Discretionary Leave Without Pay Sample Clauses

Discretionary Leave Without Pay. An employee may apply for leave without pay and MPI will make reasonable efforts to accommodate such requests. Each application will be considered according to its merits with a decision made taking account of the circumstances of the individual as made known to the employer and the operational needs of the employer. Placement on return from discretionary leave without pay of more than three months is conditional on a suitable vacancy and salary range and location cannot be guaranteed. An employee who cannot be placed in employment on return will be given one month’s notice in writing that their employment is to be terminated. Without limiting the application of this provision, the matters that MPI will take into account when exercising discretion may include: • accompanying a partner on an overseas posting; • the impact of the proposed leave without pay on the work of the organisation and on the workload of others; • equity considerations; • the net cost to MPI for the period of leave without pay. For approved extended discretionary leave without pay of up to three months, the position will be held open and service will be interrupted but not broken.
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Discretionary Leave Without Pay. 6.10.1 An employee may apply for leave without pay and the employer will make reasonable efforts to accommodate such requests. Each application will be considered according to its merits with a decision made taking account of the circumstances of the individual as made known to the employer and the operational needs of the employer. 6.10.2 All annual leave will be expected to be taken prior to the commencement of extended leave without pay. 6.10.3 Approved discretionary leave without pay for periods in excess of one month will be regarded as extended discretionary leave. For extended discretionary leave without pay of more than one month and up to three months, the position will be held open and service will be interrupted but not broken. 6.10.4 For extended discretionary leave without pay of more than three months, the employee is not guaranteed placement in either the same job or a new job at the end of the period of leave. If a suitable position is found, their service will then be treated as interrupted but not broken if the break is less than 15 months. If no job is found before the end of the approved leave the employment will terminate. The last day of service will be recognised as the original date that the extended leave commenced. 6.10.5 Where an employee has been on leave without pay for more than 35 days (including non-work days), accrual of annual leave will cease for the remaining period of special leave.
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Discretionary Leave Without Pay. Leave-of-absence without pay and without accumulation of credits may be granted to an employee by the employer.
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Discretionary Leave Without Pay. Except as otherwise indicated in the Collective Agreement and as provided for in the Employment Standards Act, applications for Discretionary Leaves of Absence without pay will be considered on the basis of merit, compassion and length of service with final approval always subject to the operational needs.
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Discretionary Leave Without Pay. An employee with three (3) calendar years of service shall be entitled to take two (2) Discretionary Days per calendar year subject to operational requirements. The Leave shall be without pay and without loss of seniority. The request shall be submitted to the employee’s supervisor seventy-two (72) hours in advance of the requested leave. The seventy-two (72) hours’ notice will be waived to attend to a serious household or domestic emergency.
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Discretionary Leave Without Pay. 19.1 Department Heads may grant Discretionary Leave Without Pay (DLWOP) up to a maximum of 3 months. Longer periods of DLWOP up to 52 weeks, require the approval of the Director. 19.2 With the exception of Parental Leave (clause 26) and Personal Leave (clause 16), DLWOP is granted at the absolute discretion of the Hospital Management. 19.3 DLWOP will only be considered after all other paid entitlements have been taken. 19.4 All DLWOP must be applied for and if appropriate, approved in advance, using the Hospital’s standard leave form. 19.5 Absences on approved leave without pay do not break continuity of service, however, such absences do not count in the calculation of benefits. An employee will not be paid for public holidays whilst on DLWOP.
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Discretionary Leave Without Pay. A leave of absence without pay must be authorized by the Employee’s immediate Supervisor, prior to such time(s) the leave(s) is to be taken. Leave of absence without pay may be approved providing operational requirements permit, and the availability of suitable replacement personnel permit.
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Discretionary Leave Without Pay 
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Related to Discretionary Leave Without Pay

  • Military Leave Without Pay An employee in the State service shall be entitled to a military leave of absence without pay during a period of service with the armed forces of the United States. However, such reduction in salary will not be made for an FLSA-exempt employee on temporary military leave except for full workweek increments where such leave causes an absence of one (1) or more full workweeks. The employee shall, upon honorable discharge from such service, be returned to a position in the same class as the employee’s last held position, if available, at the salary rate prevailing for such class, without loss of seniority or employment rights. Employees shall make application for reinstatement within ninety (90) days and shall report for duty within six (6) months following separation from active duty. Failure to comply may terminate military leave. If it is established that the employee is not physically qualified to perform the duties of their former position by reason of such service, the employee shall be reinstated in other work that the employee is able to perform at the nearest appropriate level of pay of the employee’s former class. An employee voluntarily or involuntarily seeking military leave without pay to attend service school shall be entitled to such leave during a period of active duty training. Military leaves of absence without pay shall be granted in compliance with the Veterans' Reemployment Rights Law, Title 38 USC Chapter 43.

  • Leave Without Pay An employee shall not be entitled to payment for a public holiday falling during a period of leave without pay (including sick leave and military leave without pay) unless the employee has worked during the fortnight ending on the day on which the holiday is observed.

  • Sick Leave Without Pay A leave of absence without pay, may be granted at the sole discretion of the Board to an Employee who does not qualify for sick leave pay or who is unable to return to work when that Employee’s sick leave terminates.

