WORKING ATTIRE Sample Clauses

WORKING ATTIRE. 17.1 The Company may require certain employees to wear certain attire or uniforms and, if so required, the Company shall maintain such uniforms.
View SourceView Similar (4)
WORKING ATTIRE. ‌ An annual shoe allowance will be paid to employees having seniority in January of each year of this Agreement as indicated below. Employees shall use protective footwear when working, which shall comply with 29 C. F. R. 1910.136(b)(1). • 2013 - $200.00 • 2014 - $225.00 • 2015 - $250.00 Probationary employees will receive a pro-rated allowance after completion of their probationary period. It will be pro-rated from their date of hire until the end of the year. All Union members will be furnished with and must wear uniforms.. The City and the Union will select uniforms. Uniforms will be American made. Uniforms will have both IBEW and City emblems. The City shall pay for uniforms and related items. Employees may select their personal working attire from the following list; one item may be substituted for another. Gloves as required for the performance of the work. Raingear consisting of hat, coat and overall type trousers. Eleven
View Source
WORKING ATTIRE sales staff
View Source
WORKING ATTIRE. The City shall provide each eligible employee with the following uniforms and related items (part-time employees will receive a prorated uniform benefit): 1. Gloves as required for the performance of the work. 2. Raingear consisting of hooded rain coat and rain pants. 3. Uniforms for all bargaining unit employees; Uniforms will consist of six (6) each T-shirts, eleven (11) each of work shirts (both short & long sleeve), eleven (11) each of work pants, and three (3) pair of shorts. Employees may also choose any combination of four items from the following not to exceed a maximum of: two (2) jackets with liner two (2) hooded sweatshirt two (2) crew neck sweatshirt one (1) winter coat The City will arrange for the cleaning of uniforms, except T-shirts and sweatshirts. The City shall provide each employee with six (6) new T-shirts each year upon the request of an employee and upon the return of the worn or unusable item to the City's designee. Additionally, the City shall promptly replace, at no cost to an employee, any of the above referenced articles of clothing that should become worn or unusable upon the return of the worn or unusable item to the City's designee. An employee shall be required to wear such uniform shirts, pants, and jackets (if a jacket is worn). 4. Each employee in 2016 shall be entitled to an annual shoe allowance not in excess of $120.00. In the case of new hires the following prorated schedule will be followed: o Anyone hired between January 1 and June 30 will receive $120.00 o Anyone hired between July 1 and July 31 will receive $110.00 o Anyone hired between August 1 and August 31 will receive $100.00 o Anyone hired between September 1 and September 30 will receive $90.00 o Anyone hired between October 1 and October 31 will receive $80.00 o Anyone hired between November 1 and November 30 will receive $70.00 o Anyone hired after November 30 will not receive a boot allowance for that year. 5. Each employee in 2017 shall be entitled to an annual shoe allowance not in excess of $ 125.00. In the case of new hires the following pro-rated schedule will be followed: o Anyone hired between January 1 and June 30 will receive $125.00 o Anyone hired between July 1 and July 31 will receive $115.00 o Anyone hired between August 1 and August 31 will receive $105.00 o Anyone hired between September 1 and September 30 will receive $95.00 o Anyone hired between October 1 and October 31 will receive $85.00 o Anyone hired between November 1 and November ...
View Source

Related to WORKING ATTIRE

  • Working ▇▇▇▇▇▇▇ An employee who is in charge of a crew not more than five men including himself, engaged in line clearance work. (In the application of Article X, the Company need not consider the application for promotion to this classification from any employee having less than one year of experience in the Climber classification.)

  • Working Alone (a) Where an employee is employed under conditions which present a significant hazard of disabling injury, and when the employee might not be able to secure assistance in the event of an injury or other misfortunes, the Employer shall provide a means of periodically checking the well being of the employee. Checks shall be made at such intervals and by such means as are appropriate to the nature, hazard and circumstances of the employment. (b) The frequency of employee checks shall be increased proportionate to the nature of the hazard under which the employee is working. For example, extreme weather conditions; as the temperature decreases, the frequency of checks shall increase.

  • Working Facilities During the Term of Employment, the Company shall furnish the Executive with an office, secretarial help and such other facilities and services suitable to his position and adequate for the performance of his duties hereunder.

  • 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.

  • Job Openings The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members. 17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request. 17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised. 17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges. 17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews. 17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications. 17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.