Common use of BEREAVEMENT PAY Clause in Contracts

BEREAVEMENT PAY. Upon application, an employee who but for the bereavement would normally have worked will be granted leave for four (4) working days commencing with the day of death or the day immediately following the death of employee’s spouse, children or step-children and (3) three working days commencing with the day of death or the day immediately following the death of the employee’s parents, step-parents, sister, broth- er, father-in-law, mother-in-law, grandparents and grandchild. Only for the purpose of determining eligibility for bereavement leave, ‘spouse’ shall include a common law spouse or same sex-partner where the employee had, prior to the bereavement, resided with the common law spouse or same sex partner and had formally recorded with the TTC that the employee considered that person to be his/her spouse or partner. For example, the employee had named the person as a spouse or partner eligible for some benefit. The father or mother of such a common law spouse or same sex-partner shall be considered as in-laws and the children of such a person shall be considered as children of the employee for purposes of determining eligibility for bereavement leave. Employees regardless of service who have completed three consecutive months of continuous employment shall be paid at their basic rate for the normal hours of work on the day or days for which leave has been granted. A working day does not include off days, statutory or desig- nated holidays or days when the employee is absent commencing on or before the day of death due to injury, illness, vacation or leave of absence without pay. Serious consideration will be given to applications for bereavement leave which include the day of death or the funeral and/or more than three days in total, but employees will not be entitled to more days of paid bereavement leave than they are entitled to under the above terms. Upon application and approval by the Department Head, the President of the Union or designate will be permitted up to one day paid leave of absence to attend the funeral of Union members or retired Union members.

BEREAVEMENT PAY. Upon application, an employee who but for the bereavement would normally have worked will be granted leave for four (4) working days commencing with the day of death or the day immediately following the death of employee’s spouse, children or step-children and (3) three working days commencing with the day of death or the day immediately immedi- ately following the death of the employee’s parents, step-parents, sister, broth- erbrother, father-in-law, mother-in-law, grandparents and grandchildgrand- child. Only for the purpose of determining eligibility for bereavement leave, ‘spouse’ shall include a common law spouse or same sex-sex- partner where the employee had, prior to the bereavement, resided with the common law spouse or same sex partner and had formally recorded with the TTC Commission that the employee considered that person to be his/her spouse or partner. For example, the employee had named the person as a spouse or partner eligible for some benefitbene- fit. The father or mother of such a common law spouse or same sex-sex- partner shall be considered as in-laws and the children of such a person per- son shall be considered as children of the employee for purposes of determining eligibility for bereavement leave. Employees regardless of service who have completed three consecutive consecu- tive months of continuous employment shall be paid at their basic rate for the normal hours of work on the day or days for which leave has been granted. A working day does not include off days, statutory or desig- nated designated holidays or days when the employee is absent commencing com- mencing on or before the day of death due to injury, illness, vacation or leave of absence without pay. Serious consideration will be given to applications for bereavement leave which include the day of death or the funeral and/or more than three days in total, but employees will not be entitled to more days of paid bereavement leave than they are entitled to under the above terms. Upon application and approval by the Department HeadGeneral Superintendent, the President of the Union or designate will be permitted up to one day paid leave of absence to attend the funeral of Union members or retired Union members.

