Domestic/Sexual Violence Leave. The Company agrees to recognize that persons sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. For that reason, the Company and the Union agree when there is adequate verification from a recognized professional (i.e. doctor, lawyer, counsellor, shelter worker), an employee who is in an abusive or violent situation will not be subjected to discipline if work performance or absence can be linked to the abusive or violent situation. An employee will be entitled to take up to fifteen (15) weeks unpaid time off of work to deal with domestic/sexual violence situations with adequate verification. Such employee will be entitled to fifteen (15) paid days per calendar year.
Domestic/Sexual Violence Leave. (1) An Employee may request a leave when they or their child have experienced or been threatened with domestic or sexual violence.
(2) Employees are entitled to a maximum of seventeen (17) weeks of Domestic/Sexual Violence Leave. During the first ten (10) days of leave the Employee will receive their regular pay.
(3) Employees may request the leave through the Centre for Sexual Violence Response, Support and Education Office who will review the request in accordance with the provisions of the Employment Standards Act and York University Domestic and Sexual Violence Leave Standard Operating Procedure. 1 A 43,280 44,618 43,713 45,064 44,150 45,515 2 A 44,985 46,377 45,435 46,841 45,889 47,309 3 A 46,761 48,206 47,229 48,688 47,701 49,175 4 A 48,606 50,109 49,092 50,610 49,583 51,116 5 A 50,619 52,185 51,125 52,707 51,636 53,234 6 A 52,725 54,355 53,252 54,899 53,785 55,448 7 A 54,913 56,611 55,462 57,177 56,017 57,749 8 A 57,195 58,965 57,767 59,555 58,345 60,151 9 A 59,746 61,593 60,343 62,209 60,946 62,831 10 A 62,405 64,335 63,029 64,978 63,659 65,628 11 A 65,183 67,199 65,835 67,871 66,493 68,550 12 A 68,086 70,192 68,767 70,894 69,455 71,603 13 B 71,395 73,604 72,109 74,340 72,830 75,083 14 B 74,867 77,183 75,616 77,955 76,372 78,735 15 B 78,506 80,934 79,291 81,743 80,084 82,560 16 B 82,321 84,866 83,144 85,715 83,975 86,572 17 B 86,734 89,416 87,601 90,310 88,477 91,213 18 C 91,384 94,210 92,298 95,152 93,221 96,104 19 C 96,287 99,265 97,250 100,258 98,223 101,261 20 C 101,456 104,594 102,471 105,640 103,496 106,696 21 C 106,899 110,206 107,968 111,308 109,048 112,421 SECOND LANGUAGE TESTING – XXXXXXX
1. The degree of facility in the second language will be determined by means of tests set and administered by the Employer.
2. The test will consist of four (4) modules, as follows: Module I: Oral facility Module II: Typing from manuscript Module III: Written comprehension TESTING PROCEDURES Module IV: Composition
1. Tests will be based on the model devised by the Employer and mutually agreed upon by the Parties.
2. A single initial test will be held for all existing staff wishing to attempt it. Tests will also be held in case of hiring, promotion, or transfer for candidates applying for the bilingual position. In addition, there will be an annual test for such staff members who feel that they have improved their language skills sufficiently to pass the test. It is also understood that non- Xxxxxxx Employees shall also be provided with the opportunity to...
Domestic/Sexual Violence Leave. An employee may request and take a domestic, sexual and/or gender-based violence leave where they or their dependent experiences or is threatened with domestic, sexual and/or gender-based violence. This leave will be to allow the employee to seek medical attention, counselling, victim and support services, legal assistance or to relocate. The employee, if requested to do so, will provide reasonable proof signed by a qualified practitioner. Upon approval of such a leave the employee will be entitled to a paid leave of up to six- thirty-fifths and the total leave may extend for up to the duration of the academic term. The details or extent of the violence threatened or experienced need not be disclosed to the Employer and the Employer will maintain confidentiality regarding the nature of the employee's leave. In the case of an extended absence beyond ten (10) days, the employee to the best of their ability, shall keep their supervisor informed of the anticipated date of the employee's return. Where an employee has exhausted their sexual violence leave and sick leave and any other leave entitlement under this agreement, they may be eligible for Long Term Disability, subject to the terms of the Plan (Article 10.13).
