Cashing Out Leave Sample Clauses

Cashing Out Leave. The employer and an employee may agree in writing to cash out a particular amount of accrued paid annual leave provided that: (a) The employee will retain a minimum of 4 weeks of annual leave; (b) Cashed out leave will be paid at the amount that would have been payable to the employee had the employee taken the leave (including annual leave loading) and; (c) Each cashing-out of a particular amount of paid annual leave will be by a separate written agreement, between the employer and the employee
Sample 1
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Cashing Out Leave. Should an Employee elect to forgo an accrued entitlement to take annual leave, they may make a written election to forgo the amount of annual leave and receive payment in lieu of the amount of annual leave. This election is conditional on signed approval by the appropriate Department Manager. This annual leave will be paid at the Employee’s ordinary rate of pay Refer 6.1(2); that is, the rate the Employee would have received had he/she taken the leave.. A further amount representing leave loading of 17.5% of annual leave will be paid along with annual leave. An Employee will not be permitted to cash out annual leave unless they will have a minimum of 4 weeks’ of annual leave remaining in credit after the cashing out occurs.
Sample 1
Cashing Out Leave. 21.9.1 Employees may request in writing, each 12-month anniversary period, to cash out any credited annual leave entitlement, as long as the remaining accrued annual leave entitlement is greater than 4 weeks. Paid annual leave must not be cashed out if the cashing out would result in the employee's remaining accrued entitlement to paid annual leave being less than 4 weeks. 21.9.2 Each cashing out of a particular amount of paid annual leave must be by a separate agreement in writing between the employer and the employee. 21.9.3 The Company prohibits from exerting undue influence or undue pressure on the employee to cash out the employee’s leave. 21.9.4 The employee must be paid the full amount that would have been payable to the employee had the employee taken the leave, which includes any leave loading. 21.9.5 The amount will be taxed at the employee’s marginal rate not taking into consideration the tax-free threshold. 21.9.6 The Company’s preference is that employees take their accrued annual leave as annual leave and not to cash the money out.
Sample 1
Cashing Out Leave. 27.8.1 Employees may request in writing, each 12 month period, to cash out up to two weeks (76 hours) of the credited annual leave entitlement, as long as there sufficient leave for the shut down periods. 27.8.2 Subject to clause 26.1, Quarantined Annual Leave.‌
Sample 1
Cashing Out Leave. An officer may apply to “cash out” a period of recreation leave. To access this provision: • a balance of at least 20 days (or the equivalent number of days for part time officers) must be retained; • an application to cash out leave may only be made during the period 1st to 31st March of each year; • 5 days only (or the equivalent number of days for part time officers) can be “cashed out”; • a block on recreation leave of at least 10 days duration must have been taken in the preceding 12 months prior to the date of application; and • each application requires agreement in writing between CSIRO and the officer. Specific supervisor approval is not required for the cash out of recreation leave. Payment of any leave cashed out will include the allowances specified in subclause (e).
Sample 1
Cashing Out Leave. Subject to the Act, an Employee may, by written agreement with the Company, elect to cash out a particular amount of accrued annual leave in lieu of time off, by paying the Employee at least the full amount that would have been payable if the Employee had taken leave provided: (a) the remaining entitlement after the cashing out is not less than four (4) weeks annual leave; (b) no more than two (2) weeks of annual leave is cashed out in any twelve (12) month period; and: (c) the Employee has given the Company a request, in writing, to cash out the annual leave the Company has accepted the request in writing; and (d) the resulting agreement specifies the amount of leave to be cashed out, the payment to be made to the Employee for it, and the date on which payment is to be made.
Sample 1
Cashing Out Leave a) An Employee may elect to cash in up to two weeks of the Employee's accrued annual leave entitlement per year in lieu of taking the leave, subject to the following: i. The Employee, after cashing out a period of accrued annual leave, will have a minimum of six weeks’ entitlement of accrued annual leave remaining; and ii. The Employee provides such request in writing to the Employee; and iii. Such request is approved by the Employer’s Human Resource Manager.
Sample 1
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Related to Cashing Out Leave

  • Cashing out annual leave The employee may, with the agreement of the employer, request in writing, to cash out up to two weeks of their annual leave during each 12 month period. Annual leave cannot be cashed out in advance of it being credited to the employee. Cashed out annual leave will be paid at the rate of pay that the employee receives at the time when the request is made.

  • 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.

