Care Leave. Employees will be granted up to twenty-eight (28) hours leave in each calendar year for the purpose of providing or arranging for unexpected care for the employee’s spouse, dependent or parent(s), or to accompany them to obtain unexpected medical care. Fifty percent (50%) of the leave granted under this clause (up to 14 hours) shall be provided by the Employer as paid leave. The remaining fifty percent (50%) (up to 14 hours) will be contributed by the employee from the employee’s accrued leave entitlements (if any). If the employee has no accrued leave entitlement the employee will take her portion of the leave as unpaid leave. In each case where leave is granted, fifty percent (50%) of the leave will be paid for by the Employer (to a maximum of 14 hours) and fifty percent (50%) by the employee, as per the preceding paragraph. Care leave will include all purposes under Section 50(1) paragraph 2 & 3 of the Employment Standards Act, 2000. Employees accrue seniority and service while on such leave. To clarify, this article, and other clauses in the current agreement that provide for paid or unpaid leaves for purposes under the new ESA provisions, will be deemed to offset the requirement for the Employer to provide for ten days of unpaid leave to the extent that the Care Leave clause, and other leave clauses are accessed during the course of a year.
Care Leave. (a) Employees will be granted up to thirty-five (35) hours leave in each calendar year for the purpose of attending to family related responsibilities and or other emergencies. Fifty (50%) percent of the leave granted under this clause (up to 17.5 hours) shall be provided by the Employer as paid leave. The remaining fifty (50%) percent (up to 17.5 hours) will be contributed by the employee from the employees accrued leave entitlements (if any). If the employee has no accrued leave entitlement the employee will take her portion of the leave as unpaid leave. In each case where leave is granted, fifty (50%) percent of the leave will be paid for by the Employer (to a maximum of 17.5 hours) and fifty (50%) percent by the employee, as per the preceding paragraph.
(b) Care Leave will include all purposes under Section 50 (1) (2) & (3) of the Employment Standards Act, 2000. Employees accrue seniority and service while on such leave.
(c) To clarify, this article, and other clauses in the current agreement that provide for paid or unpaid leaves for purposes under the new ESA provisions, will be deemed to offset the requirement for the Employer to provide for ten (10) days of unpaid leave to the extent that the Care Leave clause, and other leave clauses are accessed during the course of a year.
Care Leave. The employer will grant the employee care leave without loss of income in the event that the partner, a parent or a child, including the employee’s or the employee’s partner’s parents-in-law, stepparents or stepchildren or xxxxxx children, fall ill and require nursing, to a maximum per year of two times the working hours per week. If a medical certificate, to be submitted to the employer, should indicate that the continuous presence of the employee with the person who has fallen ill is required for a longer period of time, this period may be extended.
Care Leave. An Employee with a qualified relative in the end-stage of life shall be entitled to a leave of absence without pay but with benefits at the normal cost sharing, for a period up to twenty-seven (27) weeks. Qualified relative shall mean a person as defined in Article 26.02 or any other relative allowed by the Federal Employment Insurance Guidelines.
Care Leave. Nurses will be granted up to thirty-seven and one-half (37.5) hours leave without pay in each calendar year for the purpose of providing or arranging for unexpected care for the nurse’s spouse, dependent or parent(s), or to accompany them to obtain unexpected medical care. Care leave will include all purposes under Section 50(1) paragraphs 2 & 3 of the Employment Standards Act, 2000 except death. Nurses accrue seniority and service while on such leave.
Care Leave. An employee is entitled to personal emergency leave in accordance with Section 50 of the Employment Standards Act. Employees will accrue seniority and service while on such leave.
Care Leave. The employer will grant the employee care leave without loss of income in the event that the partner, a parent or a child, including the employee’s or the employee’s partner’s parents-in-law, stepparents or stepchildren or xxxxxx children, fall ill and require nursing, to a maximum per year of two times the working hours per week. If a medical certificate, to be submitted to the employer, should indicate that the continuous presence of the employee with the person who has fallen ill is required for a longer period of time, this period may be extended. Article J-12 Emergency leave Pursuant to article 4:1 Work and Care Act (Wet Arbeid en Zorg (WAZO) the employee is entitled to emergency leave, with or without loss of income, in the circumstances referred to in that article. Article J-13 Adoption leave
1. Leave without loss of income pursuant to the Work and Care Act (Wet Arbeid en Zorg (WAZO)) is granted for a maximum of 6 weeks in the event that a child is adopted by the employee. Throughout the period of leave the salary will be paid in full. The leave will start 4 weeks before the first day the child is actually adopted into the family; the leave does not have to be taken consecutively, however, it has to be taken within a period of 26 weeks. The employee submits a document to the employer which shows that the child has been or will be adopted into the family.
2. The employee may request the employer to spread the leave over a period of 26 weeks. The employer, in principle, grants the request to spread the leave unless there are compelling reasons in the context of a business interest or an interest of the service for not doing so.
