sample Clauses

WAGE AND WORKING CONDITIONS. A. The Employer agrees that employment conditions relating to wages, hours, and overtime differentials and general working conditions shall be maintained at not less than the highest minimum standards in effect at the signing of this Agreement and shall improve wherein specified provisions are made elsewhere. B. The Employer shall furnish suitable facilities for the employee to store his tools and lunch box on or near the job site. C. The Contractor shall furnish all power tools. D. It is mutually agreed that employees shall not be discriminated against on the basis of race, color creed, religion, sex, disability, national origin, marital status, age, sexual orientation, veteran status, or public assistance status E. The wages, benefits and working conditions described in this Agreement are minimums and not maximums. The Contractor may exceed the requirements of this Agreement but is not obligated to maintain any wages, benefits and working conditions that exceed the minimums. The Contractor therefore may, at the Contractor’s exclusive discretion and at any time, unilaterally discontinue any wages, benefits, or working conditions that exceed the minimums described in this Agreement.
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WAGE AND WORKING CONDITIONS. Wage and working conditions – prohibition against social dumping The Supplier shall be obliged to have wage and working conditions for his own employees that are not worse than those that follow the prevailing nationwide collective wage agreement, or what is otherwise normal for the place and profession in question. This also applies to work that is to be performed abroad. The Supplier is responsible vis-à-vis the NPD for ensuring that the above-mentioned requirments are also complied with by any sub-contractors who directly take part in the performance of the contract. Upon the NPD’s request the Supplier shall document wage and working conditions for his own employees and the employees of any sub-contractors who take part in the performance of the contract. If, within 10 working days, the Supplier does not submit documentation of wage and working conditions or fails to comply with the clause’s requirements for wage and working condition, the principal shall be entitled to withhold parts of the contract sum until documentation has been submitted to the effect that the matter has been rectified. If the event violation of the clause is deemed to be material breach, this entitled the NPD to cancel the contract.
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WAGE AND WORKING CONDITIONS. 13:01 In Appendices A-1 the parties have set out these areas of the Provinces for which collective agreements have been established by the A.P.T.T.C. and/or Locals Unions. 13:02 Wages May 17th, 2013 to April 26th, 2014 DAYSHIFT Rate of Pay Vacation Pay 12% Health & Welfare & Pension Refractory ▇▇▇.▇▇▇▇ Industry Fund NL Stabilization Total Package $36.76 NL $36.31 $4.41 $4.36 $7.40 $7.40 $.30 $.30 $1.00 $1.00 $.50 $49.87 $49.87 Health & Welfare & Pension are per hour paid. May 17th, 2013 to April 26th, 2014 NIGHTSHIFT Rate Vacation Pay 12% Health & Welfare & Pension Refractory ▇▇▇.▇▇▇▇ Industry Fund NL Stabilization Total Package $41.54 NL $41.09 $4.98 $4.93 $7.40 $7.40 $.30 $.30 $1.00 $1.00 $.50 $55.22 $55.22 April 27th, 2014 to April 25th, 2015 DAYSHIFT Rate Vacation Pay 12% Health & Welfare & Pension Refractory ▇▇▇.▇▇▇▇ Industry Fund NL Stabilization Total Package $38.54 NL $38.10 $4.63 $4.57 $7.40 $7.40 $.30 $.30 $1.00 $1.00 $.50 $51.87 $51.87 April 27th, 2014 to April 25th, 2015 NIGHTSHIFT Rate Vacation Pay 12% Health & Welfare & Pension Refractory ▇▇▇.▇▇▇▇ Industry Fund NL Stabilization Total Package $43.55 NL $43.11 $5.23 $5.17 $7.40 $7.40 $.30 $.30 $1.00 $1.00 $.50 $57.48 $57.48 April 26th, 2015 to April 30th, 2016 DAYSHIFT Rate Vacation Pay 12% Health & Welfare & Pension Refractory ▇▇▇.▇▇▇▇ Industry Fund NL Stabilization Total Package $40.33 NL $39.88 $4.84 $4.79 $7.40 $7.40 $.30 $.30 $1.00 $1.00 $.50 $53.87 $53.87 April 26th, 2015 to April 30th, 2016 NIGHTSHIFT Rate Vacation Pay 12% Health & Welfare & Pension Refractory ▇▇▇.▇▇▇▇ Industry Fund NL Stabilization Total Package $45.57 NL $45.13 $5.47 $5.41 $7.40 $7.40 $.30 $.30 $1.00 $1.00 $.50 $59.74 $59.74 Newfoundland Refractory Helpers – as per Appendix B Base rates May 17, 2013-$29.82 Night Shift-$33.70 Base rates April 27, 2014-$31.61 Night Shift-$35.72 Base rates April 26, 2015-$33.39 Night Shift-$37.73 13:03 - Vacation Pay shall be 12% 13:04 - Double time for all overtime or two hours pay for one hour of work.
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WAGE AND WORKING CONDITIONS. A. The Employer agrees that employment conditions relating to wages, hours, and overtime differentials and general working conditions shall be maintained at not less than the highest minimum standards in effect at the signing of this Agreement and shall improve wherein specified provisions are made elsewhere. B. The Employer shall furnish suitable facilities for the employee to store his tools and lunch box on or near the job site. C. The Contractor shall furnish all power tools. D. It is mutually agreed that employees shall not be discriminated against on the basis of race, color creed, religion, sex, disability, national origin, marital status, age, sexual orientation, veteran status, or public assistance status ARTICLE 10 - PAY DAYS A. Payday-Wages shall be due and payable weekly, and not more than seven (7) days held back. B. When the Employee is laid-off or discharged, the Employer shall make every reasonable effort to pay at the time of lay-off or discharge. If this is not feasible, a paycheck shall be mailed not later than one (1) business day after lay-off or discharge for the amount due. C. When an Employee voluntarily quits, the Employer shall mail a paycheck on the next regular scheduled payday
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Related to WAGE AND WORKING CONDITIONS

  • Safe Working Conditions The Employer undertakes to maintain office furniture, equipment, etc., in a practical and safe condition in order to avoid injury to employees or damage to their attire. Employees, for their part and in their own interest, are expected to advise the Employer of any such potentially injurious equipment.

