Bereavement and Critical Illness Leave Sample Clauses

Bereavement and Critical Illness Leave. 14.1.1. For not more than five teaching days for each occurrence because of the critical illness or death of spouse, including common law, child, parent, legal guardian, brother, sister, parents of spouse, grandparents, grandchildren, grandparents of spouse, brother-in- law, sister-in-law or a relative who is a member of the teacher's household and up to one teaching day to attend the funeral of aunts and of uncles of the teacher or spouse or nieces or nephews of the teacher or spouse. 14.1.2. One day or required portion thereof; subject to approval of the Superintendent or designate, may be allowed in the event of the death of another relative, other than those set out in 14.1.1 or fellow employee or close friend.
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Bereavement and Critical Illness Leave. 18.01 An employee may take up to 27 weeks of unpaid, job-protected leave to give care or support to a seriously ill family member (as defined in Article 2 – Definitions) who is at risk of death within 26 weeks. The employee must give the Society at least two weeks’ written notice of the date on which the leave will start, unless circumstances dictate a shorter period. The employee must provide the Society with a medical certificate issued by a physician or nurse practitioner who is caring for the family member. The employee must give the Society at least one week’s written notice of the date s/he will return to work. 18.02 Where a member of an employee’s immediate family is critically ill, and the employee is required to provide or make arrangements for the care of the family member, leave shall be granted under the provision of Clause 18.01. 18.03 At the time of death of an employee’s Family Member (as defined in the definitions), the employee shall be granted five (5) scheduled work days with pay. Additional time off without pay may be granted in conjunction with this leave, upon approval of the Executive Director. 18.04 If a Paid Holiday falls during a Bereavement Leave, the day shall be treated as a Paid Holiday and will not extend the length of the Bereavement Leave. 18.05 A Casual Employee shall be granted three (3) scheduled shifts absence from work, with no loss of pay, in the event of the death of a Family Member (as defined in Article 2: Definitions) that occurs when the Employee is scheduled to work. On request, the Employee may be granted up to a further two days leave without pay. 18.06 When an Employee qualifies for Bereavement Leave during their period of vacation, there shall be no deduction from vacation credits for such absence. The vacation so displaced shall either be added to the vacation period or reinstated for use at a later date, at the Employee’s option.
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Bereavement and Critical Illness Leave. 1. For each death in the immediate family, an employee shall be allowed five days with full pay. Thereafter, further leave of absence shall be without pay. a. For the purpose of leaves of absences, immediate family shall be defined as wife, husband, mother, father, children and grandchildren. 2. An employee shall be allowed a maximum of two days per year with full pay for critical illness within the immediate family. Thereafter, further leave of absence shall be without pay. a. Critical shall be construed to mean of nature of, or constituting a crisis, hence of doubtful issue. However, this is to be emergency only and not extended to personal care of members of employee’s family. b. Immediate family shall be defined as wife, husband, mother, father, and children. c. No unused days shall be cumulative for use in another year.
Sample 1
Bereavement and Critical Illness Leave. 1. For each death in the immediate family an employee shall be allowed five days with full pay. An additional three days shall be granted with deduction of substitute’s salary where such additional absence is necessary and unavoidable. Thereafter, 1/200 of contract salary shall be deducted for each additional day’s absence. a. For the purpose of leaves of absences, immediate family shall be defined as wife, husband, mother, father, children and grandchildren, grandparents and siblings. 2. An employee shall be allowed a maximum of two days per year with full pay for critical illness within the immediate family. Thereafter, a full deduction shall be made at the rate of 1/200 of contract salary for each additional day. a. Critical shall be construed to mean of the nature of, or constituting a crisis, hence of doubtful issue. However, this is to be emergency only and not extended to personal care of members of employee’s family. b. Immediate family shall be defined as wife, husband, mother, father, children and grandchildren. c. No unused days shall be cumulative for use in another year.
Sample 1
Bereavement and Critical Illness Leave. 18.01 In the event of the death of a permanent or probationary employee’s immediate family member, the employee shall be granted five (5) scheduled work days off with pay. Additional time off without pay may be granted in conjunction with this leave, upon approval of the Employer. 18.02 If a Paid Holiday falls during a bereavement leave, the day shall be treated as a Paid Holiday and will not extend the length of bereavement leave. 18.03 A temporary employee shall be granted three (3) days’ absence from work, with no loss of pay, in the event of the death of a member of the employee's immediate family as defined in Clause 2.05. On request, the employee will be granted up to a further two (2) days leave without pay. 18.04 Where a member of an employee's immediate family is critically ill and the employee is required to provide or make arrangements for the care of the family member, leave shall be granted under the provisions of Clause 18.01. 18.05 When an employee qualifies for bereavement leave during their period of vacation, there shall be no deduction from vacation credits for such absence. The vacation so displaced shall either be added to the vacation period or reinstated for use at a later date, at the employee’s option.
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Related to Bereavement and Critical Illness Leave

  • Critical Illness Leave (i) An Employee who has completed at least ninety (90) days of employment, and is a family member of a critically ill child or a critically ill qualified adult relative, is entitled to leave of absence without pay or benefits: • for a period of up to thirty-six (36) weeks to care for their critically ill child; or, • for a period of up to sixteen (16) weeks to care for a critically ill qualified adult relative.

  • BEREAVEMENT/TANGIHANGA LEAVE 15.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 15.2 If bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 15.1 above. This provision will not apply if the employee is on leave without pay. 15.3 In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • Illness Leave Employees on an illness leave shall use all of their available entitlement time (i.e., vacation and paid or unpaid personal days) prior to using excused unpaid time.

