Wages, Hours & Working Conditions Clause Samples

The "Wages, Hours & Working Conditions" clause sets out the fundamental terms regarding employee compensation, work schedules, and the environment in which employees perform their duties. It typically details how wages are calculated and paid, the number of hours employees are expected to work, overtime provisions, and standards for workplace safety and conditions. By clearly defining these aspects, the clause ensures both employer and employee understand their rights and obligations, reducing the risk of disputes and promoting fair and consistent treatment in the workplace.
Wages, Hours & Working Conditions. 1. Except as otherwise provided herein, the wages set forth in Article XVII shall be effective as of January 1, 2020, and all other terms and conditions shall become effective on the payroll date nearest to January 1, 2020. As to all buildings later adopting this agreement, it shall take effect in accordance with Article X. 2. No provision of this Agreement shall be construed so as to lower any employee’s wage. If employees in any building had in effect on January 1, 2016, a practice of terms or conditions better than those provided for herein, applicable generally to them for wages, hours, sick pay, vacations, holidays, premium pay for Saturday and/or Sunday work, relief periods, jury duty or group life insurance, such better terms or conditions shall be continued only for employees employed by the Employer on January 1, 2016. Any employee who acquired a better term or condition after January 1, 2016, shall continue to receive same. The Arbitrator may relieve the obligations in the preceding sentences if enforcement would work an undue hardship, injustice or inequity upon the Employer. A change of schedules or duties except as provided in paragraph 3 of this Article, so long as required relief and luncheon periods are reasonably spaced, shall not violate this Section, provided the employee, the Union and the RAB are given at least three (3) weeks advance written notice and such change is reasonable. However, every employee presently working a regular Monday through Friday workweek (and if such employee leaves employment for any reason whatever the person who fills such employee’s position) shall receive premium pay at time and one-half the regular straight-time hourly rate for any work performed by an employee on a Saturday or Sunday. Employers shall provide temporary schedule changes in accordance with the coverage and requirements of New York City Admin. Code § 20-1261 et seq., and the grievance and arbitration procedure shall be the sole and exclusive forum for any such claims and remedies. The ability to pursue remedies in any other forum is hereby waived. 3. All new employees may be offered and assigned to any cleaning duty in the building, provided that it does not exceed a reasonable day’s work. Present office cleaning employees may be assigned to any cleaning duty on office floors provided (1) that the Employer give the Union three (3) weeks written notice of any new assignments except for temporary assignments, and (2) that the Employer shall not...
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Wages, Hours & Working Conditions. 1. The wages, hours, terms and conditions of employment set forth in Article XV of this Agreement are hereby made part hereof. 2. Except as otherwise provided herein, the wages set forth in the tables on pages 135-138 shall be effective as of April 21, 2014, and all its other terms and conditions shall become effective on the payroll date nearest to April 21, 2014. As to all buildings later adopting this Agreement, it shall take effect upon acceptance by the Union. 3. No provision of this Agreement shall be construed so as to lower any employee’s wage. If employees in any building have in effect a practice of terms or conditions better than those provided for herein, applicable generally to them for wages, hours, sick pay, vacations, holidays, relief periods, jury duty, or group life insurance, such better terms or conditions shall be continued only for employees who have had such conditions. The Arbitrator may relieve the obligations in the preceding sentence if enforcement would work an undue hardship, injustice or inequity upon the Employer. A change of schedules or duties, so long as required relief and luncheon periods are reasonably spaced, shall not violate this Section, provided the employee, the Union and the RAB are given at least one (1) week’s advance written notice and such change is reasonable. The notice for shift changes i.e., change in work hours or days off, shall be three (3) weeks. However, where as of April 21, 2014, an employee (other than a Working Superintendent) regularly received consecutive days off, the practice shall continue, and if any such employee leaves his position for any reason whatsoever, his replacement shall also receive consecutive days off.
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Wages, Hours & Working Conditions. The work day and work week, including shift provisions, shall be as specified in Appendix C. Inside Wiremen shall be referred through the standard Referral Procedure, in accordance with the Inside Agreement. Apprentices shall be assigned by the Local Union or the JATC or their designee, in accordance with the Inside Agreement and established practice in each Local Union. Construction Electricians and Construction Wiremen shall be referred by the Local Union utilizing the following referral procedure:
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Wages, Hours & Working Conditions. 4.1 Work Day/Week: A work day for a permanent, full-time employee shall normally consist of eight hours, exclusive of meal period, and a work week for such an employee shall normally consist of forty hours. All classified employees will have the option of working TDDs. Employees will be permitted to use vacation days during TDDs, but will not be permitted to use sick days. Custodi- ans normally scheduled to work during TDDs may use leave time as appropriate.
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Wages, Hours & Working Conditions. 1. The wages, hours, terms and conditions of employment set forth in Article XIII of this Agreement are hereby made part hereof. 2. Except as otherwise provided herein, the wages set forth in Article XIII shall be effective as of June 21, 2018, and all its other terms and conditions shall become effective on the payroll date nearest to June 21, 2018. As to all buildings later adopting this Agreement, it shall take effect upon acceptance by the Union. 3. No provision of this Agreement shall be construed so as to lower any employee’s wage. If employees in any building have in effect a practice of terms or conditions better than those provided for herein, applicable generally to them for wages, hours, sick pay, vacations, holidays, relief periods, jury duty, or group life insurance, such better terms or conditions shall be continued only for employees who have had such conditions. The Arbitrator may relieve the obligations in the preceding sentence if enforcement would work an undue hardship, injustice or inequity upon the Employer. 4. Any replacement shall receive the same wage, except where it includes extra pay attributable to years of service, special competence or special consideration beyond job requirements.
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Wages, Hours & Working Conditions. The wages, hours, terms and conditions of employment set forth in Article XV of this Agreement are hereby made part hereof.
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Wages, Hours & Working Conditions. Effective in the first payroll period following September 1, 2023: All active employees hired prior to January 1, 2021 shall receive a bonus in the gross amount of $3,000. All active employees hired on or after January 1, 2021 but before January 1, 2022 shall receive a bonus in the gross amount of $1,400. All employees hired prior to January shall receive a wage increase of One Dollar ($1.00) per hour. Employees in the Handyman position hired after January 1, 2022 shall not earn less than $22.50 per hour. Employees in an Other position hired after January 1, 2022 shall not earn less than $21.00 per hour. Employees in Other position hired in 2021 shall not earn not less than $22.20 per hour. Effective May 1, 2024: The minimum regular hourly wage rate shall be as follows: 2.1 (a) Handypersons: $29.38 2.1(b) Others: $26.88 Bargaining unit members employed by the Employer as of May 1, 2024 will receive either: (a) a $1/hour increase to their rate of pay or (b) the minimum base hourly wage rate, whichever may be higher. No provision of this Agreement shall be construed to lower the weekly, daily, hourly, or part time wage rate in existence at the time of contract ratification of any full or part-time employe. Any custom or practice existing at the Employer at the time of the execution of this Agreement more favorable to the employees than the provisions hereof shall be continued heretofore. However, it is understood that this clause is to be mutually interpreted to provide that contrary past practices do not prevail over the negotiated contract provisions in this agreement. The Employer and the Union agree that the negotiated provisions of this contract supersede any contrary past practice. The Employer and the Union enter into Side Letter No. 1, attached hereto, regarding the Union’s release of claims regarding the payment of wages on or before September 1, 2023.
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Wages, Hours & Working Conditions 
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Related to Wages, Hours & 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.

  • 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.

  • 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.

  • 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

  • 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.