CASHING OUT LEAVE ENTITLEMENTS Sample Clauses

CASHING OUT LEAVE ENTITLEMENTS. 44.1 The purposes of this clause is to allow employees the option of receiving payment in lieu of accrued entitlements to annual leave, long service leave and accrued days off when the employee's request stems from some personal circumstances which are out of the ordinary and have resulted in a particular need for money. 44.2 The inclusion of this clause will not be taken of itself to imply that there are any grounds for diminishing an employee’s entitlements to annual leave, long service leave or accrued days off.
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CASHING OUT LEAVE ENTITLEMENTS. ‌ 42.1 The purpose of this clause is to allow employees the option of receiving payment in lieu of accrued entitlements to annual leave, long service leave and accrued days off when the employee's request stems from some personal circumstances which are out of the ordinary and have resulted in a particular need for money. 42.2 The inclusion of this clause will not be taken of itself to imply that there are any grounds for diminishing an employee’s entitlements to annual leave, long service leave or accrued days off. (a) An employee may request, in writing, to be paid out part of his or her entitlement to annual leave, long service leave or accrued days off pursuant to this clause. (b) The employer will consider the employee’s application and respond in writing. 42.4 The rate at which any accrued leave entitlement is paid out will be the rate that would have been paid had the leave been taken. To avoid doubt payment will include any applicable annual leave loading. 42.5 The maximum amount of accrued leave which may be paid out at any time is the balance in excess of 20 days’ leave. The minimum 20 days’ leave retained can be comprised of either annual leave or accrued days off or a combination of both.
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CASHING OUT LEAVE ENTITLEMENTS. ‌ (1) The Employer and the employee may agree in writing that the employee forgo part of their entitlement to accrued annual leave, accrued public holidays, accrued long service leave, or ADOs in exchange for payment at the rate which would have applied had the day been worked. In the case of annual leave payment will include any applicable annual leave loading. (2) There will be no limit on the amount of accrued leave that may be paid out provided that the balance of leave entitlements will allow for a minimum of four weeks leave to be taken in the calendar year in which the payment is made. Leave already taken during the calendar year in which the payment is made may be counted towards the minimum four weeks leave requirement. (3) The Employer will not unreasonably withhold its agreement to cashing out of leave under subclause (1) of this clause. (4) Where the Employer does not approve an employee’s request to cash out leave it will notify the employee in writing and outline the reasons for the refusal. Cost implications are not a valid reason for refusal.
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CASHING OUT LEAVE ENTITLEMENTS. (1) The Employer and the employee may agree in writing that the employee forgo part of their entitlement to accrued annual leave, accrued public holidays, accrued long service leave, or accrued days off in exchange for payment at the rate which would have applied had the day been worked. In the case of annual leave payment shall include any applicable annual leave loading. (2) There shall be no limit on the amount of accrued leave that may be paid out provided that the balance of leave entitlements shall allow for a minimum of 4 weeks leave to be taken in the calendar year in which the payment is made. Leave already taken during the calendar year in which the payment is made may be counted towards the minimum 4 weeks leave requirement.
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CASHING OUT LEAVE ENTITLEMENTS. ‌ 43.1 The purpose of this clause is to allow employees the option of receiving payment in lieu of accrued entitlements to Annual Leave, Long Service Leave and Accrued days off. 43.2 The inclusion of this clause will not be taken of itself to imply that there are any grounds for diminishing an employee’s entitlements to Annual Leave, Long Service Leave or Accrued days off. 43.3 (a) An employee may request, in writing, to be paid out part of their entitlement to Annual Leave, Long Service Leave or Accrued days off pursuant to this clause. (b) The Employer will consider the employee’s application and respond in writing. 43.4 The rate at which any accrued leave entitlement is paid out will be the rate that would have been paid had the leave been taken. To avoid doubt payment will include any applicable Annual Leave loading. 43.5 The maximum amount of accrued leave which may be paid out at any time is the balance in excess of 20 days’ leave. The minimum 20 days’ leave retained can be comprised of either Annual Leave or Accrued days off or a combination of both.
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CASHING OUT LEAVE ENTITLEMENTS. 17.1 The purposes of this clause is to allow employees the option of receiving payment in lieu of accrued entitlements to annual leave, long service leave and accrued days off when the employee's request stems from some personal circumstances which are out of the ordinary and have resulted in a particular need for money. 17.2 The inclusion of this clause shall not be taken of itself to imply that there are any grounds for diminishing an employees' entitlements to annual leave, long service leave or accrued days off. (a) An employee may request, in writing, to be paid out part of his or her entitlement to annual leave, long service leave or accrued days off pursuant to this clause. (b) The Employer shall consider the employee’s application and respond in writing. 17.4 The rate at which any accrued leave entitlement is paid out shall be the rate that would have been paid had the leave been taken. To avoid doubt payment shall include: (a) Any Hospital Allowance which would have been paid had the day been worked. (b) In the case of annual leave, any applicable annual leave loading. 17.5 The maximum amount of accrued leave which may be paid out at any time is the balance in excess of 20 days leave. The minimum 20 days leave retained can be comprised of either annual leave or accrued days off or a combination of both.
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CASHING OUT LEAVE ENTITLEMENTS. Employees may apply to cash out their annual leave credits if a) they have taken a minimum of 10 days annual leave within a 12 month period; b) the minimum amount of annual leave to be cashed out is 5 days per application; and c) the employee's remaining annual leave balance is equal to or greater than 20 days.
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CASHING OUT LEAVE ENTITLEMENTS. (a) The purpose of this clause is to allow employees the option of receiving payment in lieu of accrued entitlements to annual leave, long service leave and accrued days off when the employee's request stems from some personal circumstances which are out of the ordinary and have resulted in a particular need for money. (b) The inclusion of this clause will not be taken of itself to imply that there are any grounds for diminishing an employee’s entitlements to annual leave, long service leave or accrued days off. (c) An employee may request, in writing, to be paid out part of his or her entitlement to annual leave, long service leave or accrued days off pursuant to this clause. The company will consider the employee’s application and respond in writing. (d) The rate at which any accrued leave entitlement is paid out will be the rate that would have been paid had the leave been taken. To avoid doubt payment will include any applicable annual leave loading. (e) The maximum amount of accrued annual leave which may be paid out at any time is the balance in excess of 4 weeks annual leave.
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Related to CASHING OUT LEAVE ENTITLEMENTS

