Employee Leave for Victims of Abuse Sample Clauses

Employee Leave for Victims of Abuse. The employer must provide up to 15 working days of paid leave, without loss of leave to which the employee is otherwise entitled and without loss of credit for time or service, to allow the employee to seek or obtain aid for themselves or a family member as a victim of domestic violence, sexual assault, stalking or kidnapping, including but not limited to: medical attention, counseling, victim services or legal assistance; secure housing; obtain a protective order from a court; appear in court or before a grand jury; meet with a district attorney or other law enforcement official; or attend child custody proceedings or address other issues directly related to the abusive behavior against the employee or family member of the employee. All leaves granted under this Section shall be done in accordance with Chapter 149, Section 52E of the Massachusetts General Laws. Human Resources may require documentation as per Section IV.B. of “An Advisory from the Attorney General’s Fair Labor Division Concerning M.G.L C.149, s52E Employment Leave for Victims and Family Members of Abuse.”
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Employee Leave for Victims of Abuse. ‌ The employer must provide up to 15 working days of paid leave, without loss of leave to which the employee is otherwise entitled and without loss of credit for time or service, to allow the employee to seek or obtain aid for themselves or a family member as a victim of domestic violence, sexual assault, stalking or kidnapping, including but not limited to: medical attention, counseling, victim services or legal assistance; secure housing; obtain a protective order from a court; appear in court or before a grand jury; meet with a district attorney or other law enforcement official; or attend child custody proceedings or address other issues directly related to the abusive behavior against the employee or family member of the employee.‌‌
Sample 1
Employee Leave for Victims of Abuse. “The employer must provide up to fifteen (15) working days of paid leave, without loss of leave to which the employee is otherwise entitled and without loss of credit for time or service, to allow the employee to seek or obtain aid for themselves or a family member as a victim of domestic violence, sexual assault, stalking or kidnapping, including but not limited to: medical attention, counseling, victim services or legal assistance; secure housing; obtain a protective order from a court; appear in court or before a grand jury; meet with a district attorney or other law enforcement official; or attend child custody proceedings or address other issues directly related to the abusive behavior against the employee or family member of the employee. All leaves granted under this Section shall be done in accordance with Chapter 149, Section 52E of the Massachusetts General Laws. Human Resources may require documentation as provided in applicable regulation and guidance supplied by officials of the Commonwealth regarding implementation of this statute. New Section 17: Effective ninety (90) days after the contract is ratified when the campus closes due to inclement weather or other unanticipated or emergency reasons employees who do not report when the campus reopens shall be required to use accrued time for the hours between when the campus reopens and the end of their regular work shift. Essential employees who do not report shall report accrued time for their full work day. Employees taking previously scheduled accrued time off shall be charged for their full regular work shift.
Sample 1
Employee Leave for Victims of Abuse. The employer must provide up to fifteen (15) working days of paid leave without loss of leave to which the employee is otherwise entitled and without loss of credit for time or service, to allow the employee to seek or obtain aid for themselves or a family member as a victim of domestic violence, sexual assault, stalking or kidnapping, including but not limited to: medical attention, counseling, victim services or legal assistance; secure housing: obtain a protective order from a court; appear in court or before a grand jury; meet with a district attorney or other law enforcement official; or attend child custody proceedings or address other issues directly related to the abusive behavior against the employee or family member of the employee. All leaves granted under this Section shall be done in accordance with Chapter 149, Section 52E of the Massachusetts General Laws. Human Resources may require documentation as provided in applicable regulation and guidance supplied by officials of the Commonwealth regarding implementation of this statute.
Sample 1

Related to Employee Leave for Victims of Abuse

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • Educational Leave of Absence Leaves of absence may be granted up to six (6) months under the above provisions only if the course would be beneficial to both the University and the employee.

  • General Leave of Absence a) Leave of absence without pay may be granted to employees for valid reasons as set out by Company policy. b) An employee on general leave of absence shall not accumulate sick leave credits, or earn vacation but shall retain the seniority, sick leave credits, and vacation credits earned prior to commencing leave of absence. c) Employees do not have the option of continuing their benefit coverage during the leave. d) Employees on leave of absence shall be required to apply for any extension.

  • Personal Leave of Absence The Administrator may grant a request for leave of absence for personal reasons without pay provided that he receives at least one (1) month's clear notice, in writing, unless impossible, and provided that such leave may be arranged without undue inconvenience to the normal operations of the Nursing Home. Employees when applying for such leave shall indicate the proposed date of departure and return. Such leave shall not be unreasonably withheld.

  • Leave of Absence for Union Business ‌ Any elected or appointed officer of the Union shall, upon request and approval of the Employer, be granted a leave of absence without pay to attend to Union business, or the leave can be granted with pay if the Union agrees to pay the cost of the substitute.

  • Personal Leave With Pay Full-time employees who are eligible to accrue sick leave may use up to a maximum of six days personal leave with pay per year provided that such days shall be charged against the employee's currently accrued sick leave. This leave is non-cumulative.

  • Maternity Maternity leaves, not to exceed six (6) months, shall be granted at the request of the employee.

  • Religious Leave Religious leave shall be without pay unless the employee elects to use accumulated compensatory time off, vacation time, or floating holiday time. Denial of religious leave is appealable as provided elsewhere in this section.

  • Overtime Meals When employees are required to work more than two (2) hours beyond their regular work days, the Employer will provide hot meals at no cost to the employees, up to a maximum of sixteen dollars ($16.00) (receipts to be submitted) plus paid meal periods of one-half (1/2) hour at the prevailing rate and thereafter at four (4) hour intervals. Any early morning start before regular starting time is entitled to a paid meal. The breakfast limit is thirteen dollars ($13.00) (receipts to be submitted). Employees called out on overtime shall be paid for meals as above, after four (4) hours work.

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