BEREAVEMENT PAY. Upon application(a) When death occurs in an employee's immediate family, an employee who but for the bereavement would normally have worked i.e., spouse, parent, stepparent, grandparent or great grandparent, parent, stepparent, grandparent or great grandparent of current spouse, child or stepchild, grandchild, brother, sister, stepbrother, step-sister, half-brother or half-sister, a seniority employee, on request, will be granted leave excused, and after making written application therefore, receive payment for four up to three (43) working normally scheduled eight (8) hour days of work or up to five (5) normally scheduled eight (8) hour days of work in the case of the death of an employee's current spouse, parent, child, or stepchild,(excluding Saturdays, Sundays and holidays, or, in the case of seven-day operations, excluding regular off days and holidays, or as negotiated for an Alternative Work Schedule (AWS)) during the period commencing with the day date of death and ending with the tenth normally scheduled work day after the date of the death, provided the employee submits acceptable evidence of death and established relationship. (b) The employee shall receive Bereavement Pay for three (3) full working days, or five (5) full working days in the case of the death of an employee's current spouse, parent, child, or stepchild, on which the employee is absent during the period established in Subsection (a). (c) An employee who returns to work on or after the date of the funeral or memorial service will not be eligible for Bereavement Pay for any subsequent absence in connection with that bereavement. In the event a member of an employee’s immediate family dies and the funeral or memorial service is delayed, the employee may have the National Parties review reallocating the total excused bereavement absence from work delayed until the employee’s normally scheduled working days that include the date of the funeral or memorial service. (d) Payment shall be made at the employee's straight-time hourly rate on the last day worked exclusive of overtime premiums but including applicable shift and seven-day operations premium. (e) In the event an employee is granted a leave of absence because of the illness of a member of the employee’s immediate family and such family member dies within the first seven (7) calendar days of the leave, the requirement that the employee otherwise would have been scheduled to work will be waived. (f) In determining whether an employee on layoff or leave of absence may qualify for bereavement pay on the occasion of the death of a member of the employee’s immediate family, the count for the three (3) day bereavement period shall begin with the day immediately following the date of death. (g) In conjunction with an approved absence due to bereavement, a seniority employee who requests additional time off for the disposition of financial, administrative or legal matters associated with the death of employee’s spousean immediate family member as defined above, children or step-children and should be given consideration for additional time off (up to three (3) three working days commencing with days) as unpaid personal time or utilization of unused available Paid Absence Allowance. It is further understood that the day request must be in advance and the time off should not negatively impact operations. (h) An employee who is notified of death or the day immediately following the death of an immediate family member and meets the eligibility criteria for bereavement pay during a week(s) in which the employee was previously scheduled and approved for vacation leave, may request equivalent hours of Paid Absence Allowance for each (eight (8) hours) up to three (3) (or five (5) in the case of the death of an employee's current spouse, parent, child or stepchild) total (or as negotiated for AWS) in lieu of bereavement pay for which the employee otherwise would be eligible except for the employee’s parents, step's non-parents, sister, broth- er, father-in-law, mother-in-law, grandparents and grandchildwork status during such vacation week(s). Only for the purpose of determining eligibility for bereavement leave, ‘spouse’ shall include a common law spouse or same sex-partner where the employee had, prior Such requested hours will be in addition to the bereavement, resided with the common law spouse or same sex partner and had formally recorded with the TTC that the employee considered that person to be his/her spouse or partner. For example, the employee had named the person as a spouse or partner eligible for some benefit. The father or mother of such a common law spouse or same sex-partner shall be considered as in-laws and the children of such a person shall be considered as children of the employee for purposes of determining eligibility for bereavement leave. Employees regardless of service who have completed three consecutive months of continuous employment shall be paid at their basic rate for the normal those Paid Absence Allowance hours of work on the day or days for which leave has been granted. A working day does not include off days, statutory or desig- nated holidays or days when the employee is absent commencing on or before the day of death due otherwise eligible and are to injury, illness, vacation or leave of absence without pay. Serious consideration will be given to applications for bereavement leave which include the day of death or the funeral and/or more than three days in total, but employees will not be entitled to more days of paid bereavement leave than they are entitled to scheduled under the above terms. Upon application and approval by terms of Section (104) (e). (i) Notwithstanding the Department Headbereavement pay eligibility requirements of this section, the President this will confirm our understanding that representatives of the Union or designate will be permitted up to one day paid leave of absence to attend the funeral UAW National Chrysler Department and representatives of Union members or retired Union membersRelations Staff of the Employee Relations Office, may discuss unique circumstances associated with the death of an immediate family member to determine on a case-by-case basis the possibility of providing bereavement pay to otherwise ineligible employees.