  • Leave Entitlements (a) A sessional practitioner shall be entitled to pro rata leave entitlements (excluding paid overseas study leave) in the same ratio as the number of sessions allocated bears to 10. If during any qualifying period the number of sessions allocated to a sessional practitioner varies, the number shall be averaged over the qualifying period. (b) A sessional practitioner shall be entitled to paid public holidays in accordance with Clause 31 – Public Holidays if the public holidays occur on a day on which a session is normally worked. If a sessional practitioner is required to work on a public holiday the provisions of Clause 28(6) shall apply.

  • Leave Entitlement An eligible employee is entitled to take up to a total of twelve (12) 41 work weeks of FMLA leave in a 12-month period, to be measured backwards from the 42 commencement date the employee uses FMLA leave. An eligible employee taking leave 43 under Article 12.02(10)(b) shall be permitted to take up to 26 work weeks of leave in a 44 12-month period.

  • Sick Leave Entitlement A permanent full-time employee shall earn paid sick leave at the rate of one and one-half (1½) days per month. Sick leave shall accumulate to a total of eighty-five (85) working days. Permanent part-time employees shall be entitled to sick leave on a pro-rata basis.

  • 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.

  • Overtime Entitlement (a) An employee will be entitled to compensation for authorized overtime in excess of: (1) the scheduled daily hours; or (2) the maximum daily hours for those employees on flextime; or (3) the agreed averaging period. (b) For the purposes of calculating the hourly rate for overtime, an employee's biweekly rate shall be divided by 70. (c) Overtime shall be compensated in 30-minute increments; however, employees shall not be entitled to any compensation for periods of overtime of less than five minutes per day.

  • Entitlement to Leave An employee shall be granted Workers' Compensation leave with pay in the event that the Workers' Compensation Board (WorkSafe BC) determines that the employee has established a claim (time loss benefits) and they are unable to perform their duties by reason of the compensable injury which occurred while employed by the Employer. For the purposes of this clause, pay is defined as the employee's regular take-home wages to ensure that the non-taxable status of Workers' Compensation benefits does not provide an opportunity for an injured worker to earn more while on claim than if they were working. The term claim will not include any form of WCB allowance or pension, and this section will not be operative while an employee is receiving such a different form of payment from WCB arising from this claim.

