Arranging vitality leave Sample Clauses

Arranging vitality leave. Vitality is an important element of sustainable employability. It contains a combination of energy and motivation. It is the responsibility of you and your employer to contribute to your vitality. Therefore, you can, if you have been employed for at least 7 years, request two consecutive months vitality leave once every seven years to contribute to your vitality. In the first month of your leave you will be paid 70% of your monthly income and in the second month you will be paid 40%. Your employer can opt to divide the equivalent of these percentages equally between the two months. Your pension accrual will continue in full during the period of the vitality leave. To determine the number of service years in this scheme a previous period in which you worked as a hired personnel is counted. The reference date for calculating the seven year term is the date on which you start participating in this scheme. If desired, in consultation with your employer you can extend the two months’ vitality leave using holiday hours or (un)paid leave, to no more than three consecutive months. You cannot apply for less than two months vitality leave. If you participate in the 00-00-000 scheme or if you participate in the former leave for seniors, you are not eligible for vitality leave. You can apply for vitality leave more than once during the duration of your employment contract subject to the condition that the period of time between two periods of vitality leave is seven years (or more). Vitality leave can only be taken in time off and you can derive no entitlement to compensation in money from this leave.
Sample 1
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Arranging vitality leave. Vitality is an important element of sustainable employability. It contains a combination of energy and motivation. It is the responsibility of you and your employer to contribute to your vitality. Therefore, you can, if you have been employed for at least seven years, request two consecutive months vitality leave once every seven years to contribute to your vitality. An employee applying for vitality leave will take the initiative in entering into a dialogue with the employer regarding their motivation and how vitality leave will contribute to their vitality. In the first month of your leave you will be paid 70% of your monthly income and in the second month you will be paid 40%. Your employer can opt to divide the equivalent of these percentages equally between the two months. Your pension accrual will continue in full during the period of the vitality leave. To determine the number of service years in this scheme a previous period in which you worked as temporary staff is included. The reference date for calculating the seven year term is the date on which you start participating in this scheme. If desired, in consultation with your employer you can extend the two months’ vitality leave using holiday hours or (un)paid leave, to up to three consecutive months. You cannot apply for less than two months vitality leave. If at any time you have less than seven years left before reaching the age of entitlement to state retirement (AOW) pension, vitality leave and the 00-00-000 scheme may not be taken concurrently. If you participate in the 00-00-000 scheme or if you participate in the former leave for seniors, you are not eligible for vitality leave. If you do not use the 00-00-000 scheme and take vitality leave in the period of seven years before reaching the age of entitlement to state retirement (AOW) pension, your right to the 00-00-000 scheme will lapse. You can apply for vitality leave more than once during the duration of your employment contract subject to the condition that the period of time between two periods of vitality leave is seven years (or more). Vitality leave can only be taken in time and may not be converted into money.
Sample 1
Arranging vitality leave. After 1 January 2015, you can, if you have been employed for at least 7 years, request two consecutive months leave once every seven years. In the first month you will be paid 70% of your monthly income and in the second month you will be paid 40%. Your employer can opt to divide the equivalent of these percentages equally between the two months. Your pension accrual will continue in full during the period of the vitality leave. To determine the number of service years in this scheme a previous period in which you worked as a hired personnel is counted. The reference date for calculating the seven year term is the date on which you start participating in this scheme. If desired, in consultation with your employer you can extend the two months’ vitality leave using holiday hours or unpaid leave, to no more than three consecutive months. You cannot apply for less than two months vitality leave. If you participate in the 00-00-000 scheme or if you participate in the former leave for seniors, you are not eligible for vitality leave. You can apply for vitality leave more than once during the duration of your employment contract subject to the condition that the period of time between two periods of vitality leave is seven years (or more). Vitality leave can only be taken in time off and you can derive no entitlement to compensation in money from this leave.
Sample 1

Related to Arranging vitality leave

  • Xxxxxx and Recall 1. When the Board determines to reduce the number of positions in one or more classifications covered by this agreement because of decreased enrollment of pupils, suspension of schools, territorial changes, lack of work, return to duty of an employee from a leave of absence, or financial reasons, the Board shall follow the procedure set forth in this Section. 2. The Board shall determine in which classification the layoffs should occur and the number of employees to be laid off. 3. The Board shall lay off employees in the affected classification on the basis of reverse seniority in that classification. Seniority shall be defined as the length of continuous service as a regular employee of the Board of Education. 4. The names of laid off employees shall be kept on a recall list by classification until for two years maximum. If the Board determines to fill any position in a classification during this period of time, the Board must offer the position to the most senior employee on the recall list for that classification. The offer of recall shall be made by written notice sent to the employee at his most recent address on record by certified mail. It is the employee's responsibility to keep the Board informed of his up to date address. The employee shall have seven (7) days after the notice is mailed to accept the offer of recall and report to work. If he does not report during such seven-day period, his name shall be eliminated from the recall list and the employment relationship between him and the Board shall cease. If the first employee on the recall list for a classification does not accept the recall, the Board shall offer the position to the next most senior employee from that classification on the recall list by the procedure outlined in this Section, and so on, until the position is filled. Any employee who resigns after receiving the notice provided in Division 4 of this Section, shall be entitled, upon request, to be placed upon the recall list and shall have same recall rights as if laid off. 5. For purposes of this Section, the following classifications will be used. 1. Bus Driver 9. Bus Aide 2. Bus Mechanic 10. Head Cook 3. Building Maintenance 11. Cafeteria Worker

