Common use of Critical Incident Leave Clause in Contracts

Critical Incident Leave. Any employee who, during the performance of their work, is directly involved in an incident of on-duty violence, shall be allowed reasonable time off immediately after the incident to recover from any physical or psychological impairment or disability caused by the action. Directly involved means physically attacked or physically intervening in an attack of a staff member. Such leave shall be charged against any accumulated time the employee has earned. The employee may decide the type of accumulated time against which this leave shall be charged. However, where an employee is receiving compensation through Workers’ Compensation or other victim compensation relief, such charges will be made on a pro-rata basis not to exceed the employee’s regular salary. Any period of time beyond one (1) day necessary for purposes of readjustment shall be determined by the employee’s physician or mental health practitioner. The Employer may require the employee to see a practitioner of the Agency’s choice in order to verify the employee’s practitioner’s opinion.

Critical Incident Leave. Any employee who, during the performance of their his/her work, is directly involved in an incident of on-duty violence, shall be allowed reasonable time off immediately after the incident to recover from any physical or psychological impairment or disability caused by the action. Directly involved means physically attacked or physically intervening in an attack of a staff member. Such leave shall be charged against any accumulated time the employee has earned. The employee may decide the type of accumulated time against which this leave shall be charged. However, where an employee is receiving compensation through Workers’ Compensation or other victim compensation relief, such charges will be made on a pro-rata basis not to exceed the employee’s regular salary. Any period of time beyond one (1) day necessary for purposes of readjustment shall be determined by the employee’s physician or mental health practitioner. The Employer may require the employee to see a practitioner of the Agency’s choice in order to verify the employee’s practitioner’s opinion.. ////////////////

Critical Incident Leave. Any An employee who, during the performance of their work, is directly involved in an incident of on-duty violence, shall be allowed reasonable time off immediately after the incident to recover from any physical or psychological impairment or disability caused by the action. Directly involved means physically attacked or physically intervening in an attack of a staff member. Such leave shall be charged against any accumulated time the employee has earned. The employee may decide the type of accumulated time against which this leave shall be charged. However, where an employee is receiving compensation through Workers’ Compensation or other victim compensation relief, such charges will be made on a pro-rata basis not to exceed the employee’s regular salary. Any period of time beyond one (1) day necessary for purposes of readjustment shall be determined by the employee’s physician or mental health practitioner. The Employer may require the employee to see a practitioner of the Agency’s choice in order to verify the employee’s practitioner’s opinion.

Critical Incident Leave. ‌ Any employee who, during the performance of their work, is directly involved in an incident of on-duty violence, shall be allowed reasonable time off immediately after the incident to recover from any physical or psychological impairment or disability caused by the action. Directly involved means physically attacked or physically intervening in an attack of a staff member. Such leave shall be charged against any accumulated time the employee has earned. The employee may decide the type of accumulated time against which this leave shall be charged. However, where an employee is receiving compensation through Workers’ Compensation or other victim compensation relief, such charges will be made on a pro-rata basis not to exceed the employee’s regular salary. Any period of time beyond one (1) day necessary for purposes of readjustment shall be determined by the employee’s physician or mental health practitioner. The Employer may require the employee to see a practitioner of the Agency’s choice in order to verify the employee’s practitioner’s opinion.