Disruption of Vacation Due to Hospitalization and Bereavement Sample Clauses

Disruption of Vacation Due to Hospitalization and Bereavement. An employee whose vacation leave is seriously disrupted by hospitalization or serious illness shall be entitled to reschedule or extend their vacation for the period of hospitalization or serious illness (not to exceed the amount of scheduled vacation) and provided that the entitlement to and timing of the rescheduled or extended vacation leave is first agreed with the employee's Supervisor. Employees are advised to notify the Supervisor immediately, where possible, of the hospitalization or serious illness causing the disruption of vacation leave. Rescheduled or extended vacation leave under this Article will not take precedence over another employee's vacation leave and will be subject to departmental requirements. An employee who becomes entitled to bereavement leave pursuant to Article 17.01 immediately prior or during the employee’s scheduled vacation (such as to overlap with the employee’s vacation) shall reschedule that portion of the vacation time which runs concurrently with the bereavement leave. Such rescheduled vacation will be subject to departmental requirements. “Serious illness” is to be interpreted as a significant illness or accident that essentially immobilizes the employee or deprives the employee from being able to essentially commence or continue the employee’s vacation. Examples of this may be (but are not limited to) a broken leg or arm, serious infection, etc. This provision is not meant to include colds, flus, upset stomach or other normal aches and illnesses associated with daily living. The Employer may require substantiation of the hospitalization, serious illness, or bereavement leave.
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Disruption of Vacation Due to Hospitalization and Bereavement. An employee whose vacation leave is seriously disrupted by hospitalization or serious illness may be entitled to reschedule or extend their vacation for the period of hospitalization or serious illness (not to exceed the amount of scheduled vacation) and provided that the entitlement to and timing of the rescheduled or extended vacation leave is first agreed to with the employee’s Office Manager. Employees are advised to notify the Office Manager immediately, where possible, of the hospitalization or serious illness causing the disruption of vacation leave. Rescheduled or extended vacation leave under this Article will not take precedence over another employee’s vacation leave and will be subject to departmental requirements. An employee who becomes entitled to bereavement leave pursuant to Article 9.02 immediately prior or during their scheduled vacation (such as to overlap with their vacation) may reschedule that portion of the vacation time which runs concurrently with the bereavement leave. Such rescheduled vacation will be subject to departmental requirements.
Sample 1

Related to Disruption of Vacation Due to Hospitalization and Bereavement

  • Accrued Sick Leave The Board shall provide all employees with a cumulative record 23 of accrued sick leave hours on each pay statement.

  • Utilization of Sick Leave Employees who have accrued paid leave time shall be eligible for paid leave for any period of absence from employment which includes but is not limited to the employee’s illness; injury; temporary disability; medical or dental care; or to attend to members of the employee’s or the employee’s spouse’s immediate family or domestic partner or domestic partner’s immediate family, where the employee’s presence is required because of illness or as otherwise required by the state or federal Family Medical Leave Act or other State law. The Employer may, in its sole discretion, require reasonable proof of illness or disability and/or certification of the necessity of the employee’s absence.

  • LEAVES OF ABSENCE AND BEREAVEMENT PAY 21.01 The Employer may grant leaves of absence without pay, for a time mutually agreed upon between the Employer and the employee, for the following reasons:

  • Sick Leave Abuse ‌ When the Employer suspects sick leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their sick leave use prior to disciplining the employee, or making reference to sick leave use in the employee’s performance evaluation. The Employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in disciplinary action for an authorized purpose. The Employer may not discriminate or retaliate against an employee for the use of paid sick leave for an authorized purpose.

  • Portability of Sick Leave 1. The employer will accept up to sixty (60) accumulated sick leave days from other school districts in British Columbia, for employees hired to or on exchange in the district.

  • Accrued 100% sick leave The use of sick leave under this subsection is at the employee's discretion.

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