Administration of Extended Sick Leave Sample Clauses

Administration of Extended Sick Leave. During these current negotiations the parties had extensive discussions regarding the administration of extended sick leave under the provisions of Article 14 of the Collective Bargaining Agreement and the Settlement Agreement now incorporated into the successor Agreement. The parties agree that when an employee covered under the pro- visions of this Agreement is eligible for Extended Sick Leave pursuant to Article 14, Section 7 of the Collective Bargaining Agreement, and then requests to be payless in accordance with Section 5 of the Extended Sick Leave Settlement Agreement, said employee may not then later access paid Extended Sick Leave for the same or related injury or illness, unless in the interim the employee has returned to work. In the case where an employee knows in advance that the term of his/her absence will be greater than the six or twelve months provided for under Article 14, he/she may first request a leave of absence under the provisions of Article 19 (2). Following this period of leave under Article 19 (2) the employee may then request an Extended Sick Leave pursuant to the provision of Article 14 (7) and the Extended Sick Leave Settlement Agreement. Section 5 of the Extended Sick Leave Agreement notwithstanding, under these circumstances the company retains all of its discretionary authority as outlined in Article 19 (2). For example, if an employee knows the term of an absence is going to be eight (8) months, the employee can request a Leave of Absence under Article 19 (2) for the first two (2) months and Extended Sick Leave for the remaining six (6) months. It is within Management’s discretion to either approve or deny the employee’s request for leave under Article 19 (2). This further clarification of the administrative procedures involving Extended Sick Leave as contained inArticle 14 of the Collective Bargaining Agreement and the Extended Sick Leave Settlement Agreement, preserve Management’s discretion in granting leaves of absence, except as limited by Section 5 of the Extended Sick Leave Settlement Agreement, and further defines that leaves granted to employees under Article 14 (7), be they paid or unpaid, may not exceed the contractual limits established in the Agreement. Additionally, the parties had discussions regarding the Company’s rights under New York State Law to collect New York State Disability as an offset against wages paid to employees granted Extended Sick Leave of that portion of Extended Sick Leave coded as sick...
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Related to Administration of Extended Sick Leave

  • Administration of Sick Leave The proper administration of sick leave is a responsibility of the employee and the department head. Unless otherwise provided in the supplemental sections of this MOU, the following procedures apply:

  • Compensation for Unused Sick Leave 1. Employees who enter County service after July 1, 1979, shall not be eligible for compensation for any of their unused sick leave credits.

  • Determination of Service for Sick Leave with Pay Actual time worked and all leave with pay, except for educational leave, shall be included in determining the pro rata accrual of sick leave credits each month, provided that the employee works thirty-two (32) hours or more in that month.

  • Vacation and Sick Leave Administration (a) for the purposes of administration of clauses 34.11 and 34.12, where an employee does not work the same number of hours each week, the normal workweek shall be the weekly average calculated on a monthly basis.

  • TERMINATION OF EFT SERVICES You may terminate this Agreement or any EFT service under this Agreement at any time by notifying us in writing and stopping your use of your card and any access code. You must return all cards to the Credit Union. You also agree to notify any participating merchants that authority to make xxxx payment transfers has been revoked. We may also terminate this Agreement at any time by notifying you orally or in writing. If we terminate this Agreement, we may notify any participating merchants making preauthorized debits or credits to any of your accounts that this Agreement has been terminated and that we will not accept any further preauthorized transaction instructions. We may also program our computer not to accept your card or access code for any EFT service. Whether you or the Credit Union terminates this Agreement, the termination shall not affect your obligations under this Agreement for any electronic transactions made prior to termination.

  • Sick Leave to Establish EI Maternity Benefits If the Employee will be able to establish a new EI Maternity Benefit claim in the six weeks immediately following the birth of her child through access to sick leave at 100% of her regular salary, she shall be eligible for up to six weeks leave at 100% of her regular salary without deduction from the sick days or short term disability leave days (remainder of six weeks topped-up as SEB).

  • Suspension/Termination of account If your right to use the card is suspended or your card account is terminated, we may at our option and without prejudice to any of our rights and remedies, stop paying the said instalments for you, or bill the aggregate sum of the remaining instalments to you forthwith.

  • Utilization of Sick Leave with Pay Temporary employees who have earned sick leave credits in their temporary appointment shall be eligible for sick leave for any period of absence from employment due to any of the following reasons: • illness; • bodily injury; • disability resulting from pregnancy; • necessity for medical or dental care; • if the employee is a victim of domestic violence, harassment, sexual assault, or stalking; or the parent or guardian of a minor child or dependent who is a victim of domestic violence, harassment, sexual assault or stalking, pursuant to ORS 659A.270 through 659A.290; • attendance at an employee assistance program; • exposure to contagious disease; • for the emergency repair of personal assistive devices which are medically necessary for the employee to perform assigned duties; • attendance upon members of the employee’s or the employee’s spouse’s immediate family, or the equivalent of each for domestic partners, (parent, wife, husband, children, brother, sister, grandmother, grandfather, grandchild, or another member of the immediate household) where the employee’s presence is required because of illness or death; • parental leave. The employee has the duty to insure that they make other arrangements, within a reasonable period of time, for the attendance upon children or other persons in the employee’s care. Certification of an attending physician or practitioner may be required by the Agency to support the employee’s claim for sick leave if the employee is absent in excess of seven (7) days, or if the Agency has evidence that the employee is abusing sick leave privileges. The Agency may also require such certificate from an employee to determine whether the employee should be allowed to return to work where the Agency has reason to believe that the employee’s return to work would be a health hazard to either the employee or to others. (See Section 4 for FMLA and OFLA.)

  • Advanced Sick Leave a. Employees who are incapacitated for the performance of duties because of serious disability or ailment may request advance sick leave not to exceed two hundred and forty (240) hours. These two hundred and forty (240) hours of sick leave may be advanced to an employee with a medical emergency related to the adoption of a child, for family care or bereavement purposes, or to care for a family member with a serious health condition.

  • Termination of Services 6.2. To promote a non-discriminatory work environment based on the principle of equality, employers and the trade union should adopt appropriate measures to ensure that employees with HIV and AIDS are not unfairly discriminated against and are protected from victimisation through positive measures such as:

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