Executive Order 13706 Collective Bargaining Agreement

(6) Be responsible for compliance with the requirements of E.O. 13706, 29 CFR Part 13 and this clause by any subcontractor. (iii) If a contractor is not required by the Service Contracts Act, Davis-Bacon Act, or Fair Labor Standards Act, to keep records of hours worked by an employee, (z.B. because the worker is employed in a management, administration or profession in good faith, as the conditions are defined in 29 CFR, Part 541, the contractor may, for that employee, calculate paid sick leave by following the employee`s actual hours of work or by using the assumption that the worker is working 40 hours on or in relation to a covered employment contract. If such an employee regularly works less than 40 hours per week on or in relation to covered contracts, either because the worker`s working time is divided between covered and uncovered contracts, or because the worker has a part-time plan, the contractor may allow the worker to file paid sick leave based on the typical number of hours worked by the worker on or in relation to covered contracts per work week, provided that the holder has evidence to support the number he has established or, if the worker is not working on covered contracts, a contractor may estimate the typical number of hours worked per working week in relation to the covered contracts , provided the estimate is reasonable and is based on verifiable information. The position of the Ministry of Labour has dispelled any doubt as to its interpretation of the FFCRA: the 80 hours must come in addition to the 56 hours required by Executive Order 13706. (2) The imputation and use of paid sick leave under the section. 13706 and 29 CFR, Part 13; (h) There is no excuse in E.O. 13706 or 29 CFR Part 13 for non-compliance or surrender of existing federal or regional laws, existing local laws or regulations, or a collective agreement that imposes higher paid sickness or leave fees than those provided by Section E.O.

13706 and 29 CFR, Part 13. (d) contractors may, in conjunction with other contractors, meet their obligations under E.O. 13706 and 29 CFR Part 13 as part of a multi-employer work plan or fulfill their obligations through a fund, plan or program (cf. 29 CFR 13.8). (i) medical history or domestic violence records; Sexual assault or harassment for the purposes of the E.O. 13706, whether a child or child of a worker, parent, spouse, home partner or other person related to the blood or affinity of staff and whose close relationship with the worker corresponds to a family relationship, are recorded confidentially in files/files separate from the usual personal records. When a KBA ratified before September 30, 2016 applies to a worker`s work, the provisions of the executive order do not apply until the end of the contract or January 1, 2020 and are not applicable until the end of the contract or January 1, 2020. (ii) filing a complaint, invoking a procedure or other action under E.O. 13706 and 29 CFR Part 13; l) Disputes over labour standards. Disputes relating to the application of E.O.

13706 to this contract are not subject to the general clause of the contract. These disputes are resolved according to Ministry of Labour procedures set out in Part 13 of the Ministry of Labour. Disputes within the meaning of this contractual clause are disputes between the contractor (or one of its subcontractors) and the contracting authority, the Ministry of Labour or the workers or their representatives. The exemption for previous contracts is “grandpa” and old contracts (and subsequent tasks) are not covered by executive orders, unless subsequent changes to the contract have been made to implement them.