Emergency Paid Sick Leave Sample Clauses

Emergency Paid Sick Leave. An additional 80 hours of paid emergency sick leave will be made available immediately to full-time teachers (or the equivalent of the average number of hours over two weeks for part time teachers) for any Whitefish School District teacher, who is unable to work remotely, and who has been employed for at least the last 30 calendar days, if they fall into one of the following categories: 1. The teacher is subject to a federal, state, or local quarantine or isolation order related to COVID-19. 2. The teacher has been advised by a healthcare provider to self-quarantine due to concerns related to COVID-19. 3. The teacher is experiencing symptoms of COVID-19 and seeking a medical diagnosis. 4. The teacher is caring for an individual who is subject to an order as described in 1 or 2 above. 5. The teacher is caring for their son or daughter if the school or place of care of the son or daughter has been closed, or the childcare provider of the son or daughter is unavailable, due to COVID-19 precautions. 6. The teacher is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretary of the Treasury and the Secretary of Labor. The emergency paid sick leave shall be at the teacher's daily rate of pay and shall not exceed $511 per day for teachers who are (1) subject to a government quarantine or isolation order; (2) advised by a health care provider to self-quarantine; or (3) experiencing symptoms of COVID-19 and is seeking a medical diagnosis. The emergency paid sick leave shall be at 2/3 of the teacher's daily rate of pay not to exceed $200 per day for teachers who are (1) caring for an individual who is subject to a government quarantine order or recommendation; (2) caring for a son or daughter whose school has closed or daycare provider is unavailable due to Coronavirus precautions; or (3) absent due to substantially similar conditions as declared by the U.S. Secretary of Health and Human Services. This emergency paid sick leave will be in addition to any accumulated leave under district policy or state law.
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Emergency Paid Sick Leave. Employees may utilize the 2 work weeks of additional paid sick leave to care for self due to COVID-19 related reasons to include quarantine or symptoms while seeking medical diagnosis for onsite exposure. Should an employee be required to quarantine (due to exposure or symptoms) or isolate (due to a positive Coronavirus test) within 14 days after a day that the employee performed in person services, the employee may request to perform work remotely if their job duties may be completed virtually and they are well enough to do so. If the employee’s supervisor approves the request for remote work, the days the employee completes remote work will not be deducted from the 2 work weeks of additional paid sick leave. If new legislation is enacted which provides for additional leave, this language will be replaced by the legislatively enacted language. If a member uses sick leave pursuant to the CBA, all efforts shall be made to provide a substitute, and, if no substitute is provided, the unit member shall not be responsible for making up any synchronous/asynchronous work (e.g. zoom calls/google meet, live lessons). Members will be required to leave substitute plans consistent with his/her professional responsibility, as member health and safety conditions allow. Employees who have a pre-existing medical condition as identified by the CDC, the California Department of Health or the Sacramento County Public Health Officer which makes them particularly vulnerable to life-threatening symptoms related to COVID-19 may request an accommodation through the interactive process. Each employee who is able and available to work shall be granted an available assignment accommodation as identified and dependent on District need. Accommodations may include, but are not limited to: the provision of personal protective equipment (PPE), heightened social distancing protocols, remote working, alternative work assignments (modified duty), alternative remote assignment, temporary reassignments (e.g., transfer distance learning, Independent Study, Home and Hospitals) and/or the possible use of accrued sick leave in addition to that provided through FFCRA. If the unit member is unable to accept any available offered alternative assignments, the interactive process and Article 6: Leave of Absence Provisions of the CBA will be used to ensure all unit members will be granted any and all available leaves (permissive, FFCRA, FMLA), thus giving an opportunity other than unpaid leave or resig...
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Emergency Paid Sick Leave. (Families First Coronavirus Relief Act - FFCRA) - employees required to quarantine or experiencing symptoms of COVID19 and seeking a medical diagnosis may be eligible for up to two (2) weeks (10 days) of paid sick leave based upon regular weekly hours and hourly rate of pay not to exceed the maximum allowed by the FFCRA. i. Any leave extending beyond the FFCRA’s emergency paid sick leave may be covered by the employee’s accrued sick leave.
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Emergency Paid Sick Leave. For the 2022-2023, bargaining unit members shall be granted five (5) Emergency Paid Sick leave Days if subject to a local, state, or federal quarantine due to testing positive for COVID 19. These leave days are in addition to the fifteen (15) leave days granted to the bargaining unit member for the 2022-2023 school year.
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Emergency Paid Sick Leave. This provision of the Letter of Agreement modifies Article 29 (“Paid and Unpaid Absences”). The effective period of this provision is from March 23, 2020 through September 10, 2021.
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Emergency Paid Sick Leave. 44 i. Two (2) weeks (up to 80 hours) of paid sick leave at the employee’s regular rate 45 of pay (not to exceed $511/day) where the employee is unable to work because 46 the employee is quarantined (pursuant to Federal, State, or local government 47 order or advice of a healthcare provider), and/or experiencing COVID-19 48 symptoms and seeking a medical diagnosis; or 1 ii. Two (2) weeks (up to 80 hours) of paid sick leave at two-thirds (⅔) the 2 employee’s regular rate of pay (not to exceed $200/day) because the employee is 3 unable to work because of a bona fide need to care for an individual subject to 4 quarantine (pursuant to Federal, State, or local government order or advice of a 5 healthcare provider), or care for a child *under 18 years of age) whose school or 6 child care provider is closed or unavailable for reasons related to COVID-19, 7 and/or the employee is experiencing a substantially similar condition as 8 specified by the Secretary of Health and Human Services, in consultation with 9 the Secretaries of the Treasury and Labor.
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Emergency Paid Sick Leave. The University will comply with the provisions of Emergency Paid Sick Leave under the federal Families First Coronavirus Response Act.
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Emergency Paid Sick Leave. After thirty (30) days of employment, an employee unable to work (or telework) for reasons related to COVID-19, the employee is eligible for up to 2 week (80 hours or part-time employee’s two week equivalent) of emergency paid sick leave (“EPSL”) based on the employee’s regular rate of pay at: i. 100% pay up to a maximum of $511 per day and $5,110 total: if an employee a) is subject to a Federal, State or local quarantine or isolation order related to COVID-19; 2) has been advised by a health care advisor to self-quarantine due to concerns related to COVID-19; or
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Emergency Paid Sick Leave. (EPSL) under the federal Families First Coronavirus 47 Response Act (FFCRA), Employee may be required to provide verification from a 48 Health Care provider.
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Related to Emergency Paid Sick Leave

