Assault and/or Battery Leave Sample Clauses

Assault and/or Battery Leave. Any assault and/or battery upon an employee while acting within the scope of his or her employment shall be reported promptly to the employee’s immediate supervisor for investigation and immediate protective measures if warranted. The Association will receive a report on the investigation conducted by administration. If an employee wants to file a police report after being legally assaulted by a student, the District will support the employee with this action, including providing paid leave for participation in any legal proceedings initiated and prosecuted by law enforcement authorities. Whenever an employee is absent from employment and unable to perform his or her duties as a result of personal injuries, physical and/or psychological, sustained due to assault and/or battery as defined by Washington State Law, the employee will be paid full salary for the period of absence, up to one year from date of injury, less the amount of any Xxxxxxx’x Compensation award or benefits. No part of such absence will be charged to annual or accumulated sick leave. All parties vested in a restorative student reentry plan will meet prior to the student returning.
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Assault and/or Battery Leave. An SSP employee who is unable to perform his or her duties resulting from an assault and/or battery arising out of and incurred within the scope and course of, and in connection with, the performance of his or her assigned duties, and not as a result of his or her own negligence or disobedience of board policies or reasonable rules and regulations, shall be eligible to receive his or her full salary for the time he or she is temporarily absent from work as a result of the injury. For purposes of this policy, the following definitions shall apply:
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Assault and/or Battery Leave. A nurse who is unable to perform his/her duties resulting from an assault and/or battery arising out of an incurred within the scope and course of, and in connection with, the performance of his/her assigned duties, and not as a result of his/her own negligence or disobedience of Board policies or reasonable rules and regulations, shall be eligible to receive his/her full salary for the time he/she is temporarily absent from work as a result of the injury. For the purposes of this policy, the following definitions shall apply:
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Assault and/or Battery Leave. 17 1. An employee injured by an assault and/or battery while acting in the scope of 18 the employee's duties will be placed on administrative leave with pay while an 19 investigation is conducted. If the investigation concludes prior to the 20 employee being able to return to work and the employee chooses to use 21 his/her accrued paid leave, such leave may be reimbursed if the employee 22 qualifies for the reimbursement under the Worker Compensation Act of New 23 Mexico. An employee is not eligible for paid leave while receiving workers 24 compensation benefits. 25 2. An employee battered shall report the incident to his/her supervisor 27 3. Employees injured by a physical assault and/or battery while acting in the 28 scope of the employee's duties shall apply for Workers' Compensation.
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Assault and/or Battery Leave. Any employee missing contract days due to injury as the result of physical assault while within the scope of his/her employment with the Lincoln Public Schools shall not have those days charged against accumulated sick leave days. After five (5) work days, continued absence is authorized only upon recommendation of the employee’s personal physician. a. The term “assault” and “battery” shall be defined for purposes of this section as an assault and battery inflicted within the scope of the individual’s employment. Assault is defined as the threat or use of force on another that causes that person to have a reasonable apprehension of imminent harmful or offensive contact; the act of putting another person in reasonable fear or apprehension of an immediate battery by means of an act amounting to an attempt or threat to commit a battery. Battery is defined as the application of force to another, resulting in harmful or offensive contact. In the event that an employee of the Lincoln Public Schools should be subject to an assault and/or battery while within the scope of his/her employment with the Lincoln Public Schools, the employee should take the following action:
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Assault and/or Battery Leave. 1. An employee injured by an assault and/or battery while acting in the scope of the employee's duties will be placed on administrative leave with pay while an investigation is conducted. If the investigation concludes prior to the employee being able to return to work and the employee chooses to use his/her accrued paid leave, such leave may be reimbursed if the employee qualifies for the reimbursement under the Worker Compensation Act of New Mexico. An employee is not eligible for paid OHDYH ZKLOH UHFHLYLQJ ZRUNHU¶V FRPSHQVDWL 2. An employee battered shall report the incident to his/her supervisor immediately. The employee shall complete all necessary reports and/or forms. 3. Employees injured by a physical assault and/or battery while acting in the scope of the employee's duties shall apply for Workers' Compensation.
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Assault and/or Battery Leave. Any assault and/or battery upon an employee while acting within the scope of his or her employment shall be reported promptly to the employee’s immediate supervisor. If an employee wants to file a police report after being legally assaulted by a student, the District will support the employee with this action.
Sample 1
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Assault and/or Battery Leave. 1. An area of common concern to teachers, administrators, and the Board is the maintenance of orderly conduct within the schools in order that the educational program can accomplish its goals. Ohio Revised Code Section 3319.41 provides for the right of teachers to defend themselves and the right of the Board to adopt reasonable rules and regulations in this area, and Section 3313.661 covers the suspension and expulsion of pupils. 2. The Board hereby assures teachers that it will put its full support behind the discipline procedures and policies hereinafter recommended and adopted by the Board in matters of discipline. The administration and the teachers recognize a mutual responsibility for the enforcement of such policies. It is also agreed that such policies will be enforced fairly and consistently without favoritism as to race, creed, color, or sex. It is recognized and agreed that there is a continuing need to revise discipline policies and procedures. 3. When an assault and/or battery occurs, the teacher has the right to defend himself/herself and/or obtain assistance. 4. The principal should be immediately notified to call the police, parents, and the Superintendent. If the principal is not available, a teacher may call the police. 5. As soon as possible, the teacher will report in writing to the school principal and the Superintendent all cases of assault and/or battery suffered by him/her in connection with his/her employment. It shall be the duty of the Superintendent to inform the Board of Education of these cases when so requested. 6. Any time a teacher employed by the Board is a victim of a serious assault and/or battery by a pupil, the pupil will be immediately removed from the classroom (or extra-curricular activity) and the provisions of the Due Process for Suspension and Expulsion and Emergency Removal from Curricular and Extra-Curricular Activities (5600) adopted by the Board shall apply. 7. Professional personnel who are injured as a result of an assault and/or battery inflicted while performing school duties on school property, or while performing school duties on other premises, shall be granted a paid assault and/or battery leave by the Board in lieu of paid sick leave. The amount paid shall be reduced by the amount of Workers' Compensation received by the employee. In order to be eligible for assault and/or battery leave, the employee shall be required to submit a physician's verification that the condition exists as a result of the s...
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Related to Assault and/or Battery Leave

