Critical Care Leave Sample Clauses

Critical Care Leave. In situations where an employee’s spouse, or where the employee’s parent or child who permanently resides with the employee, experiences a critical illness or injury such as the following: • Heart Attacks/Heart Surgeries • Organ Failure/Transplant • Cancer requiring inpatient surgery or multiple treatments • Stroke or other cerebral vascular accident • Neurodegenerative disease such as Alzheimer’s disease or Multiple Sclerosis • Injuries resulting from a serious vehicle accident • Care following an extended period of hospitalization An employee may request to use up to a maximum of thirty (30) days/240 hours of his/her accrued Sick Leave per rolling twelve- (12-)month period to care for the ill/injured family member. Such time shall be pro-rated for employees working less than a 100% appointment. (A) Employees requesting Critical Care Leave shall apply with supporting medical documentation to University Human Resources (UHR). The application shall include whether the leave is requested to be taken in a single block of time or intermittently; with the concurrence of the employee’s Department Head, the employee may utilize some or all of the Critical Care Leave in the form of a reduced work schedule. The employee’s application for Critical Care Leave shall include a departmental recommendation whether or not the leave should be granted based on the employee’s work and disciplinary record. Periodic updates of medical documentation may be requested but normally not more frequently than once every ten (10) days of leave used under this provision. (B) The Director of University Human Resources will designate a unit within UHR to review the complete application as described in Paragraph A above and will notify that unit employee whether the request has been approved. In the interest of time, if the employee has provided all required information and is notified by the designated UHR unit that the request is being denied (and the basis for the denial), the employee may request the Director of University Human Resources to review the denial. However, no determination made by UHR, or other issue under this provision shall be the subject of a Grievance under Article 16 of this MOU or Board of Regents Policy VII - 8.00. (C) In the event that the employee, at any time, fails to comply with requests for information or the circumstances no longer support the need for Critical Care Leave, UHR can suspend or terminate the use of accrued Sick Leave being taken for Critical C...
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Critical Care Leave. Teachers may make written request to the Assistant Superintendent of Human Resources for certain critical medical situations and additional leave may be granted for up to one-hundred nineteen (119) workdays or until such time as they become eligible for long-term disability benefits, whichever is the lesser provided that: 1. All personal leave and personal illness leave has been exhausted. 2. The teacher is not eligible for any other form of benefit such as short-term disability payment. 3. Said request includes a written statement from a physician documenting the need for medical leave and the nature of the problem. 4. All requests shall be considered and acted upon within three (3) work days by a standing committee of two (2) administrators appointed by the Superintendent and two (2) teachers appointed by the FHEA president with approval being granted by simple majority. The decisions of the committee shall be final and specifically excluded from the grievance process. 5. All such requests shall be treated as confidential with a permanent record being kept by the Superintendent and the FHEA president. 6. Any teacher granted said leave by the above process shall: a. Make timely application for long-term disability benefits in situations where said application for benefits apply. b. Prepare adequate lesson plans for a substitute teacher. c. Have the prevailing rate of pay for a substitute teacher deducted from his/her salary in the following manner: 1) Days one (1) through nine (9) – prevailing rate of pay for a substitute teacher. 2) Days ten (10) through fifty-nine (59) – prevailing rate of pay for long-term substitute teacher. 3) Days sixty (60) through one-hundred nineteen (119) – per diem rate of first step of BA salary schedule including appropriate fringe benefits. 7. Return to work in a timely manner following recommendation by the physician.
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Critical Care Leave. 11.01 In the case of critical illness to the teacher’s mother, father or adult child, the teacher shall be granted leave with pay up to five (5) days per year when the teacher provides the Employer with a medical certificate, satisfactory to the Employer, confirming that the teacher’s mother, father or adult child is suffering from a life threatening condition. 11.02 a) In the case of critical illness to the teacher’s sister or brother, the teacher shall be granted leave up to five (5) days per year when the teacher provides the Employer with a medical certificate, satisfactory to the Employer, confirming that the teacher’s sister or brother is suffering from a life threatening condition.
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Critical Care Leave. 11.01 In the case of critical illness to the teacher’s mother, father or adult child, the teacher shall be granted leave with pay up to five (5) days per year when the teacher provides the Employer with a medical certificate, satisfactory to the Employer, a) In the case of critical illness to the teacher’s sister or brother, the teacher shall be granted leave up to five (5) days per year when the teacher provides the Employer with a medical certificate, satisfactory to the Employer, confirming that the teacher’s sister or brother is suffering from a life-threatening condition. b) This leave shall be with salary and benefits; however, to offset the costs of any required substitute teachers, the teacher shall be charged a fee equal to the cost of a substitute as per Article 6.01 for each day of leave. 11.03 In addition to leave under Article 11.01 or 11.02, critical care leave without pay, to a maximum of eight (8) weeks, shall be granted by the Employer to a teacher who will be providing care and comfort to a member of the teacher’s Immediate Family (as defined in Article 1.08) when the teacher provides the Employer with a medical certificate, satisfactory to the Employer, confirming that a member of the teacher’s Immediate Family is suffering from a serious medical condition. 11.04 Critical care leave without pay can be taken in separate periods, but each period must be of at least one (1) week. 11.05 Two (2) or more teachers of the Employer cannot take more than a total of eight (8) weeks of critical care leave for the same person.
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Critical Care Leave shall be specifically defined as permission for teachers to be absent from duty in the event of critical illness, critical accident, illness, or accident requiring emergency medical treatment of an immediate member of their family as defined in clause 14.1.2.
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Critical Care Leave. Teachers may make written request to the Assistant Superintendent of Human Resources for certain critical medical situations and additional leave may be granted for up to one-hundred nineteen (119) workdays or until such time as they become eligible for long term disability benefits, whichever is the lesser provided that: 1. All personal leave and personal illness leave has been exhausted. 2. The teacher is not eligible for any other form of benefit such as short-term disability payment. 3. Said request includes a written statement from a physician documenting the need for medical leave and the nature of the problem. 4. All requests shall be considered and acted upon within three (3) work days by a standing committee of two (2) administrators appointed by the Superintendent and two (2) teachers appointed by the FHEA president with approval being granted by simple majority. The decisions of the committee shall be final and specifically excluded from the grievance process. 5. All such requests shall be treated as confidential with a permanent record being kept by the Superintendent and the FHEA president.
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Critical Care Leave a) The Employer shall grant, upon request, unpaid Critical Care Leave in accordance with the Employment Standards Act, as amended from time to time.
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Related to Critical Care Leave

