MOU Provisions Sample Clauses

MOU Provisions. The existing, respective MOU provisions will continue to apply as far as the need to use accrued leave time (e.g., compensatory, sick, vacation, etc.) for the days that are recognized City holidays for which employees might be entitled to paid time off. The following table provides a five-year projection of the dates City Hall will be closed and the hours of leave that will need to be used by full-time employees. THIS SCHEDULE IS ONLY APPLICABLE TO THE TWO YEARS OF THIS MOU. City Hall Closure Dates (Five-Year Projection) Accrued Leave Needed Monday, December 21, 2020 through and including Friday, January 1, 2021 44 hours Monday, December 20, 2021 through and including Monday, January 3, 2022 45 hours Monday, December 19, 2022 through and including Monday, January 2, 2023 54 hours Monday, December 18, 2023 through and including Monday, January 1, 2024 54 hours Monday, December 23, 2024 through and including Friday, January 3, 2025 44 hours Monday, December 22, 2025 through and including Friday, January 2, 2026 44 hours Limitations Should it be necessary for an employee to work during this week (e.g., it must be authorized in advance and approved in writing by the employee’s Department Head and the City Manager), the affected employee would not be required to use leave time during the workdays of the closure. Permanent Part-Time In accordance with the SEIU LOCAL 721 MOU, permanent part-time employees only receive seven (7) designated holidays (e.g., 56 hours of holiday time), which includes Christmas Day and New Year’s Day. Therefore, all eligible permanent part-time employees will receive 16 hours of pay (e.g., two [2] days) during the two-week closure. Provided they have accrued sick time and/or vacation time, eligible permanent part-time employees may elect to use their accrued leave to cover the remaining days during this closure in order to receive their typical full pay, which cannot exceed the normal number of hours worked in previous pay periods. APPENDIX THREE – AMENDED SALARY ORDINANCE FOR GENERAL NON-MANAGEMENT, NON-SUPERVISORY EMPLOYEES (The Salary Ordinances are amended to show the ten [10] range point increase across the board in exchange for full-time unit employees paying ten percent [10%] of the cost of CalPERS).
Sample 1Sample 2See All (5)
AutoNDA by SimpleDocs
MOU Provisions. 1. The University and Employee agree generally that the information contained in the RPQ shall constitute the basis upon which the Employee shall conduct the sponsored research project or entrepreneurial activities, and specifically as follows:
Sample 1
MOU Provisions. The terms and provisions of this MOU shall be binding upon the parties. Nothing in this MOU is intended to conflict with existing laws and/or regulations, with any contractual responsibilities and obligations imposed by third-party contracts or agreements, or with the agency directives of ICE or the County. If a term of this agreement is inconsistent with such authority, then that term shall be invalid, but the remaining terms and conditions of this agreement shall remain in full force and effect.
Sample 1
MOU Provisions. Except as provided herein, all remaining terms and provisions of the aforementioned MOU shall remain in full force and effect through the term of this Letter of Agreement. REPRESENTATIVES OF THE REPRESENTATIVES OF THE COSTA MESA POLICE ASSOCIATION CITY OF COSTA MESA XXXXX XXXXXXXX XXXXXXX X. XXXXXXX CMPA President Administrative Services Director XXXX XXXXX XXXXX XXXXX CMPA Vice-President Budget & Research Officer XXXXXX XXXXXXXX XXXXX X. XXXXXXXX CMPA Negotiations Team Member Human Resources Administrator XXXXX XXXXXXXX KASAMA XXX CMPA Negotiations Team Member Principal Human Resources Analyst XXXXX XXXXXX
Sample 1

Related to MOU Provisions

  • COMMON PROVISIONS Article 10

  • Top-up Provisions Employees accessing short-term disability leave as set out in paragraph c) will have access to any unused sick leave days from their last fiscal year worked for the purpose of topping up wages to one hundred percent (100%) under the short-term disability leave. This top-up is calculated as follows: Eleven (11) days less the number of sick leave days used in the most recent fiscal year worked. Each top-up to 100% from 90 to 100% requires the corresponding fraction of a day available for top-up. In addition to the top-up bank, top-up for compassionate reasons may be considered at the discretion of the board on a case by case basis. The top-up will not exceed two (2) days and is dependent on having two (2) unused Short-Term Paid Leave Days/Miscellaneous Personal Leave Days in the current year. These days can be used to top-up salary under the short-term disability leave. When employees use any part of a short-term disability leave day they may access their top up bank to top up their salary to 100%.

  • Governing Provisions This Agreement is made under and subject to the provisions of the Plan, and all of the provisions of the Plan are also provisions of this Agreement. If there is a difference or conflict between the provisions of this Agreement and the provisions of the Plan, the provisions of the Plan will govern. By signing this Agreement, the Grantee confirms that he or she has received a copy of the Plan.

  • Final Provisions Clause 16 Non-compliance with the Clauses and termination

  • Data Provisions Subject to the limitations contained in CA Government Code Section 3558, the City shall provide the Union with all required information on newly-hired employees to the extent it is made available to the City. In addition, within ten (10) business days of the conclusion of each NEO, the City agrees to provide the Union with a stand-alone report containing a list of employees, including classification code and division, who were scheduled to, but did not attend each NEO.

  • Local Provisions (Local provisions related to these scheduling arrangements are to be set out in this Article and numbered in sequence.)

  • Initial Provisions Article 1

  • EEO Provisions During the performance of this Contract the Contractor agrees as follows: (1) The Contractor shall not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, political affiliation or belief, age, or handicap. The Contractor shall take affirmative action to insure that applicants are employed and that employees are treated equally during employment, without regard to race, color, religion, sex, national origin, political affiliation or belief, age, or handicap. Such action shall include but not be limited to the following: employment, upgrading, demotion, transfer, recruitment or advertising, layoff or termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship. The Contractor shall post in conspicuous places, available to employees and applicants for employment, notices setting forth these EEO provisions. (2) The Contractor shall in all solicitations or advertisement for employees placed by or on behalf of the Contractor, state that all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, political affiliation or belief, age, or handicap. (3) The Contractor shall send a copy of the EEO provisions to each labor union or representative of workers with which it has a collective bargaining agreement or other contract or understanding. (4) In the event of the Contractor's noncompliance with these EEO provisions, the City may cancel, terminate, or suspend this contract, in whole or in part, and the City may declare the Contractor ineligible for further City contracts. (5) Unless exempted by the City Council of the City of Durham, the Contractor shall include these EEO provisions in every purchase order for goods to be used in performing this contract and in every subcontract related to this contract so that these EEO provisions will be binding upon such subcontractors and vendors.

  • Penalty Provisions Failure to comply with the regulatory requirements is a violation of state law that may result in penalties up to ten thousand nine hundred ten dollars ($10,910.00 USD) for strict liability violations for each day in which the violation occurs. (Cal. Code Regs., tit.17, § 94507 et seq.; Health & Saf. Code §§ 39674, 39675, 42400 et seq., 42402 et seq., and 42410.) CASE BACKGROUND

  • Callout Provisions Regular employees who are called back to work outside normal hours, shall be compensated for a minimum of four (4) hours at the applicable overtime rates, and will be reimbursed at applicable mileage rates for portal-to-portal transportation. A callout is not an extended shift.

Time is Money Join Law Insider Premium to draft better contracts faster.