CARE-GIVER LEAVE Sample Clauses

CARE-GIVER LEAVE. An employee who is pregnant, whose spouse is pregnant, whose qualified domestic partner is pregnant, or who is adopting a child, or an employee who is responsible for care of a family member, may request and shall be granted a care-giver leave of absence without pay or benefits. However, if care-giver leave also qualifies for FMLA, benefits will continue in accordance with FMLA. Care-giver leave shall be granted on the conditions set forth below: 1. Family members are defined as: spouse, qualified domestic partner, child, step-child, parent, step-parent, sibling, parent-in-law, grandparent, aunt, uncle, sister-in-law, brother-in-law, or member of the immediate household. 2. A request for care-giver leave should be made sixty (60) calendar days prior to the commencement of the leave, if possible. 3. A meeting with the Director of Human Resources will be arranged to discuss a mutually convenient separation date as well as the anticipated date of return to full- time employment. 4. When the leave is related to the birth or adoption of a child, at the election of the employee, the leave of absence shall be granted for the balance of the semester or school year during which delivery or adoption or care is anticipated. When the leave is for the care of a family member, the leave shall be limited to twelve weeks. 5. The employee who has taken the leave for the remainder of the school year shall have such leave extended for one (1) additional school year upon request of the employee to the Director of Human Resources, made not later than the April 1st preceding the year for which such leave is requested. The employee who has taken the leave for the remainder of a semester shall have such leave extended for up to three (3) additional semesters upon request of the employee to the Director of Human Resources, provided the employee’s leave ends at the end of a school year and the request for leave is made not later than 30 calendar days prior to the expiration of the original leave. 6. Failure of a limited contract employee on leave of absence to return a signed contract for the successive school year on or before July 10 shall be treated as a voluntary resignation. Failure of a continuing contract employee on leave of absence to return a signed letter of intent to fulfill his/her contractual obligation during the successive school year on or before July 10 shall be treated as a voluntary resignation. 7. Upon return, the employee shall be entitled to a position simila...
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CARE-GIVER LEAVE. Upon written request, a paid leave of absence of up to twelve thirty- fifths shall be granted to an employee on the occasion of the birth of a child for which s/he is going to accept care-giver responsibility. Where two employees have care-giver responsibility for a new-born child and one is eligible for maternity leave, they may divide the amount of paid maternity and care-giver leave between them.
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CARE-GIVER LEAVE. To allow an employee to care for a relative or person with whom the employee has a close relationship similar to that of a family member, not qualifying under the FMLA, for up to 60 calendar days; subject to extension. Periodic verification of the ongoing need for such care may be required by the City. The employee may be required to provide proof of relation or similar close relationship.
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CARE-GIVER LEAVE. Allowing an Employee to care for a member of their immediate or close family up to 60 calendar days; renewable. Verification of the need for such care may be required by the Employer.
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CARE-GIVER LEAVE. An employee who is pregnant, whose spouse is pregnant, or who is adopting a child, or an employee who is responsible for care of a family member, may request and shall be granted a care- giver leave of absence without pay or benefits on the conditions set forth below: 1. Family members are defined as: spouse, child, step-child, parent, step-parent, sibling, parent-in-law, grandparent, aunt, uncle, sister-in-law, brother-in-law, or member of the immediate household. 2. A request for care-giver leave should be made sixty (60) calendar days prior to the commencement of the leave. 3. A meeting with the administrator in charge of personnel will be arranged to discuss a mutually convenient separation date as well as the anticipated date of return to full- time employment. 4. At the election of the employee, the leave of absence shall be granted for the balance of the semester or school year during which delivery or adoption or care is anticipated. 5. The employee who has taken the leave for the remainder of the school year shall have such leave extended for one (1) additional school year upon request of the employee to the administrator in charge of personnel, made not later than the April 1st preceding the year for which such leave is requested. The employee who has taken the leave for the remainder of a semester shall have such leave extended for up to three (3) additional semesters upon request of the employee to the administrator in charge of personnel, provided the employee’s leave ends at the end of a school year and the request for leave is made not later than 30 calendar days prior to the expiration of the original leave. 6. Failure of a non-tenured employee on leave of absence to return a signed contract for the successive school year on or before July 10 shall be treated as a voluntary resignation. Failure of a tenured employee on leave of absence to return a signed letter of intent to fulfill his/her contractual obligation during the successive school year on or before July 10 shall be treated as a voluntary resignation. 7. Upon return, the employee shall be entitled to a position similar to that which was held prior to the leave.
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CARE-GIVER LEAVE. TIME OFF 06. Any other employee who has care‐giver responsibility for a new‐born or adopted infant shall be entitled to a leave of up to twenty weeks in time off, including the paid portion of leave specified in Articles 16.07 and 16.
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Related to CARE-GIVER LEAVE

  • Professional Leave Professional leave without pay will be granted to full-time and regular part-time Nurses who are elected to the College of Nurses to attend regularly scheduled meetings of the College of Nurses. Professional leave without pay will be granted to Registered Nurses who are elected to the RNAO to attend regularly scheduled meetings. Professional leave without pay will be granted to Registered Practical Nurses who are elected to the RPNAO to attend regularly scheduled meetings.

  • Personal/Xxxxx’s Leave 7.3.1 All full time employees shall be entitled to accrue paid personal / carer's leave on the basis of 10 days per year (or pro-rata thereof for any period less than one year). Part-time employees are entitled to a pro-rata benefit. Paid personal / carer's leave is cumulative. 7.3.2 All accrued personal leave shall be available for use as carer's leave in accordance with the provisions outlined below. 7.3.3 As part of its commitment to provide a family-friendly workplace, the employer will allow employees to use any amount of accrued personal /xxxxx's leave to enable employees to: (a) provide primary care to partners, children and/or other household or family members. (b) attend the funerals of family or household members or close family relatives (if compassionate leave is not available in the circumstances). 7.3.4 The leave provided for in this clause will be granted subject to the following: (a) The employee must notify the employer of the reason and likely duration of the absence before 7.00 am on the first day of the absence, unless this is not possible due to an unexpected emergency in which case the employee must notify the employer as soon as practicable. (b) Where circumstances permit, an employee must endeavour to arrange leave to minimise the impact on operational needs. (c) The provision of appropriate documentary evidence. 1. For sick leave, a medical certificate or if not reasonably practicable to provide a medical certificate- a statutory declaration made by the employee. 2. For xxxxx's leave, a medical certificate in respect to the family or household member, or a statutory declaration by the employee. 3. For compassionate leave, any evidence that the employer reasonably requires. 7.3.5 The employee is not entitled to take more than 10 days of paid xxxxx’s leave (1/26th of the nominal hours worked by the employee) per year, regardless of the amount of personal leave the employee has accumulated over time. 7.3.6 An employee may request to cash out any amount of paid personal/carer’s leave that they have accrued that is excess of 3/52 of the number of nominal hours worked over the past 12 months. For example, an employee working 38 hours per week over 12 months must retain 15 days of paid personal/carer’s leave and may cash out any further personal/carer’s leave that has been accumulated. 7.3.7 In addition to the above, a request to cash out personal/carer’s leave will only be granted where: (a) the employee elects to cash out their leave in writing; and (b) the employer agrees. 7.3.8 Casual Employees engaged in continuous service shall be entitled to personal leave limited to the provision of sub clause 7.3.

  • Court Leave Leave of absence with pay shall be given to every employee, other than an employee on leave of absence without pay or under suspension, who is required:

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