Care for Spouse or Dependant Sample Clauses

Care for Spouse or Dependant. A fixed-term employee with more than 6 months service may use their sick leave in circumstances when they are required to be absent from work due to sickness or injury of their partner, spouse or other person dependant on them for care. The use of sick leave to care for a spouse or other person dependant on the employee for care will normally be restricted to a maximum of 10 days per employee per year. This entitlement forms part of the sick leave entitlement and is not in addition to it. Oranga Tamariki may require medical certification as proof of sickness or injury for absences of 3 days or more to care for a spouse or other person dependant on them for care. Oranga Tamariki may, in addition, require certification from an employee’s doctor for any sick leave absence where there are reasonable grounds to suspect that sick leave being taken is not genuine.
Sample 1
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Care for Spouse or Dependant. A permanent variable hours employee who satisfies the criteria to become eligible for sick leave, may use their sick leave in circumstances when they are required to be absent from work due to sickness or injury of their partner, spouse or other person dependant on them for care. The use of sick leave to care for a spouse or other person dependant on them for care will normally be restricted to a maximum of 5 days per employee per year. This entitlement forms part of the sick leave entitlement and is not in addition to it. Oranga Tamariki may require medical certification as proof of sickness or injury for absences of 3 days or more to care for a spouse or other person dependant on them for care. Oranga Tamariki may also in addition require certification from an employee’s doctor for any absence where there are reasonable grounds to suspect that sick leave being taken is not genuine. Management of sick leave and long-term and recurring illness will be provided in accordance with clause 5.8 and 5.9 of this agreement.
Sample 1

Related to Care for Spouse or Dependant

  • How do the RMD Rules Impact my Designated Beneficiary or Beneficiaries The RMD rules provide for the determination of your designated beneficiary or beneficiaries as of September 30 of the year following your death. Consequently, any beneficiary may be eliminated for purposes of calculating the RMD by the distribution of that beneficiary’s benefit, through a valid disclaimer between your death and the end of September following the year of your death, or by dividing your IRA account into separate accounts for each of several designated beneficiaries you may have designated.

  • Designated Beneficiary The individual who is designated as the Beneficiary under the Plan and is the designated beneficiary under Section 401(a)(9) of the Internal Revenue Code and Section 1.401(a)(9)-1, Q&A-4, of the Treasury regulations.

  • Spouse The spouse of an eligible employee (if legally married under Minnesota law). For the purposes of health insurance coverage, if that spouse works full-time for an organization employing more than one hundred (100) people and elects to receive either credits or cash (1) in place of health insurance or health coverage or (2) in addition to a health plan with a seven hundred and fifty dollar ($750) or greater deductible through his/her employing organization, he/she is not eligible to be a covered dependent for the purposes of this Article. If both spouses work for the State or another organization participating in the State's Group Insurance Program, neither spouse may be covered as a dependent by the other, unless one spouse is not eligible for a full Employer Contribution as defined in Section 3A. Effective January 1, 2015 if both spouses work for the State or another organization participating in the State’s Group Insurance Program, a spouse may be covered as a dependent by the other.

  • Alternate Payee A. Pursuant to the provisions of the Assumption of Liability Endorsement, the Reinsurer has agreed that, in lieu of payment to the Company or its receiver, rehabilitator, liquidator, conservator, or other statutory successor, it shall pay valid claims under the Policy directly to the Insured, at the Insured's request, if a Cut Through Triggering Event (as that term is defined in the Assumption of Liability Endorsement) occurs.

  • Survivor Benefit Upon the death of a regular employee who leaves a spouse and/or dependants enrolled in the Medical Services Plan, Dental Plan and Extended Health Benefit Plan, such enrolment may continue for twelve (12) months following the employee’s death, provided the enrolled family members pay the employee’s share of the cost of the premium for the plans. The Employer shall advise the survivor of this benefit.

  • Leave Without Pay for Relocation of Spouse (a) At the request of an employee, leave without pay for a period of up to one (1) year shall be granted to an employee whose spouse is permanently relocated and up to five (5) years to an employee whose spouse is temporarily relocated.

  • Child or Elder Care Emergencies Leave without pay, compensatory time or paid leave may be granted for child or elder care emergencies.

  • Survivor Benefits 1. A surviving dependent of a retiree who was eligible to receive a Retiree Medical Grant, as stated above in A through C, and who qualifies for a monthly allowance shall be eligible for fifty (50) percent of the Grant authorized for the retiree.

  • Determination of Service for Sick Leave with Pay Actual time worked and all leave with pay, except for educational leave, shall be included in determining the pro rata accrual of sick leave credits each month, provided that the employee works thirty-two (32) hours or more in that month.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who:

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