  • Personal Illness and Injury Leave 10.1.1 Full-time bargaining unit members shall be entitled to ten (10) days leave with full pay for each school year for purposes of personal illness or injury. Bargaining unit members who work less than full-time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining unit member shall be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. 10.1.6 A bargaining unit member who is absent for one-half day or less may have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated leave. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

  • INJURY LEAVE 22.01 When an employee is injured in the line of duty, he shall be eligible for a paid leave not to exceed ninety (90) calendar days per incident. In order to be eligible for injury leave, the employee shall file a Workers Compensation claim for lost wages, i.e., temporary total disability, and shall sign a waiver assigning to the City all sums received by the employee from Workers Compensation for lost wages to a maximum of ninety days or the amount of injury leave benefits advanced by the City. In the event Workers Compensation ultimately denies benefits to the employee, after the employee has exhausted all available appeals and administrative remedies provided under the Worker Compensation Act, then the employee shall reimburse the City one-half (1/2) of the injury leave received through reduction of all accrued leaves, current or future. 22.02 If at the end of this ninety (90) calendar day period the employee is still disabled, the leave may, at the Employers sole discretion, be extended for additional ninety (90) calendar day periods, or parts thereof. 22.03 The Employer shall have the right to require the employee to have a physical exam by a physician appointed and paid by the Employer resulting in the physician's certification that the employee is unable to work due to the injury as a condition precedent to the employee receiving any benefits under this article. The designated physician's opinion shall govern whether the employee is actually disabled or not, and for the period in which the employee is disabled, but shall not govern whether the Employer shall extend the period of leave or if the injury was duty related. If there is a conflict between the employee's and Employers physicians, a third physician shall be consulted whose opinion shall govern. This third physician shall be selected by a mutual agreement between the Employer and the employee, who shall share the costs equally. 22.04 If the attending physician(s) of an employee so certifies that the employee may return to temporary light or temporary restricted duty, the City, at its discretion, and if the City has suitable work for such employee, may assign the employee to light duty work. 22.05 All employees are subject to the City's Transitional Work Program Policy.

  • Assault Leave 1. An employee of Alliance City Schools who, without fault, must be absent due to physical disability resulting from an assault which occurs in the course of Board employment while on duty on school grounds during school hours or where required to be in attendance at a school sponsored function shall, after using all or three (3) days of accumulated and unused sick leave, whichever is less, be eligible for assault leave. [When an employee has no accumulated sick leave, three days of sick leave will be advanced.] Assault leave shall be granted for the period of physical disability not to exceed one-hundred eighty (180) school days upon the member's delivering to the Superintendent a signed statement indicating the nature of the injury, the date of its occurrence, the identity of the individual(s) causing the assault and the facts surrounding the assault. If medical attention is required, the member shall supply a certificate from a licensed physician stating the nature of the disability and its anticipated duration. 2. Full payment for assault leave, less Worker's Compensation, shall not exceed the member's per diem rate of pay exclusive of supplementary pay and will not be approved for payment unless and until the statement and certificate, as provided above, are submitted to the Superintendent. Falsification of either the signed statement or a physician's certificate is grounds for suspension or termination of employment under Section 3319.16 of the Ohio Revised Code. 3. Where the member exhausts his/her assault leave, he/she may use sick leave for the period of physical disability. If sick leave and the assault leave provided for herein become exhausted, the member may apply for further assault leave. Whether such additional assault leave is granted shall be determined solely by the Board in its discretion. Where the assaulted member becomes eligible for benefits under the State Teachers' Retirement System because of any disability or because of age or where the member's employment by the Board ceases for any reason whatsoever, this leave provision shall no longer apply and any assault leave payments shall automatically terminate.

