Bereavement Entitlements for Casual Employees Sample Clauses

Bereavement Entitlements for Casual Employees. AT A GLANCE 17.12.1 Casual employees are entitled to not be available to attend work,or to leave work upon the death in Australia of a person prescribed in sub- clause 17.10.1. 17.12.2 Council and the employee shall agree on the period for which the employee will be entitled to not be available to attend work. In the absence of agreement, the employee is entitled to not be available to attend work for up to five days per occasion. The casual employee is not entitled to any payment for the period of non-attendance. 17.12.3 Council must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in this clause. The rights of Council to engage or not engage a casual employee are otherwise not affected. 17.12.4 Council may require the employee to provide satisfactory evidence of the death subject of the bereavement leave application.
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Bereavement Entitlements for Casual Employees a Subject to providing satisfactory evidence to Council, casual employees are entitled to not be available to attend work, or to leave work upon death of a person as provided in Sub-Clause 44.8.2 to 44.8.4 of Clause 44.8. b The casual employee is not entitled to any payment for the period of non-attendance.
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Bereavement Entitlements for Casual Employees. 31.1 Subject to the evidentiary and notice requirements in Sub-clauses 32.2 and 32.4 casual employees are entitled to not be available to attend work for up to 48 hours or to leave work upon the death in Australia of a person prescribed in Sub-clause 32.3.2 of Clause 32 Personal/Carers Leave. 31.2 The employer and the employee shall agree on the period for which the employee will be entitled to not be available to attend work. In the absence of agreement, the employee is entitled to not be available to attend work for up to 48 hours (i.e. two (2) days) per occasion. The casual employee is not entitled to any payment for the period of non-attendance. 31.3 An employer must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in this clause. The rights of an employer to engage or not engage a casual employee are otherwise not affected.
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Bereavement Entitlements for Casual Employees a) Subject to providing satisfactory evidence to council, casual employee’s are entitled to not be available to attend work, or to leave work upon the death in Australia of a person prescribed in sub-clause (i) paragraphs (a)-(e) of clause 16, Part I, Bereavement Leave. b) Council and the employee shall agree on the period for which the employee will be entitled to not be available to attend work. In the absence of agreement, the employee is entitled to not be available to attend work for up to 48 hours (i.e. tow days) per occasion. The casual employee is not entitle to any payment for the period of non-attendance. c) Council must not fail to re-engage a causal employee because the employee accessed the entitlements provided for in this clause. The rights of Council to engage or not engage a casual employee are otherwise not affected.
Sample 1
Bereavement Entitlements for Casual Employees a) Subject to providing satisfactory evidence to the employer, casual employees are entitled to not be available to attend work, or to leave work upon the death of a person as provided in subclauses (i) to (iv) of Clause 21, Part K, Bereavement Leave. b) The casual employee is not entitled to any payment for the period of non-attendance. c) The employer must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in this clause. The rights of the employer to engage or not engage a casual employee are otherwise not affected.
Sample 1
Bereavement Entitlements for Casual Employees. (i) Subject to providing satisfactory evidence to KEE, casual employees are entitled to not be available to attend work, or to leave work upon the death in Australia of a person prescribed in clause 21.10 (i). (ii) XXX and the employee will agree on the period for which the employee will be entitled to not be available to attend work. In the absence of agreement, the employee is entitled to not be available to attend work for up to 96 hours (i.e. four days) per occasion. The casual employee is not entitled to any payment for the period of non-attendance. (iii) KEE must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in this clause. The rights of KEE to engage or not engage a casual employee are otherwise not affected.
Sample 1
Bereavement Entitlements for Casual Employees a) Subject to the evidentiary and notice requirements in clause 28.1 of the Agreement, casual employees are entitled to not be available to attend work, or to leave work 19 / TransGrid Employees Agreement 2016TransGrid EmployeesEnterprise Agreement 2020 upon the death in Australia of a person prescribed in (def initions of affinity contained under clause 28.2 of the Agreement). b) The employer and the employee shall agree on the period f or which the employee will be entitled to not be available to attend work. In the absence of agreement, the employee is entitled to not be available to attend work f or up to 48 hours (i.e. two days) per occasion. The casual employee is not entitled to any payment f or the period of non-attendance c) An employer must not f ail to re-engage a casual employee because the employee accessed the entitlements provided f or in this clause. The rights of an employer to engage or not engage a casual employee are otherwise not affected.
Sample 1
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Related to Bereavement Entitlements for Casual Employees

