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. Upon written request, and with the approval of the Corporation, a Member may take a leave of up to one year in order to take care of a family member.
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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

  • Childcare Leave 3.1 An employee shall be entitled to use ten (10) days of sick leave per year for childcare. 3.2 An employee who is adopting a child shall be entitled to use ten (10) days of sick leave per year for the purpose of caring for the needs of the adopted child.

  • FMLA Leave The Board agrees to comply with the Family and Medical Leave Act and agrees that any policy adopted to implement the FMLA shall in no way reduce or adversely impact any other provision of this Agreement.

  • 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/Carer’s Leave 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

  • 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.

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

  • Personal/Xxxxx’s Leave 7.3.1 All full time employees shall be entitled to accrue paid personal / xxxxx'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/xxxxx’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/xxxxx’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.

  • Carer’s Leave An employee may use up to 10 days accrued sick days as carers leave to tend to the care for members of the employee’s immediate household. The leave will be subject to the employee providing reasonable proof of the need for the use of xxxxx’s leave. In circumstances where the employee has exhausted all of the paid leave, a further 2 days unpaid leave may be taken.

  • Volunteer Leave Subject to operational requirements as determined by the Employer and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, a single period of up to seven decimal five (7.5) hours’ of leave with pay to work as a volunteer for a charitable or community organization or activity, other than for activities related to the Government of Canada Workplace Charitable Campaign. The leave will be scheduled at a time convenient both to the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leave at such a time as the employee may request.

  • 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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