Compassionate Care Leave Without Pay. The Employer agrees to provide compassionate care up to eight (8) weeks to employees who qualify and meet the requirements set out in the Yukon Employment Standards Act as amended from time to time.
Compassionate Care Leave Without Pay. The Employer shall grant an employee up to eight (8) weeks of compassionate care leave without pay to allow the employee to provide care for a critically ill member of the employee’s immediate family, in accordance with the provisions of the Northwest Territories Employment Standards Act.
Compassionate Care Leave Without Pay. Employees are entitled to Compassionate Care Leave in accordance with the provisions of the Canada Labour Code.
Compassionate Care Leave Without Pay. 55.01 Upon reasonable notice from an employee, the Employer shall grant an employee up to twenty-six (26) weeks of compassionate care leave without pay as defined under the Yukon Employment Standards Act.
55.02 Subject to Clause 55.01, an employee shall be granted leave without pay for the compassionate care of a family member, as defined in the Yukon Employment Standards Act, subject to the following conditions:
a) the employee notifies the Employer in writing of the commencement date of such leave; and
b) the employee provides the Employer a copy of a medical certificate as proof that the ill family member needs care or support and is at significant risk of death within 26 weeks. A certificate from another medical practitioner, such as a nurse practitioner, is acceptable when the gravely ill family member is in a geographic location where treatment by medical doctor is limited or not accessible, and a medical doctor has authorized the other medical practitioner to treat the ill family member.
55.03 Leave granted under this Article shall be for a minimum period of one (1) week and a maximum of twenty-six (26) weeks.
Compassionate Care Leave Without Pay. (a) For the purpose of this clause, a family member is defined as spouse or common-law partner, parent, spouse or common-law partner of a parent, child or child of the spouse or common-law partner and any other person who is a member of a class of persons prescribed for the purposes of this definition or the definition of the “family member” in subsection 23.1[1] of the Employment Insurance Act.
(b) An employee shall be granted compassionate care leave without pay for a maximum of eight (8) calendar weeks for the compassionate care of a family member who needs care or support of the employee and is at significant risk of death within 26 weeks. The following conditions apply:
(i) an employee shall notify the Employer in writing where practicable a minimum of four (4) week before the commencement date of such leave, unless because of urgent or unforeseeable circumstances such written notice cannot be given.
(ii) an employee shall provide the Employer a copy f the Employment Insurance (EI) medical certificate as proof that the gravely ill immediate family member needs care or support and is at significant risk of death within twenty-six (26) weeks. A certificate from another medical practitioner, such as a nurse practitioner, is acceptable when the gravely ill family member is in a geographic location where treatment by a medical doctor is limited or not accessible and the medical doctor has authorized the other medical practitioner to treat the ill family member.
(c) If, during a period of schedule vacation leave, an employee applies and is accepted to receive compassionate care leave, under this clause, the employee shall be granted compassionate care leave without pay and the unused vacation leave credits shall be restored accordingly.
(d) The employee is responsible for immediately informing the Employer of any change in circumstance pertaining to the ill family member i.e. the date the ill family member no longer requires care or support, or the death of the ill family member whereby 12.01 would apply.
(e) Unpaid compassionate care leave utilized by any employees who are related and the gravely ill family member as defined in 12.
12 a) applies to two or more employees the aggregate number of weeks shall not exceed eight (8) for the two or more employees.
(f) Subject to operational requirements the Employer may grant an employee additional paid time after the eight (8) week compassionate care leave, through banked overtime or vacation leave.
(g) Compassio...
Compassionate Care Leave Without Pay. (a) Compassionate care leave without pay shall be granted in accordance with the Canada Labour Code, as amended from time to time.
(b) An employee shall be granted leave without pay from employment for a period of up to twenty-eight (28) weeks to provide care or support to a family member if a qualified medical practitioner issues a certificate stating that the family member has a serious medical condition with a significant risk of death within twenty-six (26) weeks from either:
(i) the day the certificate is issued; or
(ii) if the leave was commenced before the certificate was issued, the day the leave was commenced.
(c) The Employee shall notify the Employer in writing, as far in advance as possible, but not less than two (2) weeks of the commencement date of such leave, unless because of urgent or unforeseeable circumstances, such notice cannot be given.
(d) Upon request, a copy of the medical certificate referred to in Article 18.02 (b) shall be provided to the Employer as proof that the ill family member needs care or support and is at significant risk of death within 26 weeks.
(e) A leave of absence under this article may only be taken during the period as prescribed by the Canada Labour Code, as amended from time to time.
(f) The Employer will continue to ensure coverage and to pay the Employer’s share of contributions to the pension plan and benefit plans provided the employee continues to pay his or her share of the contributions to these plans.
(g) Upon returning from leave, the Employer shall reinstate the employee to the position the employee most recently held, if it still exists, or if it does not exist, to a comparable vacant position for which the employee has the required experience, knowledge and qualifications.
