Accrual and Use. 1. An employee who works within the City of New York for more than eighty hours in any consecutive 12-month period designated by the employer as its “calendar year” pursuant to the PSLL (“Year”) must be provided sick time. Employers must provide a minimum of one hour of sick time for every 30 hours worked by an employee and compensation for such sick time must be provided at the greater of the employee’s regular hourly rate or the minimum wage. Employers are not required to provide more than 40 hours of sick time to an employee in any Year.
Accrual and Use. Sick leave shall be accrued at the rate of six and 9/10 (6.9) hours of sick leave every pay period for employees working 24-hour shifts and at a rate of four and 6/10 (4.6) hours of sick leave for employees working 8-hour shifts. Employees will be compensated at their regular hourly rate for all authorized sick leave. Sick leave is taken in increments of one hour. *Conversion Note: For employees permanently changing from 53-hour to 40-hour or 40 hour to 53- hour sick time will be divided by 1.5 or multiplied by 1.5 respectively at the date of assignment. All time will be rounded to half hour. Employees may only use sick leave that has been accrued. Sick leave may be used for the following reasons:
Accrual and Use. All employees shall accrue eight (8) hours of sick leave pay per month starting from their date of hire. Sick leave may be taken in not less than one (1) hour increments, when an employee uses a full day of sick time (12 hours for 12 hour shift employees, 8 hours for 8 hour shift employees), his accrual bank shall be reduced by 12 hours for 12 hour shift employees or 8 hours for 8 hour shift employees unless the use of sick time is related to a catastrophic illness or injury as defined in Section 11.4. In the event that sick leave is utilized in relation to a catastrophic illness as defined in Section 11.4 sick time shall then be deducted at the rate of 8 hours per day regardless of the length of shift (8 or 12). There shall be no limit of the number of sick hours that may be accrued or used by an employee of this bargaining unit for the purposes of sick leave. Sick leave shall be used only for the illness of the employee and the employee’s child, spouse, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent.
Accrual and Use. All employees shall accumulate paid sick leave at the rate of one (1) day for each month’s service. Part-time employees shall accumulate paid sick leave on a prorated basis. Sick Leave may be used for illness, disability, or injury of the employee, appointments with Doctor, Dentist or other professional medical practitioner, and in the event of illness, disability, or injury of a member of an employee’s immediate family or household on days employee is scheduled to work. For purposes of definition, the “immediate family or household” shall be husband, wife, children, mother, father, brother, sister, and grandparents, in-laws, father and mother, or any relative or person living in the employee’s household for whom the employee has custodial responsibility or relative or person living in the employees household for whom the employee is financially and emotionally dependent on the employee and where the presence of the employee is needed. Such time may be used in increments of no less than one hour at a time for any of the above reasons. Any such use is subject to twenty-four (24) hours’ prior notification to the employee’s immediate supervisor, if at all possible.
Accrual and Use. An employee who works within the City must be provided paid safe and sick time.1 Employers with one hundred or more employees are required to provide 56 hours of safe and sick time for an employee each calendar year. Employers with fewer than one hundred employees are required to provide 40 hours of sick leave each calendar year. Employers must provide a minimum of one hour of safe and sick time for every 30 hours worked by an employee and compensation for such safe and sick time must be provided at the greater of the employee’s regular hourly rate or the minimum wage at the time the paid safe or sick time is taken. Employers are not discouraged or prohibited from providing more generous safe and sick time policies than what the ESSTA requires. Employees have the right to determine how much safe and sick time they will use, provided that an employer may set a reasonable minimum increment for the use of safe and sick time not to exceed four hours per day. For the use of safe time or sick time beyond the set minimum increment, an employer may set fixed periods of up to thirty minutes beyond the minimum increment. In addition, an employee may carry over up to 40 or 56 hours of unused safe and sick time to the following calendar year, provided that no employer is required to carry over unused paid safe and sick time if the employee is paid for such unused safe and sick time and the employer provides the employee with at least the legally required amount of paid safe and sick time for such employee for the immediately subsequent calendar year on the first day of such calendar year. An employee entitled to safe and sick time pursuant to the ESSTA may use safe and sick time for any of the following: such employee’s mental illness, physical illness, injury, or health condition or the care of such illness, injury, or condition or such employee’s need for medical diagnosis or preventive medical care; such employee’s care of a family member (an employee’s child, spouse, domestic partner, parent, sibling, grandchild, or grandparent, the child or parent of an employee’s spouse or domestic partner, any other individual related by blood to the employee, and any other individual whose close association with the employee is the equivalent of a family relationship) who has a mental illness, physical illness, injury or health condition or who has a need for medical diagnosis or preventive medical care; 1 Pursuant to the ESSTA, if fewer than five employees work for the same e...
