Caregiver Leave. An employee who is pregnant, whose spouse or qualified domestic partner is pregnant, who is adopting a child, or who is responsible for care of a family member, may request and shall be granted a caregiver leave of absence without pay or benefits on the conditions set forth below:
Caregiver Leave. TIME OFF
Caregiver Leave. An employee who is pregnant, whose spouse or qualified domestic partner is pregnant, who is adopting a child, or who is responsible for care of a family member, may request and shall be granted a caregiver leave of absence without pay and with benefits for twelve weeks during any year as part of FMLA leave on the conditions set forth below:
Caregiver Leave. Any teacher may, at the discretion of the Superintendent or his/her designee, be given up to one hundred eighty-seven (187) days of caregiver leave in each year of this Agreement without pay to enable the teacher to provide care for a member of the teacher's immediate family (defined as spouse, parent or step parent, grandparent, child, sibling, step-child, grandchild, legal guardian, or legal xxxx, or any other relative living in the household of the teacher).
Caregiver Leave. Caregiver leave is intended for use by the main or supporting caregiver to care for or bond with a child within the twelve (12) months following the birth or placement via adoption, surrogacy, or xxxxxx care. An employee may request to transfer up to five (5) sick days for this purpose. The employee will request the transfer of days through the superintendent at least fifteen (15) days before the anticipated leave. An exception to this requirement may be waived in the event of an emergency.
Caregiver Leave. Caregiver Leave A Family Caregiver Leave of absence will be granted if the entitlement conditions for such leave as stipulated in the Ontario Employment Standards Act (ESA) and regulations, as amended from time to time, are met, and in accordance with all relevant provisions of the ESA and regulations, as amended from time to time.
Caregiver Leave. Tenured unit members shall, at their request, be granted a leave of absence without pay for caregiving for such period of time as they specify, but not to exceed two (2) years.
Caregiver Leave. A Member may take a Caregiver Leave of one (1) month or less, with full salary and benefits, in order to take care of a family member. Members may request a continuation of the leave for a period of up to one (1) year, without salary or benefits. A medical certificate is required which certifies that a family member is critically ill or injured or in need of end-of-life care.
Caregiver Leave. At the sole discretion of the Board, an employee may be granted caregiver leave without pay for up to one (1) full year. An employee returning from caregiver leave shall be placed in a comparable position. Notice of desire to return to work when taking a full year off pursuant to this section must be given ninety (90) days prior to the termination of the leave. Failure to supply the written notice of desire to return from leave within the specified time limits shall be treated as a violation of the provisions of the Agreement, and the employee shall be considered as having waived all rights to continued employment and reinstatement.
Caregiver Leave. Employees may submit a request to Human Resources for approval, including a physician’s statement, to receive up to two (2) weeks of paid caregiver leave to care for any immediate family serious health condition. If planned, Human Resources should be notified thirty (30) days prior to the leave. If unplanned, Human Resources should be notified as soon as possible. For the purposes of this section, immediate family shall mean spouse, children, siblings, mother, father, stepparents, grandparents, grandchildren, stepchildren, domestic partner, father-in-law; mother-in-law; and parent of an employee’s dependent child. Any person with whom the affected employee has a demonstrably strong familial affinity that is not mentioned by one of the aforementioned family relationships shall also be considered in good faith by Human Resources, on a case- by-case basis within twenty-four (24) hours of a request by the employee to Human Resources. In the event an employee is covered under a State or Local law, regulation or ordinance, that provides a similar benefit, the employee must apply for the State or Local leave. NDWA will supplement any state wage replacement for such leave up to 100% of the employee’s wage/salary. If the Caregiver Leave falls under an approved holiday or NDWA mandated closure, the leave will be extended for the duration of said holiday or mandated closure. An employee may take Caregiver Leave under this section one (1) time in a rolling six (6) month period.