(h) Leave granted under this clause shall be counted for the calculation of “continuous employment” for the purpose of calculating the lump sum payment under Article 32.03 (e) and “service” for the purpose of calculating vacation leave.
Compassionate Care Leave Without Pay. An employee is entitled to Compassionate Care leave as per the Employment Insurance Act to provide care or support to a member of their family who is gravely ill with a significant risk of death within twenty-six weeks. Compassionate Care Leave accessed under the Employment Insurance Act shall be treated in the same manner as Maternity and Parental Leaves.
Compassionate Care Leave Without Pay. (a) For the purpose of this clause, a family member is defined as spouse or common-law partner, parent, spouse or common-law partner of a parent, child or child of the spouse or common-law partner and any other person who is a member of a class of persons prescribed for the purposes of this definition or the definition of the “family member” in subsection 23.1[1] of the Employment Insurance Act.
(b) An employee shall be granted compassionate care leave without pay for up to a maximum of twenty-eight (28) weeks under the Canada Labour Code as amended from time to time for the compassionate care of a family member who needs care or support of the employee and is at significant risk of death within twenty-eight (28 weeks). The following conditions apply:
(i) an employee shall notify the Employer in writing where practicable a minimum of four (4) week before the commencement date of such leave, unless because of urgent or unforeseeable circumstances such written notice cannot be given.
(ii) an employee shall provide the Employer a copy f the Employment Insurance (EI) medical certificate as proof that the gravely ill immediate family member needs care or support and is at significant risk of death within twenty-six (26) weeks. A certificate from another medical practitioner, such as a nurse practitioner, is acceptable when the gravely ill family member is in a geographic location where treatment by a medical doctor is limited or not accessible and the medical doctor has authorized the other medical practitioner to treat the ill family member.
(c) If, during a period of schedule vacation leave, an employee applies and is accepted to receive compassionate care leave, under this clause, the employee shall be granted compassionate care leave without pay and the unused vacation leave credits shall be restored accordingly.
(d) The employee is responsible for immediately informing the Employer of any change in circumstance pertaining to the ill family member i.e. the date the ill family member no longer requires care or support, or the death of the ill family member whereby 12.01 would apply.
(e) Unpaid compassionate care leave utilized by any employees who are related and the gravely ill family member as defined in 12.
12 a) applies to two or more employees the aggregate number of weeks shall not exceed eight (8) for the two or more employees.
(f) Subject to operational requirements the Employer may grant an employee additional paid time after the eight (8) week comp...
Compassionate Care Leave Without Pay. 61.01 Upon reasonable notice from an employee, the Employer shall grant an employee up to eight (8) weeks of compassionate care leave without pay as defined under the Yukon Employment Standards Act.
61.02 Subject to 61.01, an employee shall be granted leave without pay for the compassionate care of family in accordance with the following conditions:
a. an employee shall notify the Employer in writing of the commencement date of such leave;
b. an employee may provide the Employer with a copy of a medical certificate from a medical practitioner as proof that the ill family member needs care or support and is at significant risk of death within 26 weeks.
61.03 Leave granted under this article shall be for a minimum period of one (1) week and a maximum of eight (8) weeks.
Compassionate Care Leave Without Pay. Employees are entitled to Compassionate Care Leave in accordance with the provisions of the Canada Labour Code. The parties agree that they shall be governed by the definition of technological change in the Canada Labour Code. Whenever the Employer proposes to effect a technological change that is likely to affect either the terms and conditions or the security of employment of a significant number of employees in an occupation, the Employer shall give notice of the technological change to the Union at least one hundred and twenty (120) days prior to the date on which the technological change is to be implemented. The notice referred to in Clause shall be in writing and shall state:
(a) the nature of the technological change; the date on which the Employer proposes to effect the technological change; the approximate number and position of employees which are likely to be affected by the technological change; and the anticipated effect that the technological change is likely to have on the terms and conditions of employment or the security of employment of the affected employees. Once the Employer has provided the Union with the notice described in Clause the Employer shall, on the written request of the Union, provide the Union with a written statement setting out:
(a) a detailed description of the nature of the proposed technological change; the of the who will initially be likely to be affected by the proposed technological change; and the rationale for the change. During the notice period described in Clause the parties shall undertake to meet and to hold constructive meaningful joint consultation in an effort to reach agreement or solutions to the problems or implications arising the proposed technological change, such as, but not limited to, employment protection. Where such consultations involve technological change which is likely to affect security of employment, the change shall not be introduced until the parties have reached agreement or the matter is resolved by arbitration. Notwithstanding the provisions of Clause where the delay in implementation of technological change would impede required major changes or progress to new construction or systems urgently required at the Employer’s facilities, the Employer may implement such change forthwith where the parties have been unable to reach agreement in the interim, subject to the right of either party to have the related outstanding issues resolved at arbitration. Employees who may be affected by...