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

  • Child Care Leave The Employer shall, upon her request, grant an employee: (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An employee who is or will be a natural parent intending to take this childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent of the newborn, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While on child care leave, an employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: (v) Provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee for adoption, and (vii) In the absence of an emergency, give four (4) months notice to the Employer before the anticipated day on which a child will come into the employees care and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parent. Where a natural mother intends to take a child care leave in addition to a maternity leave, except if the newborn is hospitalized when an employee’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and child care leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave shall begin not earlier than the date on which the newborn or adopted child came into the care and custody of the employee and end not later than fifty-two (52) weeks after that date.

  • Critical Illness Leave (i) An Employee who has completed at least ninety (90) days of employment, and is a family member of a critically ill child or a critically ill qualified adult relative, is entitled to leave of absence without pay or benefits: • for a period of up to thirty-six (36) weeks to care for their critically ill child; or, • for a period of up to sixteen (16) weeks to care for a critically ill qualified adult relative.

  • Extended Child Care Leave Upon written notification, no later than four weeks prior to the expiration of the aggregate leave taken pursuant to Clauses 21.1 (Maternity Leave) and 21.2 (Parental Leave), an employee will be granted a further unpaid leave of absence not to exceed one year. An employee wishing continued coverage under any applicable benefit plans will pay the total premium costs while on extended child care leave. An employee on extended child care leave will provide the Employer with at least one month's written notice of return from such leave. Upon return from extended child care leave, an employee will be placed in their former position.

  • Personal/Carer’s Leave 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

  • Family Care Leave In accordance with RCW 49.12 and WAC 296-130, employees shall be allowed to use any or all of their choice of sick leave or other paid time off to care for a family member (as defined above) who has a serious health condition or an emergency condition. Employees shall not be disciplined or otherwise discriminated against because of their exercise of these rights.

  • Critical Illness Three (3) days per year with pay shall be granted in the case of critical illness or accident to a member of the employee's immediate family as defined in Section 7.4. A statement by the physician verifying the illness or accident is life threatening and the need for the employee to be present with the immediate family member shall be attached to the employee’s Report of Absence form when submitted to his or her immediate supervisor. To qualify for critical illness leave, the situation must be or relate to an illness or condition involving the danger of death.

  • Pregnancy and Maternity Services This plan covers physician services and the services of a licensed midwife for prenatal, delivery, and postpartum care. The first office visit to diagnose a pregnancy is not included in prenatal services. This plan covers hospital services for mother and newborn child for at least forty-eight

  • Compassionate Care Leave 1. For the purposes of this article “family member” means:

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