BEREAVEMENT PAY. Upon applicationIn the case of death in the immediate family of an employee, an i.e. Mother, Father, Wife, Husband, Child, Brother, Sister, Mother-in-Law, Father-in-Law, Parent or Step-Child, the employee who but for the bereavement would normally have worked upon request will be granted leave time off with pay for four (4) any three regular scheduled working days commencing with (or for such fewer days as the employee may be absent) during the period following the day of death or the day immediately following the death of employee’s spousedeath, children or step-children and (3) three working days commencing with up to and including the day of death or the day immediately following funeral, providing such employee attends the funeral. In the case of death of a Grandparent or Grandchild, the employee’s parentsemployee upon request will be granted time off with pay for one regular scheduled work day pro- viding such employee attends the funeral. In the event of extenuating circumstances requests for additional time off work without pay will be considered. e case where bereavement occurs during an scheduled vacation period, step-parentsand provided may the employee would have been granted time off with pay in accordance with (a), sisteran equal number of vacation days that would have been granted in accordance with (a) taken at a later date. Such taken within the same calendar year. It is agreed that during the lifetime of this agreement, broth- erthe Company shall not subcontract work that is presently being performed by employees covered by this agreement that by so doing will result in lay off of regular bargaining unit employees or that by so doing will result in a reduction in the basic salary of regular or selected for other until the the rate received by the or job change, father-in-lawat which assigned to his or her then The Company agrees to provide pension and welfare benefits as described in the Company booklets, mother-in-law, grandparents benefit plan docu- ments or policies of insurance for the duration of the agreement. All of the benefit plans described in the Company booklets shall be as more particularly described and grandchildset forth in the respective benefit plans and policies which plans and policies shall be made available for inspection by the Union. Only The Company will bear of the premium cost of: Group Life and Weekly Indemnity Long Term Disability Insurance Plan Extended Health Care Plan Hospital Plan Dental Care Plan The Company will provide one (1) bulletin board in each Branch or Office location in the Region for the purpose of determining eligibility for bereavement leave, ‘spouse’ shall include a common law spouse posting official Union notices. All notices posted on this bulletin board will have the prior approval and signature of an elected representative of the local or same sex-partner where the employee had, prior to the bereavement, resided with the common law spouse or same sex partner and had formally recorded with the TTC that the employee considered that person to be his/her spouse or partner. For example, the employee had named the person as a spouse or partner eligible for some benefitunit. The father or mother of such Company will issue a common law spouse or same sex-partner collective agreement to each employee and each new employee upon induction into the Company. This agreement shall be considered as in-laws and the children of such a person shall be considered as children of the employee for purposes of determining eligibility for bereavement leave. Employees regardless of service who have completed three consecutive months of continuous employment shall be paid at their basic rate for the normal hours of work on the day or days for which leave has been granted. A working day does not include off days, statutory or desig- nated holidays or days when the employee is absent commencing on or before the day of death due to injury, illness, vacation or leave of absence without pay. Serious consideration will be given to applications for bereavement leave which include the day of death or the funeral and/or more than three days provided in total, but employees will not be entitled to more days of paid bereavement leave than they are entitled to under the above terms. Upon application and approval by the Department Head, the President of the Union or designate will be permitted up to one day paid leave of absence to attend the funeral of Union members or retired Union membersprinted booklet form.

BEREAVEMENT PAY. Upon application(a) In the event of the death of an employee’s spouse (including common law spouse) or child (including common law child) or parent, an such employee who but for shall, upon request to the bereavement would normally have worked will Plant Superintendent, be granted a bereavement leave for four of five (45) working days commencing with the day after the date of death or death. Provided the day immediately following employee attends the funeral, he/she shall be compensated at his/her regular straight time hourly rate of pay for his/her scheduled working hours which he/she would have worked during the bereavement leave. (b) In the event of the death of an employee’s spousebrother, children or step-children and (3) three working days commencing with the day of death or the day immediately following the death of the employee’s parentssister, step- mother, step-parentsfather, sistergrandmother, broth- ergrandfather,, mother-in-law or father-in-law, mothersuch employee shall upon request to the Plant Superintendent, be granted a bereavement leave of three (3) working days commencing the day after the date of death. Provided the employee attends the funeral, he/she shall be compensated at his/her regular straight time hourly rate of pay for his/her scheduled working hours which he/she would have worked during the bereavement leave. (c) In the event of the death of an employee’s son-in-law, grandparents daughter-in- law, brother-in-law, sister-in-law, grandchild, such employees shall, upon request to the Plant Superintendent, be granted a bereavement leave of up to two (2) working days commencing the days after the date of death. Provided the employee attend the funeral, he/she shall be compensated at his/her regular straight time hourly rate of pay for his/her standard scheduled working hours which he/she would have worked during the bereavement leave. (d) In the event of the death of a member of the bargaining unit, the chairperson of the Shop Committee or a committee