Casual Employees– Caring responsibilities and Compassionate Leave Sample Clauses

Casual Employees– Caring responsibilities and Compassionate Leave. 46.5.1 Subject to established notice requirements and evidence requirements for compassionate leave or leave taken to care for members of the Employee’s immediate family or household who are sick and require care and support, casual Employees are entitled to not be available to attend work, or to leave work: (a) if they need to care for members of their immediate family or household who are sick and require care and support, or who require care due to an unexpected emergency, or the birth of a child; or (b) where a member of the Employee’s immediate family, or a member of the Employee’s household, contracts or develops a personal illness or injury that poses a serious threat to his or her life, or dies. 46.5.2 The Employer and the Employee shall agree on the period for which the Employee will be entitled to not be available to attend work. In the absence of agreement, the Employee is entitled to not be available to attend work for two days per occasion. The casual Employee is not entitled to any payment for the period of non-attendance.
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Casual Employees– Caring responsibilities and Compassionate Leave. (a) Subject to the evidentiary and notice requirements in this clause, casual employees are entitled to not be available to attend work, or to leave work on the following occasions: (i) if they need to provide care or support to a member of their immediate family or household who requires care and support because of a personal illness or injury affecting the member (ii) if they need to provide care or support to a member of their immediate family or household who requires care and support because of an unexpected emergency affecting the member (iii) to spend time with the member of the casual employee’s immediate family or household who has contracted or developed a personal illness or sustains a personal injury that poses a serious threat to his or her life (iv) upon the death of a member of the casual employee’s immediate family or household (b) The VIS and the employee shall agree on the period for which the employee will be entitled to not be available to attend work. In the absence of agreement, the employee is entitled to not be available to attend work or to be absent from work for up to two days per occasion. The casual employee is not entitled to any payment for the period of non-attendance. (c) A casual employee shall supply the VIS with satisfactory evidence in support of taking leave under clause 23.7. (d) The employee shall, wherever practicable, give the VIS notice prior to the absence, of the intention to take leave, and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee shall notify the VIS by telephone of such absence at the first opportunity on the day of absence. (e) The VIS must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in this clause. The rights of the VIS to engage or not to engage a casual employee are otherwise not affected.
Sample 1
Casual Employees– Caring responsibilities and Compassionate Leave. Casual Employees are entitled to be unavailable to attend work or to leave work: (a) if they need to care for members of their immediate family or household who are sick and require care or support, or who require care due to an unexpected emergency, or the birth of a child; or (b) if a member of the Employee’s immediate family or a member of the Employee’s household: (i) contracts or develops a personal illness that poses a serious threat to his or her life; (ii) sustains a personal injury that poses a serious threat to his or her life; or
Sample 1
Casual Employees– Caring responsibilities and Compassionate Leave a) Casual employees are entitled to be unavailable to attend work or to leave work: (i) if they need to care or support members of their immediate family or household who are sick or injured, or who require care due to an unexpected emergency, or the birth of a child; or (ii) if a member of the employee’s immediate family or a member of the employee’s household: a. contracts or develops a personal illness that poses a serious threat to their life; b. sustains a personal injury that poses a serious threat to their life; or c. dies; or d. when a child is stillborn, where the child would have been a member of the employee’s immediate family, or a member of the employee’s household, if the child had been born alive; or e. the employee, or the employee’s spouse or de facto partner, has a miscarriage. Clause 35.4.5(a)(ii)(e) does not apply if the miscarriage results in a stillborn child and does not apply to a former spouse, or former de facto partner, of the employee. b) The employer and the employee will agree on the period for which the employee will be entitled to be unavailable to attend work. In the absence of agreement, the employee is entitled to be unavailable to attend work for up to two (2) days per occasion. The casual employee is not entitled to any payment for the period of non-attendance. c) The employer will require the casual employee to provide satisfactory evidence to support the taking of this leave. d) The employer must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in sub clauses (a) and (b) above. The rights of the employer to engage or not engage a casual employee are otherwise not affected.
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Related to Casual Employees– Caring responsibilities and Compassionate Leave

  • Supervisory Employees ‌ For the purposes of this Article, the parties agree that Supervisory positions are those that are not excluded under Article 2.0 above and that satisfy the following criteria: a) Employees on Salary Schedule 01 who under Plan A "Nature of Supervision" have either Degree 3 (or higher) or its equivalent; b) Employees on Schedules 02 or 03 on condition they normally supervise other employees.

  • Employee’s Responsibility WORK START TIME

  • Employer Responsibilities Recognizing the inherent risk(s) in a correctional setting, the Employer is obligated to provide a safe workplace and to educate employees on proper safety procedures and use of protective and safety equipment. The Employer is committed to responding to legitimate safety concerns raised by the Union and employees. The Employer will comply with federal and state safety standards, including requirements relating to first aid training, first aid equipment and the use of protective devices and equipment.