  • Paid Sick Leave For those jurisdictions that have passed or will pass legislation requiring Paid Sick Leave, Paid Sick Time will be billed back to Client at the straight-time bill rate for all hours taken by any Consultant assigned to Client. This section is not applicable until the effective date of such legislation has been reached.

  • Paid Bereavement Leave An employee who is absent from work due to the death of a member of his/her immediate family (spouse, sibling, child, parent, parent-in-law, grandparent, grandparent-in-law or domestic partner) may use up to three (3) days of paid bereavement leave each school year. The use of bereavement leave shall not count against the employee’s sick leave. If an employee requires additional time off for bereavement purposes beyond these three

  • Accumulated Sick Leave ‌ The Employer shall inform all employees at least once each year of the number of sick days accumulated and shall make the information available to an employee on request.

  • Deductions from Sick Leave A deduction shall be made from accumulated sick leave of all normal working days (exclusive of holidays) absent for sick leave.

  • Extended Sick Leave When sick leave extends for more than 25 consecutive working days, the appointing authority shall initiate the following procedure:

  • BEREAVEMENT/TANGIHANGA LEAVE 15.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 15.2 If bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 15.1 above. This provision will not apply if the employee is on leave without pay. 15.3 In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • 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. 2. An employee hired to or on exchange in the district shall accumulate and utilize sick leave credit according to the provisions of the Collective Agreement as it applies in that district.

  • Family Sick Leave An employee may use sick leave credits for family illness or injury only if the employee must provide direct care to an immediate family member. For purposes of family sick leave, “immediate family member” will mean the employee’s parent, spouse, or child, including step-child and xxxxxx child.

  • Abuse of Sick Leave Misuse of leave, violation of orders, directives, or contractual requirements concerning the use of sick leave and other forms of leave used in lieu of sick leave are cause for disciplinary action.

  • Catastrophic Leave The County will administer a Catastrophic Leave procedure designed to permit individual donations of annual leave, vacation, healthcare leave (8 hours maximum per fiscal year), compensatory and/or PIP leave time to an employee who is required to be on an extended unpaid leave due to a catastrophic medical condition or other serious circumstances.

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