person shall, upon request to the Plant Superintendent, be granted a bereavement leave on the day of the funeral to attend the funeral. Provided the chairperson or committee person attends the funeral and grandchild. Only provided that the day of the funeral is a scheduled working day for the purpose chairperson or committee person, he/she shall be compensated for eight (8) hours pay at his/her regular straight time hourly rate of determining eligibility pay for the one (1) day bereavement leave. (e) Despite any provision of this Article, ‘spouse’ shall include in order to be eligible for a bereavement leave with respect to a common law spouse or same sex-partner where the employee had, prior to the bereavement, resided with the common law spouse or same sex partner and had formally recorded with the TTC that the employee considered that person to be his/her spouse or partner. For examplechild, the employee had named must supply the person as a spouse or partner eligible for some benefit. The father or mother Company with written confirmation of such a common law relationship of at least six (6) consecutive months. Once that is done, no other spouse (including another common law spouse) or same sex-partner shall be considered as in-laws and the children of such a person shall be considered as children of the employee for purposes of determining eligibility for bereavement leave. Employees regardless of service who have completed three consecutive months of continuous employment shall be paid at their basic rate for the normal hours of work on the day or days for which leave has been granted. A working day does not include off days, statutory or desig- nated holidays or days when the employee is absent commencing on or before the day of death due to injury, illness, vacation or leave of absence without pay. Serious consideration common law child will be given to applications for bereavement leave which include the day of death or the funeral and/or more than three days in total, but employees will not be entitled to more days of paid bereavement leave than they are entitled to recognized under the above terms. Upon application and approval by the Department Head, the President of the Union or designate will be permitted up to one day paid leave of absence to attend the funeral of Union members or retired Union membersthis Article.

BEREAVEMENT PAY. Upon application1. A Leave of Absence without loss of normal pay, exclusive of premiums, shall be granted to an employee who but experiences a death in his/her immediate family. The immediate family for the bereavement would normally have worked will be granted leave for four (4) working days commencing with the day purposes of death or the day immediately following the death of employee’s this Article is defined as: wife, husband, spouse-partner, children or step-children and (3) three working days commencing with the day of death or the day immediately following the death of the employee’s parentsson, step-parentsdaughter, brother, sister, broth- erfather or mother, mother-in-law, father-in-law, motherson-in-law, grandparents and daughter-in-law. Such leave of absence shall be comprised of the four (4) consecutive calendar days immediately following the date on which the death occurred. Employees may elect to set aside one (1) day for the memorial or burial to be held at a later date. 2. A Leave of Absence without loss of normal pay, exclusive of premiums, shall be granted to an employee who experiences the death of any one of the following of his/her relatives: stepmother, stepfather, stepchild or any grandchild. Only Such leave of absence shall be comprised of the three (3) consecutive calendar days immediately following the date on which the death occurred. Such leave of absence may be extended to the fourth (4) calendar day only in cases where the funeral of the deceased is held on the fourth (4) calendar day following the date on which the death occurred. Employees may elect to set aside one (1) day for the memorial or burial to be held at a later date. 3. A one day Leave of Absence without loss of normal pay, exclusive of premiums, shall be granted to any employee who experiences the death of any one of the following relatives: brother-in-law, sister-in-law, aunt, uncle, grandparent or legal guardian. Such leave of absence shall be granted for the purpose of determining eligibility for bereavement leave, ‘spouse’ shall include a common law spouse attending the funeral or same sex-partner where memorial service of the employee had, prior to the bereavement, resided with the common law spouse or same sex partner deceased and had formally recorded with the TTC that the employee considered that person to be his/her spouse or partner. For example, the employee had named the person as a spouse or partner eligible for some benefit. The father or mother of such a common law spouse or same sex-partner shall be considered as in-laws and the children of such a person shall be considered as children of the employee for purposes of determining eligibility for bereavement leave. Employees regardless of service who have completed three consecutive months of continuous employment shall be paid at their basic rate for the normal hours of work granted only on the day of such funeral or days for memorial service. 4. At the discretion of the appropriate Director of the Department in which leave has been granted. A working day does not include off days, statutory or desig- nated holidays or days when the employee is absent commencing on or before the day works an employee may be granted a brief period of death due to injury, illness, vacation or compassionate leave of absence without paywith pay in the case of circumstances indicating special personal need. 5. Serious consideration will be given The University agrees to applications allow an employee who is bereaved during an approved vacation period to substitute Bereavement Leave for bereavement leave which include the day of death or appropriate period provided the funeral and/or more than three days in total, but employees will not be entitled employee contacts the supervisor during the scheduled vacation period and provides evidence satisfactory to more days of paid bereavement leave than they are entitled to under the above terms. Upon application and approval by the Department Head, the President of the Union or designate will be permitted up to one day paid leave of absence to attend the funeral of Union members or retired Union memberstheir immediate supervisor.