  • WORKING CONDITIONS In order to effectively resolve workload issues, please provide details about the working conditions at the time of occurrence by providing the following information: Regular Staffing #: RN RPN PSW Clerks & Other Actual Staffing #: RN RPN PSW Clerks & Other Agency/Registry RN: Yes No And how many? Junior Staff*: Yes No And how many? RN RPN PSW Temp RNs RN Staff Overtime: Yes No If yes, how many staff? Total Hours: If there was a shortage of staff at the time of the occurrence, (including support staff) please check one or all of the following that apply: Absence/Emergency Leave Sick Call(s) Vacancies Management Support available on site? Yes No On Standby? Yes No On Call? Yes No Did they respond? Yes No Did they resolve the issue? Yes No Charge nurses (CN) are not held accountable for the actions of others, they are accountable for their actions in relation to others (“Nurse in Charge”, CNO Communique, Sept. 2002). Were you working in a Charge Nurse Leadership Role? Yes No i) Assigning: Could you assign staff according to their abilities? Yes No Did you have time to determine what staff was most likely to need your help? Yes No Did you have time to provide necessary support and supervision? Yes No

  • GENERAL WORKING CONDITIONS Section 18-1. Employment begins and ends at each project site. Section 18-2. The selection of craft foremen and/or general foremen and the number of foremen required shall be entirely the responsibility of the Employer, it being understood that in the selection of such foremen and/or general foremen the Employer will give primary consideration to the qualified individuals available in the local area. After giving such consideration, the Employer may select such individuals from other areas. All foremen shall take orders from the designated Employer representatives. Craft foremen shall be designated working foremen at the request of the Employer. Section 18-3. There shall be no limit on production by employees nor restrictions on the full use of tools or equipment. Employees using tools shall perform any of the work of the trade and shall work under the direction of the craft foremen. There shall be no restrictions on efficient use of manpower other than as may be required by safety regulations. Section 18-4. Employees shall be at their place of work at the starting time and shall remain at their place of work performing their assigned functions under the supervision of the Employer until quitting time. The parties reaffirm their policy of a fair day’s work for a fair day’s wage. Section 18-5. All equipment assigned to a project shall be under the control of the Employer. The Employer shall have the right to determine how many pieces of equipment an individual employee shall operate. In an emergency, foremen shall operate any equipment assigned by the Employer, and there shall be no restriction on foremen in the use of the tools of his or her craft in such emergency. The foremen shall be from the craft normally operating the equipment. In accordance with currently recognized craft jurisdiction, the Employer shall determine the assignment of employees to start, stop, and maintain small portable construction equipment. Such work may be assigned to craft employees within a reasonable distance of their primary duties or an employee may be assigned full time to start, stop and maintain the Employer’s small, portable equipment on the job site. There shall be no over ▇▇▇▇▇▇▇ of this type of equipment. The number of employees assigned to rigging and scaffolding operations shall be at the sole discretion of the Employer. The ratio of journeyperson to welders shall be determined solely by the Employer. Section 18-6. The Employer may utilize the most efficient methods or techniques of construction, tools or other labor saving devices to accomplish the work. Practices not a part of the terms and conditions of this Agreement, stand by crews and feather bedding practices will not be recognized. Section 18-7. It is recognized that specialized or unusual equipment may be installed and/ or serviced by individuals who have special training, skill, or qualifications and are not covered by this Agreement. Testing, inspection, or service performed on plant equipment under warranty may be performed by the vendor’s personnel. Section 18-8. Neither the Union nor its local unions shall coerce or in any way interfere with the Owner’s personnel, operation or facilities at the plant site. The Owner’s right to contract directly with other companies for work at the plant site shall not be limited, and the Union shall cooperate and not interfere with the Employer’s operations. Section 18-9. It is agreed that overtime is undesirable and not in the best interest of the industry or the employees; therefore, except in unusual circumstances, overtime will not be worked. Where unusual circumstances do exist, however, the Employer will have the right to assign specific employees and/or crews to perform such overtime work as is necessary to accomplish the job. Section 18-10. There will be no rest periods, organized coffee breaks or other non-working time established during working hours. Section 18-11. Individual seniority shall not be recognized or applied to employees working on projects under this Agreement. Section 18-12. The Employer shall establish such reasonable project rules as the Employer deems appropriate. These rules will be reviewed at the pre-job conference and posted at the project site by the Employer, and may be amended thereafter as necessary.

  • Unsafe Working Conditions Employees shall be recognized by the Employer to have the competence to determine what constitutes unsafe working conditions within their discipline. No employee shall be disciplined for refusal to work in a situation which is deemed unsafe beyond the reasonable requirements of the employee's job.

  • TEACHING CONDITIONS The parties recognize that optimum school facilities for both student and teacher are desirable to insure the high quality of education that is the goal of both the Association and the Board. It is also acknowledged that the primary duty and responsibility of the teacher is to teach and that the organization of the school and school day should be directed toward ensuring that the energy of the teacher is primarily utilized to this end.