WORKING CONDITIONS Sample Clauses
The WORKING CONDITIONS clause defines the standards and requirements for the environment in which employees perform their duties. It typically addresses factors such as workplace safety, hours of work, rest periods, and the provision of necessary equipment or facilities. For example, it may specify that employees are entitled to regular breaks, a safe and clean workspace, and access to protective gear if needed. The core function of this clause is to ensure that employees have a safe, healthy, and fair working environment, thereby reducing workplace hazards and promoting employee well-being.
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WORKING CONDITIONS. 6:1 The personal life of an employee will be of no concern to the Board or District unless it directly impacts the work performance of the employee.
6:2 Employees will move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will not be required to administer medical treatment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in su...
WORKING CONDITIONS. 10.01 The Union will co-operate with the Employer in maintaining good working conditions.
10.02 The Employer agrees that it will not change conditions of employment or working conditions as a result of the signing of this Agreement.
WORKING CONDITIONS.
10.01 The Union will co-operate with the Employer in maintaining good working conditions.
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
WORKING CONDITIONS. 26.01 All full-time classroom teachers, including Special Education (including Resource and ABLE) who deliver credits, will be assigned time-tabled duties consisting of credit courses, credit -equivalent courses, TAP, worked on-calls, supervision, and remedial time to reach a 6.67 eligible program workload as defined in the Regulations made under the Education Act. Duties will be assigned as set out in Schedule A: Workload Assignments.
26.02 Notwithstanding Article 26.01, Full-time Library, Guidance, Co-op and Special Education Teachers who do not deliver credits may be fully assigned to their areas. Teachers assigned in this manner shall be given a workload approximating that of a classroom teacher.
26.03 Part-time teacher workload shall be pro-rated to that of the teachers defined in Article 26.01 and as specified in Schedule A: Workload Assignments.
26.04 Teacher workload issues shall be resolved at the Secondary Staffing Committee.
26.05 In a semestered school, no classroom teacher will be assigned more than the equivalent of 3.5 eligible programs per semester (or equivalent for a non- semestered school) except by the mutual agreement of the teacher affected, the Board and the Union.
26.06 Each teacher shall have a lunch break of a minimum of forty (40) consecutive minutes between classes, free from assigned duties, between the hours of 10:30 a.m. and 1:30 p.m.
26.07 Every effort shall be made to ensure that no teacher shall be allocated assigned time over a continuous interval exceeding 150 minutes excluding travel time between periods and/or breaks.
26.08 Except in the case of a teacher emergency, teachers shall be notified of any on-call assignments before the close of the previous school day.
26.09 Teachers shall not be mandated to work any days preceding (or following) the official start (end) of the school year.
26.10 The length of the school year shall be the minimum required under the
26.11 Unassigned time shall be available to each teacher for preparation and marking.
26.12 For teachers who are assigned TAP:
a) materials required for the delivery of the program shall be supplied;
b) the maximum time assigned shall not exceed thirty (30) minutes per week on average over the school year;
c) the TAP assignments shall be subject to review by the Secondary Staffing Committee.
26.13 No teacher shall be assigned duties normally performed by management, or by other bargaining units.
26.14 The Principal of each secondary school will forward to the Dist...
WORKING CONDITIONS. 1. Any replacement Superintendent shall receive the contract wage, except where it includes extra pay attributable to years of service, special competence or special consideration beyond job requirements.
2. The Superintendent shall not be required to:
(a) renew cables on elevators or build block or hollow tile walls,
(b) run elevators except during relief period, lunch period, and emergencies and except that in any building employing three or less employees during the daytime, exclusive of the Superintendent, the Superintendent in such buildings shall do all the duties which the Superintendent has heretofore been accustomed to do,
(c) do any ▇▇▇▇▇▇ work except in a building employing three employees or less during the daytime, exclusive of the Superintendent, in which case the Superintendent should continue to do work the Superintendent has heretofore performed,
(d) perform work on a scaffold that is not directly over a roof, setback, or within the building,
(e) perform work on the inside of any fuel oil, pressure or hermetically sealed tank,
(f) build cutting tables, machine stands or dress racks, or
(g) do any work that conflicts with State, Federal or Municipal laws.