BEREAVEMENT PAY. Upon application, an employee who but for the bereavement would normally have worked will be granted leave for four (4) working days commencing with the day of death or the day immediately following the death of employee’s spouse, children or step-children and (3) three working days commencing with the day of death or the day immediately immedi- ately following the death of the employee’s parents, step-parents, sister, broth- erbrother, father-in-law, mother-in-law, grandparents and grandchildgrand- child. Only for the purpose of determining eligibility for bereavement leave, ‘spouse’ shall include a common law spouse or same sex-partner where the employee had, prior to the bereavement, resided with the common law spouse or same sex partner and had formally recorded with the TTC that the employee considered that person to be his/her spouse or partner. For example, the employee had named the person as a spouse or partner eligible for some benefit. The father or mother of such a common law spouse or same sex-sex- partner shall be considered as in-laws and the children of such a person per- son shall be considered as children of the employee for purposes of determining eligibility for bereavement leave. Employees regardless of service who have completed three consecutive (3) con- secutive months of continuous employment shall be paid at their basic rate for the normal hours of work on the day or days for which leave has been granted. A working day does not include off days, statutory or desig- nated designated holidays or days when the employee is absent commencing commen- cing on or before the day of death due to injury, illness, vacation or leave of absence without pay. Serious consideration will be given to applications for bereavement leave which include the day of death or the funeral and/or more , greater than three days is provided for in totalthis section, but however employees will not be entitled to more days of paid bereavement leave than they are entitled to under the above terms. Upon application and approval by the Department HeadHead or designate, the President Presi- dent of the Union or designate will may be permitted up to one day paid leave of absence time off with pay to attend the funeral service of Union Local 5089 members or retired Union Local 5089 members.

BEREAVEMENT PAY. Upon application, 9.01 If an employee who but for the with seniority has a bereavement would normally have worked will be granted leave for four in his immediate family, (4) working days commencing with the day of death or the day immediately following the death of employee’s mother, father, spouse, children or stepchild, brother, sister, mother-children and (3) three working days commencing with the day of death or the day immediately following the death of the employee’s parentsin-law, daughter-in-law, son-in- law, step-parentsdaughter, step-son, sister-in-law, broth- erbrother-in- law, step-sister, step-brother, father-in-law, mothergrandchild, step-in-lawfather or stepmother) he shall be given leave of absence as follows: Three consecutive work days, grandparents one of which must be the day of the funeral. Employees on 4 x 10 shifts 41 and grandchild42 will be entitled to the following bereavement leave when a funereal is held on one of the weekend days (Friday, Saturday, Sunday) they may use Wednesday & Thursday or Thursday & Monday or Monday & Tuesday. Only In the case of a bereavement caused by the death of a grandparent of the employee or of the employee’s spouse, the employee shall be given one day leave of absence on the day of the funeral. If any of these days fall on a day which he would normally be required to work, he shall be paid for same. 9.02 In order to qualify for bereavement pay, it shall be the employee’s responsibility to notify the Human Resources Department as soon as possible following such bereavement. (a) Employees on compassionate leave will be entitled to bereavement leave and bereavement pay in the event a member of his/her immediate family dies during the compassionate leave. (b) Employees who request vacation for the purpose of determining eligibility visiting a dying member of his/her immediate family will be entitled to bereavement provided such member of his/her family dies during this vacation. (c) It is understood that the Company will not make double payment to any employee in the event that an employee qualifies for bereavement leaveor vacation pursuant to paragraph 2, ‘spouse’ shall include a common law spouse he/she will be entitled to bereavement or vacation, but not both for the same sex-partner where period. In the employee had, prior to the bereavement, resided with the common law spouse or same sex partner and had formally recorded with the TTC event that the employee considered that person takes bereavement, he/she would be entitled to be take his/her spouse or partner. For example, the employee had named the person as remaining vacation with pay at a spouse or partner eligible for some benefit. The father or mother of such a common law spouse or same sex-partner shall be considered as in-laws and the children of such a person shall be considered as children of the employee for purposes of determining eligibility for bereavement leave. Employees regardless of service who have completed three consecutive months of continuous employment shall be paid at their basic rate for the normal hours of work on the day or days for which leave has been granted. A working day does not include off days, statutory or desig- nated holidays or days when the employee is absent commencing on or before the day of death due to injury, illness, vacation or leave of absence without pay. Serious consideration will be given to applications for bereavement leave which include the day of death or the funeral and/or more than three days in total, but employees will not be entitled to more days of paid bereavement leave than they are entitled to under the above terms. Upon application and approval by the Department Head, the President of the Union or designate will be permitted up to one day paid leave of absence to attend the funeral of Union members or retired Union membersmutually agreeable time.