  • EMPLOYER AND UNION TO ACQUAINT NEW EMPLOYEES ‌ (a) At the time of hire new employees will be advised that a collective agreement is in effect and of the conditions of employment set out in the articles dealing with Union Security and Dues Check-off. (b) A new employee shall also be provided with: (1) the name, location and work telephone number of the xxxxxxx; and (2) an authorization form for union dues check-off. (c) Upon request, the xxxxxxx shall be advised of the name, location and work telephone number of the new employee. (d) The xxxxxxx will be given an opportunity to interview each new employee within regular working hours, without loss of pay, for 15 minutes sometime during the first 30 days of employment. (e) The Union will provide the Employer with an up-to-date list of stewards' names, work locations and work telephone numbers in order that the Employer may meet its obligation in (b)(1) above. (f) The Union will be provided with a copy of the completed and signed authorization form for dues check-off for all new employees.

  • Community Engagement Integration Activities The SP will support the HSP to engage the community of diverse persons and entities in the area where it provides health services when setting priorities for the delivery of health services and when developing plans for submission to the LHIN including but not limited to CAPS and integration proposals.

  • Xxxxx’s leave 22.2.1 In normal circumstances an employee is not entitled to take carer's leave where another person has taken simultaneous leave to care for the same person. 22.2.2 The employee must, if required by the Employer, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another. 22.2.3 The employee must where practicable, give the Employer notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the employee, the reason for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee must notify the Employer by telephone of such absence at the first opportunity on the day of the absence. 22.2.4 The same considerations in quantum of carer’s leave applicable to part time Employees may be extended to eligible casuals but on an unpaid basis

  • EMPLOYMENT POLICY AND UNION MEMBERSHIP 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are available employees on layoff qualified to do the work. 5.03 New employees will be hired on a three (3) month probationary period, and thereafter shall attain regular employment status. Their respective seniority shall be dated back to the date of their last hiring by the Employer. 5.04 Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. 5.05 The Employer and the Union will endeavour to make use of an apprenticeship program for employees hired in the Skilled Xxxxxxx Helper and Xxxxxxx Helper classifications. The parties recognize the Employer's legitimate concern to maintain control over the availability of manpower especially at peak work periods. 5.06 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not discriminate against any employees because of Union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. Before commencing work, any new employee will be referred by the Employer to a xxxxxxx or Local 52 Representative in order to give such xxxxxxx or Local 52 Representative an opportunity to describe the Union's purposes and representation policies to such new employees.

  • Pregnancy and Parental Leave (a) Pregnancy/Parenting leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision. (b) If possible the employee shall give written notification at least one (1) month in advance of the date of commencement of such leave and the expected date of return. (c) The employee shall reconfirm her intention to return to work on the date originally approved in subsection (b) above by written notification received by the Employer at least four (4) weeks in advance thereof. The employee shall be reinstated to her former position, unless the position has been discontinued in which case she shall be given a comparable job. (d) An employee who is on pregnancy leave as provided under this Agreement, who has completed five (5) months of continuous service and has applied for and is in receipt of Employment Insurance pregnancy/ parental benefits pursuant to the Employment Insurance Act shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings (which for part-time employees shall include percentage-in-lieu) and the sum of her weekly Employment Insurance benefits and any other earnings. Such payment shall commence following receipt by the Employer of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy/ parenting benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of seventeen (17) weeks. The employee will endeavour to provide a copy of the Employment Insurance cheque stub within two (2) weeks of receipt of the employee’s EI benefit. The employee's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. The normal weekly hours for an employee working less than seventy-five

  • Volunteer Firefighting Leave Leave without pay will be granted when an employee who is a volunteer firefighter is called to duty to respond to a fire, natural disaster or medical emergency.

  • TERMINAL LEAVE Any employee who is separated from State service for any reason including layoff shall receive within seven (7) days a lump sum payment for the number of hours of accrued annual leave at the employee's annualized hourly rate of pay.

  • Switching and Tagging Rules Each Party shall provide the other Parties a copy of its switching and tagging rules that are applicable to the other Parties’ activities. Such switching and tagging rules shall be developed on a non-discriminatory basis. The Parties shall comply with applicable switching and tagging rules, as amended from time to time, in obtaining clearances for work or for switching operations on equipment.

  • Community Service Leave Community service leave is provided for in the NES.

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