  • Bereavement Leave With Pay 26.01 For the purpose of this Article, immediate family is defined as father, mother (or alternatively stepfather, stepmother, or xxxxxx parent), brother, sister, spouse (including common-law partner resident with the Employee), child (including child of common-law partner), stepchild or xxxx of the Employee, grandchild, grandparent, spouse’s parents or any relative permanently residing in the Employee's household or with whom the Employee permanently resides. a) When a member of the Employee's immediate family dies, the Employee shall be granted leave with pay for a period up to five (5) days for purposes relating to the bereavement. In addition, they may be granted up to three (3) days' leave for the purpose of travel related to the death. b) An Employee is entitled to one (1) day's bereavement leave with pay for the purpose related to the death of their son-in-law, daughter-in-law, brother-in-law or sister-in-law, aunt or uncle. c) If, during a period of sick leave, vacation leave or compensatory leave, an Employee is bereaved in circumstances under which they would have been eligible for bereavement leave with pay under paragraph a) or b) of this clause, the Employee shall be granted bereavement leave with pay and their sick leave, vacation leave or compensatory leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted. d) It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the Director of Human Resources and Organizational Effectiveness may, after considering the particular circumstances involved, grant leave with pay for a period greater than that provided for in clauses a) and b) above.

  • Casual Employees A casual employee is one who is not regularly scheduled to work other than during periods that such employee shall relieve a regular full-time or regular part-time employee. Casual employees accumulate seniority on an hourly basis and are entitled to such benefits as are contained in the “Addendum - Casual Employees”.

  • BEREAVEMENT/TANGIHANGA LEAVE 18.1 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. 18.2 If a 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 18.1 above. This provision will not apply if the employee is on leave without pay. 18.3 In granting time off and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • Paid Bereavement Leave An employee who is absent from work due to the death of a member of his/her immediate family (spouse, sibling, child, parent, parent-in-law, grandparent, grandparent-in-law or domestic partner) may use up to three (3) days of paid bereavement leave each school year. The use of bereavement leave shall not count against the employee’s sick leave. If an employee requires additional time off for bereavement purposes beyond these three

  • 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.

  • Benefits for Part-Time Employees ‌ A part-time employee shall receive in lieu of all fringe benefits (being those benefits to an employee, paid in whole or part by the Hospital, as part of direct compensation or otherwise, including holiday pay, save and except salary, vacation pay, standby pay, call back pay, reporting pay, responsibility allowance, jury and witness duty, bereavement pay, and maternity supplemental unemployment benefits) an amount equal to 14% of his/her regular straight time hourly rate for all straight time hours paid.

  • Incentive, Savings and Retirement Plans During the Employment Period, the Executive shall be entitled to participate in all incentive, savings and retirement plans, practices, policies and programs applicable generally to other peer executives of the Company and its affiliated companies, but in no event shall such plans, practices, policies and programs provide the Executive with incentive opportunities (measured with respect to both regular and special incentive opportunities, to the extent, if any, that such distinction is applicable), savings opportunities and retirement benefit opportunities, in each case, less favorable, in the aggregate, than the most favorable of those provided by the Company and its affiliated companies for the Executive under such plans, practices, policies and programs as in effect at any time during the 120-day period immediately preceding the Effective Date or if more favorable to the Executive, those provided generally at any time after the Effective Date to other peer executives of the Company and its affiliated companies.

  • Sick Leave Abuse ‌ When the Employer suspects sick leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their sick leave use prior to disciplining the employee, or making reference to sick leave use in the employee’s performance evaluation. The Employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in disciplinary action for an authorized purpose. The Employer may not discriminate or retaliate against an employee for the use of paid sick leave for an authorized purpose.

  • Supervisory Employees ‌ For the purposes of this Article, the parties agree that Supervisory positions are those that are not excluded under Article 2.0 above and that satisfy the following criteria: a) Employees on Salary Schedule 01 who under Plan A "Nature of Supervision" have either Degree 3 (or higher) or its equivalent; b) Employees on Schedules 02 or 03 on condition they normally supervise other employees.

  • Savings and Retirement Plans During the Employment Period, the Executive shall be entitled to participate in all other savings and retirement plans, practices, policies and programs, in each case on terms and conditions no less favorable than the terms and conditions generally applicable to the Company’s other executive employees.

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