BEREAVEMENT PAY. Upon application, an employee who but for the bereavement would normally have worked 21.01 Compassionate leave of absence of three (3) consecutive working days with out loss of pay will be granted leave for four (4) working days commencing with the day of death or the day immediately following to any non-probationary employee who suffers the death of employee’s spouse, children a member of his immediate family. “Immediate Family” is defined as father or step-children and (3) three working days commencing with the day of death or the day immediately following the death of the employee’s parents, step-parents, sister, broth- er, father-in-law, mother or mother-in-law, grandparents wife, husband, son, daughter, brother or sister, grandmother, grandfather, grandmother-in-law, grandfather-in-law, sister-in-law, brother-in-law, grandchild, step-mother, step- father, step-child of the employee. It is specifically understood however, that this Article shall not apply unless the employee in some manner does attend or participate in the funeral or its arrangement unless prohibited by distance. If a death occurs in the family of an employee during an employee’s vacation, the applicable number of bereavement days will be granted and grandchild. Only the employee will be credited with the applicable vacation days to be scheduled and taken at a later date. 21.02 Payment for such leaves of absence will be made on the basis of the number of hours that would have been scheduled for the purpose required days, multiplied by the appropriate hourly base rate for day rate workers. For those non-probationary employees working on the continuous twelve (12) hour schedule, bereavement pay will consist of determining eligibility up to thirty-six (36) hours paid and the employees allowed up to three (3) working days off. Employees will be required to give proof of participation under this article upon request. 21.03 Any employee with seniority who is called to and reports for bereavement leavejury duty or is subpoenaed or called as a witness in a court case in which the Company is no way involved, ‘spouse’ shall include a common law spouse or same sex-partner where be paid by the Company the difference between what is paid for his jury/witness duty and what he would have normally earned for each day of jury/witness duty performed on which the employee had, would have been scheduled to work for the Company and does not work because of such jury/witness duty. Such payments shall be made only if the employee: 1) Gives the Company prior to notice within two (2) days of receipt of his/her call for jury/subpoenaed or called as a witness; 2) Presents proper evidence that he/she did in fact perform jury/witness duty. Payment of jury/witness duty compensation is contingent upon the bereavement, resided with the common law spouse or same sex partner and had formally recorded with the TTC fact that the employee considered that person to be hisdoes suffer loss of pay because he performed jury/her spouse or partner. For example, the employee had named the person as a spouse or partner eligible for some benefit. The father or mother of such a common law spouse or same sex-partner shall be considered as in-laws and the children of such a person shall be considered as children of the employee for purposes of determining eligibility for bereavement leave. Employees regardless of service who have completed three consecutive months of continuous employment shall be paid at their basic rate for the normal hours of work on the day or days for which leave has been granted. A working day does not include off days, statutory or desig- nated holidays or days when the employee is absent commencing on or before the day of death due to injury, illness, vacation or leave of absence without pay. Serious consideration will be given to applications for bereavement leave which include the day of death or the funeral and/or more than three days in total, but employees will not be entitled to more days of paid bereavement leave than they are entitled to under the above terms. Upon application and approval by the Department Head, the President of the Union or designate will be permitted up to one day paid leave of absence to attend the funeral of Union members or retired Union memberswitness duty.