  • Industrial Accident and Illness Leave For accidents or illnesses that are job- incurred, unit members shall be provided leave benefits under the following provisions: 12.6.1 Allowable leave shall be sixty (60) days during which the colleges of the District are required to be in session or when the unit member would otherwise have been performing work for the District in any one fiscal year for the same accident. 12.6.2 Allowable leave shall not be accumulated from year to year. 12.6.3 Industrial accident or illness leave shall commence on the first (1st) day of absence. 12.6.4 When a faculty member is absent from his/her duties on account of an industrial accident or illness, he/she shall be paid such portion of the salary due him/her for any month in which the absence occurs as, when added to his/her temporary disability indemnity under Division 4 or Division 4.5 (commencing with Section 6100) of the Labor Code, will result in a payment to him/her of not more than his/her full salary. The phrase, "full salary," as utilized in this section, shall be computed so that it shall not be less than the unit member's "average weekly earnings" as that phrase is utilized in Section 4453 of the Labor Code. For purposes of this section, however, the maximum and minimum average weekly earnings set forth in Section 4453 of the Labor Code shall otherwise not be deemed applicable. 12.6.5 Industrial accident or illness leave shall be reduced by one (1) day for each day of authorized absence regardless of a temporary disability indemnity award. 12.6.6 When an industrial accident or illness leave overlaps into the next fiscal year, the unit member shall be entitled to only the amount of unused industrial accident or illness leave due him/her for the same illness or injury. 12.6.7 Upon termination of the industrial accident or illness leave, the unit member shall be entitled to the benefits provided in Education Code Sections 87780, 87781 and 87786, and for the purposes of each of these sections his/her absence shall be deemed to have commenced on the date of termination for the industrial accident or illness leave, provided that if the unit member continues to receive temporary dis- ability indemnity, he/she may elect to take as much of his/her accumulated sick leave which, when added to his/her temporary disability indemnity, will result in a payment to him/her of not more than his/her full salary. 12.6.8 During any paid leave of absence, the unit member may endorse to the District the temporary disability indemnity checks received on account of his/her industrial accident or illness. The District, in turn, shall issue the unit member appropriate salary warrants for payment of the unit member's salary, and shall deduct normal retirement, other authorized contributions, and the temporary disability indemnity, if any, actually paid to, and retained by, the employee for periods covered by such salary warrants. 12.6.9 Any unit member receiving benefits as a result of this section shall, during periods of injury or illness, remain within the State of California, unless the Governing Board authorizes travel outside the state. 12.6.10 When all available leaves of absence have been exhausted and the unit member is not medically able to return to all the duties of his/her prior assignment, the District shall provide first (1st) priority in assigning such a person into classes where his/her disability, in the discretion of the District, does not hinder the performance of the duties required of him/her if he/she is otherwise qualified. With mutual agreement with the unit member, the District may also assign an employee into a position that can reasonably accommodate his/her performance of duties required by the position, despite his/her disability, prior to the exhaustion of leave of absence.

  • Family Illness Leave An employee will be granted leave of absence for up to five (5) days per year without loss of pay or benefits for family illness. Additional family illness leave may be granted by the employer.

  • Bereavement Leave (a) Upon the death of an employee's spouse, spouse to include same sex partner, child or stepchild, an employee shall be granted leave up to a maximum of five (5) continuous calendar days without loss of pay. One of the days of leave shall include the day of the funeral or equivalent service. Additional days off with or without pay may be granted by the Employer. Part-time employees will be credited with seniority and service for all such leave. In the event of a delayed interment or ceremony for reason of religion or other protected grounds under the Ontario Human Rights Code, an Employee may save one of the days identified above without loss of pay to attend the interment or ceremony. (b) When a death occurs in the immediate family of an employee, the employee shall be granted leave up to a maximum of three (3) continuous calendar days without loss of pay around the date of the funeral or equivalent service provided that the employee must be regularly scheduled to work such days to receive pay. (c) Immediate family shall be defined as parent, step-parent, father-in-law, mother-in-law, brother, sister, brother-in-law, sister-in-law, daughter-in- law, son-in-law, legal guardian, grandmother, grandfather, and grandchildren. (d) An employee shall be granted one (1) day bereavement leave without loss of pay to attend the funeral, or if there is no funeral, an equivalent service for his or her aunt or uncle, niece or nephew. Where there is a funeral but the employee cannot attend by reason of religion or other protected grounds under the Ontario Human Rights Code, the employee shall be granted one (1) day bereavement leave without loss of pay to attend an equivalent service within a week following the funeral. (e) An employee will not be eligible to receive payment for any period in which she is receiving any other payments. For example, holiday pay or sick pay. (f) Where it is necessary, with as much notice as possible, the employee may apply for personal leave of absence in addition to bereavement leave. Permission for such leave shall not be unreasonably withheld.

  • Critical Illness Three (3) days per year, with pay, shall be granted in the case of a critical illness or accident to a member of the employee's immediate family as defined in Section 9.4.2. A statement by the physician verifying the need for the employee to be present with the immediate family member shall be attached to the absence form.

  • Bereavement A maximum of three (3) days earned sick leave may be used per occurrence for bereavement due to the death of persons in the immediate or extended family, as defined herein, or any relative who resided with the employee.

  • Maternity Maternity leaves, not to exceed six (6) months, shall be granted at the request of the employee.

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