  • Leave Pregnancy leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this agreement. Effective on confirmation by the Employment Insurance Commission of the appropriateness of the Hospital'sSupplemental Unemployment Benefit (SUB) plan, and retroactive to date of confirmation by the Employment Insurance Commission, an employee who is on pregnancy leave as provided under this agreement and who is in receipt of Employment Insurance pregnancy benefits pursuant to Section of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between seventy-five per cent (75%) of her regular weekly earnings and the sum of her weekly Employment Insurance pregnancy benefits during her leave and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy benefits, and shall continue while the employee is in receipt of such benefits, for a maximum period of weeks for a pregnancy leave. The employee's regularweekly be determined by multiplyingher regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. This provision only applies to employees with at least months of continuous service at the hospital prior to the commencement of the pregnancy leave. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. Note: Effective April the SUB top-up level increases from Pregnant employees may requestto be transferred from their current duties if, in the professional opinion of the employee's physician the pregnancy may be at risk. If such a transfer is not feasible, the pregnant employee, if she so requests, will be granted an unpaid leave of absence before commencement of the current contractual maternity leave provisions. Parental leaves will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this agreement. Effective on confirmation by the Employment Insurance Commission of the appropriatenessof the Hospital'sSupplemental Unemployment Benefit (SUB) plan, and retroactive to date of confirmation by the Employment InsuranceCommission, an employeewho is on parental leave as provided under this agreement and who is in receipt of Employment Insuranceparental benefits pursuantto Section of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between seventy-five per cent (75%) of her regular weekly earnings and the sum of her weekly Employment Insurance parental benefits during her leave and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance parental benefits, and shall continue while the employee is in receipt of such benefits, for a maximum period of ten weeks for a parental leave. The employee's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the parental leave times her normal weekly hours. This provision only applies to employees with at least months of continuous service at the hospital prior to the commencement of the parental leave. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. Note: Effective April the SUB top-up level increases from Where an employee has become a natural father or has qualified to adopt a child and has at least months of service at the commencement of approved parental leave, such employee may be entitled to extend the parental leave up to an aggregate of six

  • Moving Out a. Each Resident must remove all personal belongings from their room when the Occupancy period ends or this Contract is terminated. The room must be cleaned and notice made to REH staff for move out to be complete. Remaining personal items will be considered abandoned and will be sent to OSU Surplus for public auction or disposal. Residents will be charged for housing and dining until they have completed the entire move out process. More information about this process is available on our website: xxxxx://xxxxxxxxxxx.xxx/uhds/rates-policies/moving-out b. During move out, Residents may be present for an initial staff inspection of the final room condition; however, the initial inspection is informational in nature and is not the final determination of room condition. All rooms are inspected after the Resident vacates the room and this inspection may result in damage charges, regardless of whether the Resident is present at the time of inspection. c. The Resident agrees to pay for the cost of extra custodial service to remove personal belongings or to clean the room after the Resident has vacated. The Resident agrees that the University may determine these charges in its sole discretion and the University will calculate the charges to reasonably compensate for any damages based on its Common Residence Hall Charges Sheet, located at xxxxx://xxxxxxxxxxx.xxx/housing/rates-policies/room-dining-rates. d. Residents who do not intend to live on campus for Winter Term must vacate by 5:00 PM on December 10, 2021 and Residents who do not intend to live on campus for Spring Term must vacate by 5:00 PM on March 18, 2022. If a Resident fails to do this, they are subject to a $350 Extended Occupancy fee. e. Failure to vacate by the time and date required may result in charges calculated to reasonably compensate the University for damage incurred by the delay, in addition to prorated Room and Dining charges, unless the Resident withdraws from OSU- Cascades after the times and dates listed in Section 16(d). The Resident agrees to pay these term charges, available on the REH website: xxxxx://xxxxxxxxxxx.xxx/housing/rates-policies/room-dining-rates. f. If a Resident withdraws from OSU-Cascades and moves their belongings out, but has not completed the move out process, REH reserves the right to reassign the room to another resident. A failure to complete the move out process may result in University determined charges to reasonably compensate the University for damages as set forth in the Common Residence Hall Charges Schedule, located at xxxxx://xxxxxxxxxxx.xxx/housing/rates-policies/room-dining-rates.

  • BEREAVEMENT/TANGIHANGA LEAVE 15.1 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. 15.2 If 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 15.1 above. This provision will not apply if the employee is on leave without pay. 15.3 In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • CONTRACTING OUT The Employer agrees not to contract out any work presently performed by employees covered by this Agreement which would result in the laying off of such employees.

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