  • Employee Responsibilities The Employer's policy with respect to employee responsibilities provides for employees:

  • Employment and Training Administration The ratio of trainees to journeymen on the job site shall not be greater than permitted under the plan approved by the Employment and Training Administration. Every trainee must be paid at not less than the rate specified in the approved program for the trainee's level of progress, expressed as a percentage of the journeyman hourly rate specified in the applicable wage determination. Trainees shall be paid fringe benefits in accordance with the provisions of the trainee program. If the trainee program does not mention fringe benefits, trainees shall be paid the full amount of fringe benefits listed on the wage determination unless the Administrator of the Wage and Hour Division determines that there is an apprenticeship program associated with the corresponding journeyman wage rate on the wage determination which provides for less than full fringe benefits for apprentices. Any employee listed on the payroll at a trainee rate who is not registered and participating in a training plan approved by the Employment and Training Administration shall be paid not less than the applicable wage rate on the wage determination for the classification of work actually performed. In addition, any trainee performing work on the job site in excess of the ratio permitted under the registered program shall be paid not less than the applicable wage rate on the wage determination for the work actually performed. In the event the Employment and Training Administration withdraws approval of a training program, the contractor will no longer be permitted to utilize trainees at less than the applicable predetermined rate for the work performed until an acceptable program is approved.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • Family Responsibility Leave An employee is entitled to up to 5 days of unpaid leave during each employment year to meet responsibilities related to: (a) the care, health or education of a child in the employee’s care; or (b) the care or health of any other member of the employee’s immediate family.

  • Company Responsibilities In the case of a piggyback registration of Warrant Shares, the Company shall use its best efforts to keep the Holder advised in writing as to the initiation, effectiveness and completion of such registration. At its expense the Company shall: (a) prepare and file a registration statement (and such amendments and supplements thereto) with respect to such Registrable Securities and use its best efforts to cause such registration statement to become and remain effective for a period of 180 days or until the Holder or Holders have completed the distribution described in the registration statement relating thereto, whichever first occurs; (b) furnish such number of copies of a Prospectus in conformity with the requirements of applicable law, and such other documents incident thereto as a Holder from time to time may reasonably request; and (c) use every reasonable effort to register or qualify the Registrable Securities covered by such registration statement under the state Blue Sky laws of such jurisdictions as the Company's Board of Directors may reasonably determine, and do any and all other acts and things which may be necessary under said Blue Sky laws to enable the sellers of the Registrable Securities to consummate the public sale or other disposition of the Registrable Securities owned by them in such jurisdictions, except that the Company shall not for any purpose be required to qualify to do business as a foreign corporation in any jurisdiction wherein the Registrable Securities are so qualified.

  • Employment Relations Education Leave Employment Relations Education Leave will be allowed in accordance with the Employment Relations Act.

  • PROFESSIONAL RESPONSIBILITY (APPLIES TO RNS ONLY 19.01 The parties agree that resident care is enhanced if concerns relating to professional practice and workload are resolved in a timely and effective manner, as set out below; In the event that the Home assigns a number of residents or a workload to an individual employee or group of employees, such that she or they have cause to believe that she or they are being asked to perform more work than is consistent with proper resident care, she or they shall: i) At the time the workload issue occurs, discuss the issue within the Home to develop strategies to meet resident care needs using current resources. If necessary, using established lines of communication, seek immediate assistance from an individual(s) identified by the Home who has responsibility for timely resolution of workload issues. ii) Failing resolution at the time of occurrence of the workload issue, complain in writing to the Union-Management Committee within twenty (20) calendar days of the alleged improper assignment. The chairperson of the Union-Management Committee shall convene a meeting of the Union-Management Committee within twenty (20) calendar days of the filing of the complaint. The Union-Management Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties. The Employer will provide a written response to the Union, with a copy to the ONA representation within ten (10) calendar days. iii) Prior to the complaint being forwarded to the Independent Assessment Committee, the Union may forward a written report outlining the complaint and recommendations to the Director of Resident Care and/or the Administrator. iv) At any time during this process, the parties may agree to the use of a mediator to assist in the resolution of the Professional Practice issues. v) Any settlement arrived at under 19.01 (a) i) – iii) shall be signed by the parties. vi) Failing resolution of the complaint within twenty (20) calendar days of the meeting of the Union-Management Committee, the complaint shall be forwarded to an independent Assessment Committee composed of three (3) registered nurses; one chosen by the Ontario Nurses' Association, one chosen by the Home and one chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chairperson. vii) The Independent Assessment Committee shall set a date to conduct a hearing into the complaint, within twenty (20) calendar days of its appointment, and shall be empowered to investigate as is necessary to properly assess the merits of the complaint. The Independent Assessment Committee shall report its findings, in writing, to the parties within twenty (20) calendar days following completion of its hearing. (b) i) The list of Independent Assessment Committee Chairpersons is attached as Appendix “B”. The members of the panel shall sit in rotation as agreed by the parties. If a panel member is unable to sit within the time limit stipulated, the panel member next scheduled to sit will be appointed by the parties.

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