Excess Leave Accrual Sample Clauses

Excess Leave Accrual. Where an employee has an excess accrual of annual leave (more than eight (8) weeks’ paid annual leave accrued or ten (10) weeks for shift workers), the Employer may direct the employee to take excess leave subject to the following: 1. The Employer must first genuinely try to reach an agreement with an employee to take excess annual leave; 2. Where no agreement can be reached, the Employer may direct the employee in writing to take one or more periods of paid annual leave subject to the following circumstances: i. The employee’s remaining accrued entitlement to paid annual leave after the requirement to take excessive leave must be more than six (6) weeks; ii. The taking of leave must not provide that the employee take a period of paid annual leave of less than one (1) week; iii. The taking of leave must not provide for the employee to take a period of paid annual leave beginning less than eight (8) weeks, or more than 12 months, after the direction/notice is given; and iv. Must not be inconsistent with any leave arrangement agreed by the Employer and employee. Notwithstanding the above, the Employer must not unreasonably refuse to agree to a request by the employee to take paid annual leave. Where agreement is not reached between the Employer and the employee, an employee who has an excessive leave accrual may require an Employer to grant paid annual leave on the basis that they have accrued such excess leave for more than a period of six (6) months and have satisfied the above conditions outlined in sub-clauses 1 and 2 above.
Sample 1Sample 2
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Excess Leave Accrual. BRI may direct an Employee to take accrued Annual Leave when the Employee has accrued Annual Leave in excess of 1/13 of the number of nominal hours worked over a 2 year period.
Sample 1
Excess Leave Accrual. (a) Unused annual leave carries forward from year to year; however, an Employee may not accumulate more than six (6) weeks annual leave, except where agreed in writing with the Employer. (b) The Employer may direct any Employee with leave in excess of six (6) weeks to take such leave, if agreement as to reducing the balance of leave cannot be reached.
Sample 1

Related to Excess Leave Accrual

  • Leave Accrual After the first 30 days of active military service in any one calendar year, employees shall not accrue City-paid vacation, holiday, or sick leave benefits or other forms of paid leave; provided, however, that any public employee on military leave for intermittent training periods shall continue to accrue the same vacation, sick, and holiday leave up to a maximum period of 180 cumulative days per calendar year as if the employee had not been on military leave.

  • Vacation Leave Accrual ‌ After a full-time employee has been in pay status for eighty (80) non-overtime hours in a calendar month, the employee will accrue vacation leave according to the rate schedule below. Vacation leave accrual for part-time employees will be proportionate to the number of hours the part-time employee is in pay status during the month to that required for full-time employment.

  • Sick Leave Accrual All eligible employees shall accrue sick leave at the rate of four (4) hours per pay period of continuous employment beginning with their date of eligibility. Eligible employees being paid for less than a full eighty (80) hour pay period shall have sick leave accruals pro-rated in accord with the schedule set forth in Appendix D.

  • Vacation Leave Accrual Rate Schedule Full Years of Service Hours Per Year

  • Vacation Accrual Rates Laid off employees who are re-employed shall have the vacation accrual rate they held immediately prior to layoff restored.

  • Maximum Accrual Vacation credit may be accumulated to a maximum that can be earned in four (4) years. Further accumulation will not continue when the maximum is reached. When an employee’s vacation reaches the maximum level, and if the employee has been denied vacation during the twelve (12) months, the employee will be paid for the time denied but no more than eighty (80) hours in a pay period. 80 hours 320 hours 120 hours 480 hours 160 hours 640 hours 180 hours 720 hours 200 hours 800 hours 240 hours 960 hours

  • Sick Leave Accumulation (a) An employee is eligible to accumulate sick leave with full pay at the rate of 16 working hours for each 173 1/3 hours of service. (b) The maximum number of days of sick leave which may be awarded to an employee during any consecutive twenty (20) year period of service shall not exceed 3840 hours.

  • Vacation Accrual Regular employees shall accrue hours of vacation with pay for each hour of compensation to a maximum of eighty (80) hours per biweekly work period according to the following schedule, commencing with the employee's hire date of his latest period of County employment.

  • Parental Leave Allowance ‌ (a) An employee who qualifies for parental leave pursuant to Article 35.03, shall be paid a parental leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer proof of application and eligibility to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for parental leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan and subject to leave apportionment pursuant to Article 35.03(b), the parental leave allowance will consist of a maximum of ten (10) weekly payments, equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee, and seventy-five (75) percent of the employee’s basic pay.

  • Maternity Leave Allowance ‌ (a) An employee who qualifies for maternity leave pursuant to Clause 21.1, shall be paid a maternity leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer, proof that she has applied for and is eligible to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for maternity leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan, the maternity leave allowance will consist of 15 weekly payments equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee and 85% of the employee's basic pay.

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