3. If, as a result of an adoption request, two or more children are actually adopted into the family, the entitlement to leave only arises for one of these children.
4. During the leave pursuant to the Work and Care Act (Wet Arbeid en Zorg (WAZO)), the employee is entitled to a benefit supplied by the Employee Insurance Agency (Uitvoeringsinstituut Werknemersverzekeringen (UWV)), to be applied for by the employer. The employer supplements this benefit up to 100% of the employee’s salary.
Care Leave. Employees will be granted up to thirty-seven and a half (37.5) hours leave in each calendar year for the purpose of providing or arranging for care for the Employee’s spouse, child/ren, grandchild/ren, parent(s), parent(s)-in- law, brother or sister, or to accompany them to obtain medical care. For each hour of leave accessed under this provision, the Employee will utilize an equal amount of time under her/his accrued paid leave/sick leave, if any, under the accrued paid leave provisions of the Collective Agreement, or leave of absence without pay if no accrued paid leave is available. Care leave will include all purposes under Section 50(1) paragraphs 2 & 3 of the Employment Standards Act, 2000. Employees accrue seniority and service while on such leave. To clarify, this article, and other clauses in the current agreement that provide for paid or unpaid leaves for purposes under the new Employment Standards Act provisions, will be deemed to offset the requirement for the Employer to provide for ten (10) days of unpaid leave to the extent that the Care Leave clause, and other leave clauses are accessed during the course of a year.
Care Leave. Section 1. After completing one year of service, permanent employees shall be granted, upon written request, up to six months of family care leave without pay with benefits, on a rolling twelve month year basis, for the purpose of attending to the medical needs of a spouse, parent, son or daughter or other person qualifying as a dependent who has a serious health condition, as defined by the Family and Medical Leave Act, provided the employee has at least 1250 hours of actual work time within the twelve months preceding the commencement of the leave. Leave under this Section shall be approved on an intermittent or reduced-time basis during the first twelve weeks of absence per rolling twelve month year. After twelve weeks of absence, whether taken intermittently, on a reduced-time basis, or continuously, subsequent leaves in the rolling twelve month year shall not be approved for periods less than two consecutive weeks.
Section 2. State payments toward coverage for health benefits and State-paid coverage for life insurance as provided in Articles 19 and 20 will continue for the period of time the employee is on family care leave without pay with benefits under Section 1 of this Article.
Section 3. Upon request of the employee, an extension of up to an additional six months of leave without pay shall be granted provided the employee provides proof of the family member’s continuing illness or disability. The extension shall be without benefits and shall be contiguous to the termination of the initial six months of leave without pay with benefits. It shall not be used on an intermittent or reduced-time basis.
a. If eligible for paid sick leave, an employee shall be required to use all applicable paid sick family and additional sick family leave upon commencement of family care leave without pay. Such sick leave used will run concurrently with and reduce the six month entitlement to leave without pay with benefits. Employees shall not be required to use annual, personal, compensatory or holiday leave upon commencement of leave without pay; however, if annual, personal, compensatory or holiday leave is used, it also will run concurrently with and reduce such entitlement.
b. It is understood by the parties that Subsection 4.a. applies except that employees may choose to retain up to ten days of accrued sick leave to be used as sick family and/or additional sick family, in accordance with Article 9, Sections 4 and 5. The choice to retain or not retain sick leave ...
Care Leave. 1. Employees have an entitlement in proportion to the size of their employment for the necessary care of - their ill partner - blood relatives in the first degree (parents, adoptive parents, children, adoptive children) - blood relatives in the second degree (grandparent, grandchild, brother, sister) - those who are part of their household - those with whom they are in another kind of social relationship, insofar as the care directly arises from that relationship and should in all reasonableness be provided by them.
2. The period of short-team care leave in the event of illness is no more than ten working days per calendar year and is paid.
3. The period of long-term care leave in the event of life-threatening illness is no more than six weeks per situation, of which four weeks fully paid and two weeks at 50% of their remuneration. At the employee's request, this long-term care leave may be extended. The employer determines the duration of the extended long-term care leave and any additional conditions.
4. During extended long-term care leave, employees are entitled to - at least 50% of their remuneration during the first two weeks of the extension; further extensions of care leave are in principle unpaid - full accrual of pension and social security entitlements - vacation leave in order to compensate for the unpaid part of the extended long-term care leave - vacation leave immediately following the extended long-term care leave. The employer shall allow the employee to take vacation leave immediately following the extended care leave.
5. The period of long-term care leave for the care of a person who is ill or in need of help as referred to in paragraph 1 is no more than six weeks per situation and is unpaid.
6. During the unpaid care leave pension accrual continues to be based on the number of working hours prior to the leave. The full pension premiums (including the employer contribution) are borne by the employee. This also applies to the life-course leave deployed for this purpose.
7. The request for leave as defined in this article may be refused or withdrawn if there are pressing operational interests.
8. The employer may require the employee to make plausible that care of a person as referred to in the first paragraph is necessary due to illness or life-threatening illness.
