Employment Leave for Victims of Domestic Violence Sample Clauses

Employment Leave for Victims of Domestic Violence. The Employer agrees to recognize that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. For that reason, the Employer and the Union agree once there is verification confirmed by a written note by a recognized professional (i.e. doctor, lawyer, registered counselor, intake worker from a women’s shelter or other crisis service etc.), an employee who is in an abusive or violent situation will not be subject to discipline if the absence or performance can be linked to the abusive or violent situation. Time necessary to facilitate a leave for victims of domestic violence shall be as per the Manitoba Employment Standards Code.
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Employment Leave for Victims of Domestic Violence. 1) Definition (a) An intentional, reckless or threatened act or omission that causes bodily harm or property damage; (b) An intentional, reckless or threatened act or omission that causes a reasonable fear of bodily harm or property damage; (c) Conduct that reasonably, in all the circumstances, constitutes psychological or emotional abuse; (d) Forced confinement; (e) Sexual abuse Domestic violence occurs when a person is subjected to an act or omission mentioned in above by another person who: (a) Is cohabitating or has cohabitated with him or her in a spousal, conjugal or intimate relationship; (b) Has or had a family relationship with him or her, in which they have lived together; (c) Has or had a family relationship with him or her, in which they have not lived together; (d) Has or had a dating relationship with him or her, whether or not they have ever lived together; or (e) Is the other biological or adoptive parent of his or her child, regardless of their marital status or whether they have ever lived together.
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Employment Leave for Victims of Domestic Violence. 1) Definition The following acts and omissions constitute domestic violence: (a) An intentional, reckless or threatened act or omission that causes bodily harm or property damage; (b) An intentional, reckless or threatened act or omission that causes a reasonable fear of bodily harm or property damage; (c) Conduct that reasonably, in all the circumstances, constitutes psychological or emotional abuse; (d) Forced confinement; (e) Sexual abuse Domestic violence occurs when a person is subjected to an act or omission mentioned in above by another person who: (a) Is cohabitating or has cohabitated with him or her in a spousal, conjugal or intimate relationship; (b) Has or had a family relationship with him or her, in which they have lived together; (c) Has or had a family relationship with him or her, in which they have not lived together; (d) Has or had a dating relationship with him or her, whether or not they have ever lived together; or (e) Is the other biological or adoptive parent of his or her child, regardless of their marital status or whether they have ever lived together. 2) Employee entitled to domestic violence leave An employee who is a victim of domestic violence and has been employed for at least ninety (90) days is entitled to both the following periods of domestic violence leave in each fifty-two ( 52)-week period: (a) Leave of up to ten (10) days, which the employee may choose to take intermittently or in one continuous period; (b) Leave of up to seventeen (17) weeks to be taken in one continuous period. 3) Purposes for which domestic violence leave may be taken An employee may take a domestic violence leave only for one or more of the following purposes: (a) To seek medical attention for the employee or the employee's child in respect of a physical or psychological injury or disability caused by the domestic violence; (b) To obtain services from a victim services organization; (c) To obtain psychological or other professional counselling; (d) To relocate temporarily or permanently; (e) To seek legal or law enforcement assistance, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic violence; (f) Any other purpose that is prescribed in The Employment Standards Code.
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Related to Employment Leave for Victims of Domestic Violence

  • Family and Domestic Violence Leave 46.1 For the purposes of this clause, “family and domestic violence” and “family member” are defined in the Award.

  • Domestic Violence Leave Domestic or Sexual Violence Leave will be granted in accordance with the

  • 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.

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • 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.

  • Domestic Violence The Company agrees to recognize that employees 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, registered counsellor), an employee who is in an abusive or violent situation will not be subjected to discipline if the absence can be linked to the abusive or violent situation. Absences which are not covered by sick leave or disability insurance will be granted as absent with permission without pay.

  • Family Medical Leave Act The Board shall pay its share of the premiums for up to a total of twelve (12) weeks per year during an approved, qualifying leave in accordance with the Family Medical Leave Act.

  • Industrial Relations Training Leave Union Delegate/Employee Representative shall have access to industrial relations training in accordance with Appendix E hereof.

  • EQUAL OPPORTUNITY IN EMPLOYMENT The parties to this Agreement agree that during the performance of the services under this Agreement they will not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin. The parties to this Agreement will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex, or national origin. Such action shall include, but not be limited to the following: employment, upgrading, demotion, or transfer; termination; rates of pay or other forms of compensation, and selection for training, including apprenticeship.

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

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