  • Cashing out of Annual Leave (a) Paid Annual Leave must not be cashed out except in accordance with an agreement under clause 41.8. (b) Each cashing out of a particular amount of paid Annual Leave must be the subject of a separate agreement under clause 41.8. (c) The Employer and an Employee may agree in writing to the cashing out of a particular amount of accrued paid Annual Leave by the Employee. An agreement this clause must state: (i) the amount of Annual Leave to be cashed out and the payment to be made; and (ii) the date on which the payment is to be made. (d) An agreement under clause 41.8 must be signed by the Employer and Employee and, if the Employee is under 18 years of age, by the Employee’s parent or guardian. (e) The payment must not be less than the amount that would have been payable had the Employee taken the Annual Leave at the time the payment is made. (f) An agreement must not result in the Employee’s remaining accrued entitlement to paid Annual Leave being less than four (4) weeks. (g) The Employer must keep a copy of any agreement under clause 41.8 as an Employee record.

  • Vacation Entitlement i) A transferring employee will accrue vacation in accordance with the collective agreement of the designated employer. ii) A transferring employee will have pre-approved vacation requests honoured. iii) Vacation entitlement not used by the employee at the time of transfer shall transfer with the employee to the designated employer, if applicable. iv) Vacation scheduling will be in accordance with the applicable collective agreement and the practice of the designated employer.

  • Holiday Entitlement Employees who are laid off within seven (7) working days (except employees subject to dismissal through cause) prior to a Statutory Holiday occurring shall be entitled to such Statutory Holiday with pay. Also, employees who are absent either the day before or the day after a Statutory Holiday or both shall be entitled to such Statutory Holiday with pay provided they are absent for a reason of illness or accident.

  • No Entitlements (1) Neither the Plan nor the Award Agreement confer on the Participant any right or entitlement to receive compensation, including, without limitation, any base salary or incentive compensation, in any specific amount for any future fiscal year (including, without limitation, any grants of future Awards under the Plan), nor impact in any way the Company Group’s determination of the amount, if any, of the Participant’s base salary or incentive compensation. This Award of RSUs made under this Award Agreement is completely independent of any other Awards or grants and is made at the sole discretion of the Company. The RSUs do not constitute salary, wages, regular compensation, recurrent compensation, pensionable compensation or contractual compensation for the year of grant or any prior or later years and shall not be included in, nor have any effect on or be deemed earned in any respect, in connection with the determination of employment-related rights or benefits under law or any employee benefit plan or similar arrangement provided by the Company Group (including, without limitation, severance, termination of employment and pension benefits), unless otherwise specifically provided for under the terms of such plan or arrangement or by the Company Group. The benefits provided pursuant to the RSUs are in no way secured, guaranteed or warranted by the Company Group. (2) The RSUs are awarded to the Participant by virtue of the Participant’s employment with, and services performed for, the Company Group. The Plan or the Award Agreement does not constitute an employment agreement. Nothing in the Plan or the Award Agreement shall modify the terms of the Participant’s employment, including, without limitation, the Participant’s status as an “at will” employee of the Company Group, if applicable. (3) Subject to any applicable employment agreement, the Company reserves the right to change the terms and conditions of the Participant’s employment, including the division, subsidiary or department in which the Participant is employed. None of the Plan or the Award Agreement, the grant of RSUs, nor any action taken or omitted to be taken under the Plan or the Award Agreement shall be deemed to create or confer on the Participant any right to be retained in the employ of the Company Group, or to interfere with or to limit in any way the right of the Company Group to terminate the Participant’s employment at any time. Moreover, the Separation from Service provisions set forth in Section (C) or (D), as applicable, only apply to the treatment of the RSUs in the specified circumstances and shall not otherwise affect the Participant’s employment relationship. By accepting this Award Agreement, the Participant waives any and all rights to compensation or damages in consequence of the termination of the Participant’s office or employment for any reason whatsoever to the extent such rights arise or may arise from the Participant’s ceasing to have rights under, or be entitled to receive payment in respect of, any unvested RSUs that are cancelled or forfeited as a result of such termination, or from the loss or diminution in value of such rights or entitlements, including by reason of the operation of the terms of the Plan, this Award Agreement or the provisions of any statute or law to taxation. This waiver applies whether or not such termination amounts to a wrongful discharge or unfair dismissal.

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