3. The Superintendent shall not be penalized or discriminated against for attending arbitrations, hearings or meetings, but this privilege shall not be construed so as to interfere with the orderly operation of the building.
4. There may be added to the duties of the Superintendent more or less miscellaneous and relief work for which the Superintendent’s additional compensation distinguishes such employee from other classes of workers on the premises, subject to the grievance and arbitration procedures provided herein.
5. The Arbitrator may consider exceptional cases in which the Union claims that excessive work or the utilization of unique skills or painting is required of the Superintendent and may relieve the Superintendent of, or require additional compensation for, such excessive work.
6. No Superintendents leaving their positions of their own accord shall be entitled to accrued vacation allowance unless they have given the Employer at least thirty (30) days written termination notice.
7. The Union may question the propriety of the termination of the Superintendent’s services and demand such employee’s reinstatement or severance pay, if any, as the case may be, by filing a grievance under Article VII of this Agreement. The Arbitrator shall give due consideration to the Superintendent’...
WORKING CONDITIONS. All work shall be performed in conformity with applicable health and safety standards. Employees are encouraged to immediately report any unsafe working condition to their supervisor. No employee shall be disciplined for reporting any such conditions nor be required to work or to operate equipment when he/she has reasonable grounds to believe such action would result in immediate danger to life or safety the final determination of which shall rest with the Environmental Health & Safety Department.
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 Unit Clerk Service Support Actual Staffing #: RN RPN Unit Clerk Service Support Agency/Registry RN: Yes No How many? Novice RN Staff on duty* Yes No How many? RN Staff Overtime: Yes No If yes, how many staff? 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 Off unit Management Support available on site? Yes No
WORKING CONDITIONS. 1. Employees’ linens, uniforms or other articles of wearing apparel required by the Employer shall be furnished, maintained and laundered at the Employer’s expense. The University shall provide the employees with one pair of working shoes once per calendar year. The working shoes shall be worn while at work. Employees who work in the dining room will be provided with regularly laundered aprons at the Employer’s expense. Kitchen Employees’ linens, uniforms or other articles of wearing apparel required by the Employer shall be furnished, maintained and laundered at the Employer’s expense. Employee name and title will be included on uniforms for the Sous Chef and Garde Manger.
2. All full-time employees shall receive, without charge, two (2) meals per day. Part-time Employees shall receive without charge, one (1) meal per day. Each meal period shall be one half (1/2) hour duration.
3. The Employer agrees to provide sanitary and safe lockers, which are not accessible to the public, and to insure safeguarding of possessions of employees on the premises. The Employer shall also provide sanitary and adequate dressing rooms and space where employees may eat their meals.
4. The Employer shall not deduct any money from the wages or collect any money from any Employee for busboy’s breakage or any other purpose except as required by law.
5. Employees shall make reasonable effort to process credit card charges accurately, where such practices now prevails, but in no event shall they assume responsibility for the validity of the card or the failure of the Employer to be reimbursed for the amount of said charges for any reasons.
6. The Employer shall offer Employees, whose regular job classification duties are not required during special banquets or catering functions, the opportunity to work, with the following understanding:
(a) The Employees must be qualified to perform the duties and this determination is within management’s sole discretion. Crossing training will be provided at no cost to Faculty House, cross training, will take place during the Employees’ own time or during slow work-time periods and will be at management’s sole discretion.
(b) The Employees’ primary job responsibilities take priority at all times and such determination is within management’s sole discretion.
WORKING CONDITIONS. Licensee shall provide a safe and healthy working environment, and have a safety program that proactively identifies and eliminates workplace hazards.