Domestic/Sexual Violence Leave a. An employee who has provided advance notice and who has been employed full time by the district for at least three (3) consecutive months shall be permitted to request and, upon approval, take a maximum of three (3) working days of paid leave from work in the school year if the employee or a family or household member of an employee is the victim of domestic or sexual violence. An employee seeking leave under this section must, before receiving the leave, exhaust all annual or vacation leave, personal leave, and sick leave. Should sick leave be the only available leave remaining, the Superintendent or designee may waive this requirement if the reason for the request does not fall within the requirements for the use of sick leave.
b. The purposes of Domestic or Sexual Violence Leave include:
(1) To seek an injunction for protection against domestic violence or an injunction for protection in cases of repeat violence, dating violence, or sexual violence;
(2) To obtain medical care or mental health counseling, or both, for the employee or a family or household member to address physical or psychological injuries resulting from the act of domestic violence or sexual violence;
(3) To obtain services from a victim-services organization, including, but not limited to, a domestic violence shelter or program or a rape crisis center as a result of the act of domestic violence or sexual violence;
(4) To make the employee's home secure from the perpetrator of the domestic violence or sexual violence or to seek new housing to escape the perpetrator; or
(5) To seek legal assistance in addressing issues arising from the act of domestic violence or sexual violence or to attend and prepare for court related proceedings arising from the act of domestic violence or sexual violence.
c. Procedures and Definitions
(1) “Family or household member” is as defined in s. 741.28(3), FS. “Family or household member” means spouses, former spouses, persons related by blood or marriage, persons who are presently residing together as if a family or who have resided together in the past as if a family, and persons who are parents of a child in common regardless of whether they have been married. With the exception of persons who have a child in common, the family or household members must be currently residing or have in the past resided together in the same single dwelling unit.
Domestic/Sexual Violence Leave. Available to employees who have been employed by their employer for at least 13 consecutive weeks. Provides up to 10 days of leave to be taken as individual days, and up to 15 weeks to be taken as full weeks. The first (5) five days of leave must be paid.
Domestic/Sexual Violence Leave. An employee may request and take a domestic, sexual and/or gender-based violence leave where they or their dependent experiences or is threatened with domestic, sexual and/or gender-based violence. This leave will be to allow the employee to seek medical attention, counselling, victim and support services, legal assistance or to relocate. The employee, if requested to do so, will provide reasonable proof signed by a qualified practitioner. Upon approval of such a leave the employee will be entitled to a paid leave of up to six- thirty-fifths and the total leave may extend for up to the duration of the academic term. The details or extent of the violence threatened or experienced need not be disclosed to the Employer and the Employer will maintain confidentiality regarding the nature of the employee's leave. In the case of an extended absence beyond ten
Domestic/Sexual Violence Leave. (a) The Employer agrees to recognize that persons sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work.
(b) For that reason, the Company and the Union agree when there is adequate verification from a recognized professional (ie: doctor, lawyer, counsellor, shelter worker), an employee who is in an abusive or violent situation will not be subjected to discipline if work performance or absence can be linked to the abusive or violent situation.
(c) An employee will be entitled to take up to fifteen (15) weeks unpaid time off of work to deal with domestic/sexual violence situations with adequate verification. Such employee will be entitled to five (5) paid days per calendar year.
Domestic/Sexual Violence Leave. An employee may request and take a domestic or sexual violence leave where they or their child experiences or is threatened with domestic or sexual violence. This leave will be to allow the employee to seek medical attention, counselling, victim and support services, legal assistance or to relocate. The employee, if requested to do so, will provide reasonable proof signed by a qualified practitioner. Upon approval of such a leave the employee will be entitled to a paid leave of up to six- thirty-fifths and the total leave may extend for up to the duration of the academic term. The details or extent of the violence threatened or experienced need not be disclosed to the Employer and the Employer will maintain confidentiality regarding the nature of the employee's leave. In the case of an extended absence beyond ten (10) days, the employee to the best of their ability, shall keep their supervisor informed of the anticipated date of the employee's return. Where an employee has exhausted their sexual violence leave and sick leave and any other leave entitlement under this agreement, they may be eligible for Long Term Disability, subject to the terms of the Plan (Article 10.13).
Domestic/Sexual Violence Leave. Employees shall be granted leave in accordance with the provisions of the British Columbia Employment Standards Act.
Domestic/Sexual Violence Leave. (1) An Employee may request a leave when they or their child have experienced or been threatened with domestic or sexual violence.