  • Vandalism Or Malicious Mischief This peril does not include loss to property on the "residence premises", and any ensuing loss caused by any intentional and wrongful act com- mitted in the course of the vandalism or malicious mischief, if the dwelling has been vacant for more than 60 consecutive days immediately before the loss. A dwelling being constructed is not consid- ered vacant.

  • Family and Domestic Violence Leave 46.1 For the purposes of this clause, “family and domestic violence” and “family member” are defined in the Award.

  • Windstorm or hail This peril does not include loss to the property contained in a building caused by rain, snow, sleet, sand or dust unless the direct force of wind or hail damages the building causing an opening in a roof or wall and the rain, snow, sleet, sand or dust enters through this opening. This peril includes loss to watercraft and their trailers, furnishings, equipment, and outboard engines or motors, only while inside a fully enclosed building.

  • Catastrophic Leave The County will administer a Catastrophic Leave procedure designed to permit individual donations of annual leave, vacation, healthcare leave (8 hours maximum per fiscal year), compensatory and/or PIP leave time to an employee who is required to be on an extended unpaid leave due to a catastrophic medical condition or other serious circumstances.

  • Damage to Personal Property The Employer will provide reimbursement for reasonable repair or replacement of damages incurred to the employee's eyeglasses, contact lenses or other prosthesis, ripped uniforms, or personal clothing, as a result of being assaulted while performing his/her work. The employee must report the incident by the end of their shift. The employee will present her or his receipt to the Employer within seven (7) days after the event, unless it was impossible for her or him to do so during this period. The Employer will reimburse up to a maximum of one hundred dollars ($100) per incident except for eyeglasses, which shall have a maximum reimbursement of three hundred dollars ($300).

  • Family Leave 1. An Appointing Authority shall grant to a full time or part time employee who has completed her/his probationary period, or if there is no such probationary period, has been employed for at least three consecutive months, an unpaid leave of absence for up to twenty-six (26) weeks in conjunction with the birth, adoption or placement of a child as long as the leave concludes within twelve (12) months following the birth or placement. The ability to take leave ceases when a xxxxxx placement ceases unless the need for additional leave is directly connected to previous placement. 2. New employees who have completed six full months of employment but remain within their probationary period may request the appointing authority to waive their remaining wait time for FMLA. Such request shall include submission of satisfactory medical evidence that demonstrates either a.) an existing catastrophic illness; or b.) a problematic pregnancy that prevents the employee from being able to perform the functions of her position. Any leave granted under this waiver will be charged against the employee’s FMLA leave as described in this section. The remaining rights and obligations under Section 8 shall apply. 3. At least thirty (30) days in advance, the employee shall submit to the Appointing Authority a written notice of his/her intent to take such leave and the dates and expected duration of such leave. If thirty (30) days notice is not possible, the employee shall give notice as soon as practicable. The employee shall provide upon request by the Appointing Authority proof of the birth or placement or adoption of a child. 4. If an employee has accrued sick leave, personal leave, compensatory leave, or vacation credits at the commencement of her/his family leave, the employee may use such leave credits for which he/she may be eligible under the sick leave, personal leave or vacation provisions of this Agreement. The Appointing Authority may, in his/her discretion, assign an employee to backfill for an employee who is on family leave. Such assignment may not be subject to the grievance procedure. 5. At the expiration of the family leave, the employee shall be returned to the same or equivalent position with the same status, pay and length of service credit as of the date of her/his leave. If during the period of the leave, employees in an equivalent position have been laid-off through no fault of their own, the employee will be extended the same rights or benefits, if any, extended to employees of equal length of service in the equivalent position in the department. 6. Employees taking an unpaid leave of absence under this provision will accrue sick and vacation leave benefits only for the first eight (8) weeks of such unpaid leave. Notwithstanding any other provision of the Agreement to the contrary, the family leave granted under this Article shall not affect the employee's right to receive any contractual benefits for which he/she was eligible at the time of his/her leave. 7. During the time an employee is on family leave, the employee shall be entitled to group health insurance coverage benefits on the same terms and conditions in effect at the time the leave began, provided the employee continues to pay the required employee share of premium while on leave. If the employee fails to return from leave, the Commonwealth may recover, as provided under FMLA, the cost it incurred in maintaining insurance coverage under its group health plan for the duration of the employee's leave. 8. During family leave taken in conjunction with the birth, adoption, or placement of a child, an employee shall receive his/her salary for ten (10) days of said leave at a time requested by the employee. The ten (10) days of paid family leave granted under this Section may be used on an intermittent basis over the twelve

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

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