  • Special Leave Without Pay Section 1. Employees may participate in a Special Leave Without Pay Program as established by the Hennepin County Board of Commissioners. The Special Leave Without Pay Program period is from date of County Board Approval through December 31, 2021. Section 2. Upon the request of either party, the EMPLOYER and the UNION shall meet and confer on the extension of this Special Leave Without Pay Program each year through 2021. Section 3. The EMPLOYER's policy on use of Special Leave Without Pay (SLWOP) provides that employees may use SLWOP in cases where they would otherwise not take the leave. The EMPLOYER will therefore interpret its policy on SLWOP to allow SLWOP for Union Leave and Parenting Leave in cases where the employee would not otherwise take the leave.

  • Education Leave Without Pay The Employer recognizes the usefulness of education leave. Upon written application by the employee and with the approval of the Employer, an employee may be granted education leave without pay for varying periods of up to one (1) year, which can be renewed by mutual agreement, to attend a recognized institution for studies in some field of education in which preparation is needed to fill the employee’s present role more adequately or to undertake studies in some field in order to provide a service which the Employer requires or is planning to provide.

  • Parental Leave Without Pay (a) Where an employee has or will have the actual care and custody of a new- born child (including the new-born child of a common-law spouse), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee’s care. (b) Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an order under the laws of a province for the adoption of a child, the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child comes into the employee’s care. (c) Notwithstanding paragraphs (a) and (b): (i) where the employee’s child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay, or (ii) where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which his or her child is hospitalized, the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on parental leave. However, the extension shall end not later than one hundred and four (104) weeks after the day on which the child comes into the employee’s care. (d) An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks in advance of the expected date of birth of the employee’s child (including the child of a common-law spouse), or the date the child is expected to come into the employee’s care pursuant to paragraphs (a) and (b). (e) The Employer may, (i) defer the commencement of parental leave without pay at the request of the employee; (ii) grant the employee parental leave without pay with less than four

  • Leave of Absence Without Pay (a) Full or part-time leave of absence without pay may be granted at the discretion of the Employer. Faculty members may apply for job-sharing under the provision for part-time leave of absence. Applications shall be made in writing to the administrator responsible. All applications will be dealt with promptly and will not be unreasonably denied, nor dealt with in a discriminatory manner. The reply to an application for leave will be in writing. Except in the case of leaves for short-term emergencies of thirty (30) days or less, the Employer may, at its discretion, require that the length of a leave coincide with the beginning or end of a semester or term of instruction. (b) Where a leave is granted, the faculty member's performance evaluation shall be extended accordingly. (c) No salary increment is payable for a period of leave of absence without pay unless the University President, upon written request from the faculty member concerned, decides the leave is spent in the activities relevant to the University curriculum. In this case, the faculty member will receive any salary adjustments for which he/she would normally be eligible. In the event that the University President judges that the activities are not relevant to the University curriculum, he/she will advise the faculty member as to the reasons for his/her decision in writing before the leave commences. (d) No benefits shall be payable by the Employer for faculty members on leave without pay, except as provided in this Agreement. For faculty members on part- time leave without pay, benefit premiums shall be payable by the Employer on a pro rata basis. If a faculty member proceeding on leave without pay makes a prior payment to the Employer of both the faculty member's share and the Employer's share (pro- rated, if applicable) of any or all of the following benefits, the Employer shall remit these payments to ensure continuous coverage: Life Insurance, Medical Services Plan of BC, Extended Health, Dental, Short and Long Term Disability and AD&D. (e) For leaves of longer than four (4) months, the faculty member, no later than four

  • OTHER LEAVE WITH OR WITHOUT PAY 17.01 In respect to applications for leave made pursuant to this Article, the employee may be required to provide satisfactory validation of the circumstances necessitating such requests.

  • Maternity Leave Without Pay (1) An employee who becomes pregnant shall, upon request, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than eighteen (18) weeks after the termination date of pregnancy. (a) Notwithstanding 35.7(A)(1): (i) where the employee’s new-born child is hospitalized within the period defined in 35.7(A)(1); and (ii) where the employee has proceeded on maternity leave without pay and then, upon request and with the concurrence of the Council, returns to work for all or part of the period during which her new- born child is hospitalized; the period of maternity leave without pay defined in 35.7(A)(1) may be extended beyond the date falling eighteen (18) weeks after the date of termination of pregnancy by a period equal to that portion of the period of the child’s hospitalization during which the employee returned to work, to a maximum of eighteen (18) weeks. (b) The extension described in 35.7(A)(1)(a) shall end not later than fifty-two (52) weeks after the termination date of pregnancy. (2) At its discretion, the Council may require an employee to submit a medical certificate certifying pregnancy. (3) An employee who has not commenced maternity leave without pay may elect to: (a) use earned vacation and compensatory leave credits up to and beyond the date that her pregnancy terminates; (b) use her sick leave credits up to and beyond the date that her pregnancy terminates, subject to the provisions set out in the Sick Leave Article. For purposes of this clause, illness or injury as defined in the Sick Leave Article shall include medical disability related to pregnancy. (B) An employee shall inform the Council in writing of her plans for taking leave with and without pay to cover her absence from work due to the pregnancy at least four (4) weeks in advance of the initial date of continuous leave of absence during which termination of pregnancy is expected to occur. (C) Leave granted under this clause shall be counted for the calculation of “continuous employment” or “service” as applicable for the purpose of calculating severance pay and vacation leave. Time spent on such leave shall be counted for pay increment purposes.

  • Personal Leave Without Pay Leave of absence without pay may be granted by the College for legitimate personal reasons.