Accrual and Use. Employees shall accrue and use sick leave in accordance with City of St. Helena Personnel/Administrative Sick Policy and the provisions of this Article 8(D). The provisions of this Article 8(D) shall supersede any inconsistent provisions of the Sick Leave. Sick leave with pay shall accrue to all Full-Time Employees at the rate of one work day for each calendar month of service, with no limit to its maximum accumulation.
Accrual and Use. Each full-time employee shall accrue and accumulate sick leave with full pay at the rate of 3.680 hours for each completed eighty hour pay period of service. In-service hours include all hours in pay status excluding overtime. This rate shall be adjusted to reflect any unpaid time in each pay period. Part-time employees shall be eligible to receive sick leave on a pro rata basis. Usage and accrual of said benefits shall be governed by the same rules and regulations applicable to full-time employees.
Accrual and Use. PTO hours accrue based upon the actual number of regular hours worked, or other non- worked hours entitled to PTO accrual when defined in this Agreement. Years of Continuous Service Hours Per Month 10-15 22.17 16-20 24.17 20+ 26.17 Temporary employees shall earn PTO pay at a rate of four (4) hours per month of service to be paid upon completion of the temporary assignment. This PTO shall be utilized to meet the statutory requirements of Paid State Sick Leave as described in Article 2, Section 2.01 (A). Limited term employees shall accrue PTO at a rate of twelve (12) hours per month of service. Limited term employees shall be eligible for use of PTO upon approval of the supervisor and shall be eligible for payout of PTO upon separation. Upon completion of six (6) months of employment, probationary employees shall be eligible for payout of PTO upon separation.
Accrual and Use. An employee who works within the City of New York for more than eighty hours in any consecutive 12-month period designated by the employer as its “calendar year” pursuant to the PSLL (“Year”) must be provided sick time. Employers must provide a minimum of one hour of sick time for every 30 hours worked by an employee and compensation for such sick time must be provided at the greater of the employee’s regular hourly rate or the minimum wage. Employers are not required to provide more than 40 hours of sick time to an employee in any Year. An employee has the right to determine how much sick time he or she will use, provided that employers may set a reasonable minimum increment for the use of sick time not to exceed four hours per Day. In addition, an employee may carry over up to 40 hours of unused sick time to the following Year, provided that no employer is required to allow the use of more than 40 hours of sick time in a Year or carry over unused paid sick time if the employee is paid for such unused sick time and the employer provides the employee with at least the legally required amount of paid sick time for such employee for the immediately subsequent Year on the first Day of such Year. An employee entitled to sick time pursuant to the PSLL may use sick time for any of the following: such employee’s mental illness, physical illness, injury, or health condition or the care of such illness, injury, or condition or such employee’s need for medical diagnosis or preventive medical care; such employee’s care of a family member (an employee’s child, spouse, domestic partner, parent, sibling, grandchild, or grandparent, or the child or parent of an employee’s spouse or domestic partner) who has a mental illness, physical illness, injury or health condition or who has a need for medical diagnosis or preventive medical care; closure of such employee’s place of business by order of a public official due to a public health emergency; or such employee’s need to care for a child whose school or childcare provider has been closed due to a public health emergency. An employer must not require an employee, as a condition of taking sick time, to search for a replacement. However, an employer may require an employee to provide: reasonable notice of the need to use sick time; reasonable documentation that the use of sick time was needed for a reason above if for an absence of more than three consecutive work days; and/or written confirmation that an employee used sick t...
