Family Obligation Leave Sample Clauses

Family Obligation Leave a) An Employee may be absent up to ten (10) days per year for the following reasons: 1. To fulfill obligations related to the care, health or education of their child or the child of their spouse; 2. Due to the state of health of a relative or a person for whom the Employee acts as a natural caregiver, as must be certified by a professional working in the health and social services sector; 3. For organ or tissue donation; 4. Following an accident, domestic violence, sexual violence or a crime. From these ten (10) days, two (2) days will be paid at 1/20 of the earnings of the Employee during the four-week period prior to the day(s) of absence excluding any overtime payment. The following eight (8) days are without pay. The Employee must have three (3) months of continuous service to be entitled to such paid leave. These days may also be divided in half with the authorization of the Employee’s Principal Investigator or Immediate Supervisor. The Employee must notify their Principal Investigator or Immediate Supervisor as soon as possible and take all reasonable means to limit the taking and duration of these leaves. With the exception of the first two (2) days of absence, the Employee can, if the Principal Investigator or Immediate Supervisor agrees to it, work compensatory hours, in which case the subsequent days of absence are without loss of pay. 32.01 In cases not provided for in the Collective Agreement, the Principal Investigator or Immediate Supervisor may grant an Employee who has been appointed for an indeterminate term as per clause 17.05 a leave without pay of up to twelve (12) months. A period equivalent to two (2) times the duration of the last leave without pay must pass before the Employee can benefit from a new leave without pay. 32.02 A written request for a leave without pay must be forwarded to the Principal Investigator or Immediate Supervisor with a copy to Human Resources (Pensions and Benefits) three
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Family Obligation Leave. A member of the bargaining unit may be granted a leave of absence with pay or without pay by the Public Works Director, with the written approval of the Director of Human Resources and the City Manager, for the purpose of attending family obligations in his/ her “immediate family” [ as defined in Section 1 of this Article] when applied for in writing, stating the purpose or reason for such leave on a form provided by the Personnel Director.
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Family Obligation Leave a) Relative means, in addition to the employee’s spouse, the child, father, mother, brother, sister and grandparents of the employee or the employee’s spouse as well as those persons’ spouses, their children and their children’s spouses. The following are also considered to be an employee’s relative: - a person having acted, or acting, as a xxxxxx family for the employee or the employee’s spouse;
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Family Obligation Leave. 28.01 An employee may be absent from work for 10 days per year to fulfill obligations related to the care, health or education of his child or the child of his spouse due to the state of health of a relative or a person for whom the person acts as a natural caregiver, as must be certified by a professional working in the health and social services sector. These leaves may be divided into days. A day may also be split if the Employer consents. The employer may ask the employee, if the circumstances justify it, particularly with regard to the duration of the absence or the repetitive nature of the absence, to provide him with a document certifying these reasons. The employee must notify the Employer of his / her absence as soon as possible and the reason for it and take the reasonable means at his / her disposal to limit the time taken and the duration of the leave. An employee having accumulated three (3) months of continuous service is entitled to payment for the first two (2) days of leave taken out of the ten (10) days entitled per year. There is a total of two (2) days of paid leave per year to take care of a loved one or a person for whom he or she acts as a natural caregiver in the event of illness or following an organ or tissue donation, an accident, an act of family violence or sexual violence, or a crime. 28.02 An employee may be absent from work for a period of not more than 16 weeks over a 12- month period when his presence is required from a parent or a person for whom the employee acts as a caregiver, such as certified by a professional working in the health and social services sector governed by the Professional Code, because of a serious illness or a serious accident. In the case where this parent or person is a minor child, this period of absence is not more than 36 weeks in a 12-month period. 28.03 An employee may be absent from work for a period of not more than 27 weeks over a 12- month period when his presence will be required from a parent, other than his minor child, or from a person for whom the employee acts as a caregiver, as certified by a professional working in the health and social services sector governed by the Professional Code, because of a serious, potentially fatal illness, certified by a medical certificate, the employee is entitled to an extension of his absence, which ends no later than one hundred and four (104) weeks after the start of it if this person is the employee's minor child.
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Family Obligation Leave a) An employee may be absent from work, without pay, during ten (10) days per year to fulfill obligations related to the care, health or education of her/his child or the child of her/his spouse, or due to the state of health of her/his spouse, father, mother, brother, sister or one of her/his grandparents. From these ten (10) days, one (1) is taken without loss of pay, and the others are without pay. These leaves may be divided into days. Days may also be divided with the authorization of the employee’s immediate supervisor. The employee must notify her/his immediate supervisor as soon as possible and take all reasonable means to limit the taking and duration of these leaves. With the exception of the first day of leave, the employee can, after agreement with her/his immediate supervisor, work compensatory hours, in which case the subsequent leaves are without loss of pay. b) An employee may be absent from work, without pay, or go on part-time leave without pay for a maximum period of fifty-two (52) weeks if her/his minor child suffers from social or emotional development problems, is handicapped or suffers from a long-term illness or if the employee must stay with her/his child, spouse, the child of her/his spouse, one of her/his parents, her/his brother, sister or one of her/his grandparents following a serious illness or a serious accident, and who’s state of health requires the presence of said employee. c) An employee can also avail her/himself of the other leaves for family obligations provided for in the Act respecting labour standards. d) During leaves provided for in the present article, the employee accumulates her/his seniority in accordance with paragraph 9.03 a). e) In the case of a leave of more than one (1) month, the employee is entitled to the following benefits, provided that she/he would normally be entitled to them if she/he were to have remained at work and that she/he disburses her/his portion of the premium or contribution: - Life insurance - Supplementary life insurance - Health insurance - Dental Plan - Vision Plan - Pension Plan
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Family Obligation Leave a. The City will comply with the federal Family and Medical Leave Act (“FMLA”) and any regulations for qualifying family and/or medical leave issues. However, employees shall continue to be required to use accrued sick leave for family leave. b. A member of the bargaining unit may be granted family obligation leave, hereinafter referred to as “leave”, up to a maximum of three (3) days for his/her own wedding. An employee may be granted a leave of absence of up to a maximum of one (1) day for the wedding of an immediate family member (as defined in Section 1 of this Article). Leave granted to an employee for his/her wedding, or for the wedding of an immediate family member, shall be taken on the actual wedding date or the day(s) immediately prior to said wedding date. c. A leave of absence of one (1) day may be granted to an employee for the day of his/her college graduation ceremony, or the high school or college graduation ceremony of his/her spouse, child or step-child.
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Related to Family Obligation Leave

  • Family Leave 1. An Appointing Authority shall grant to a full time or part time employee who has completed her/his probationary period, or if there is no such probationary period, has been employed for at least three consecutive months, an unpaid leave of absence for up to twenty-six (26) weeks in conjunction with the birth, adoption or placement of a child as long as the leave concludes within twelve (12) months following the birth or placement. The ability to take leave ceases when a xxxxxx placement ceases unless the need for additional leave is directly connected to previous placement. 2. New employees who have completed six full months of employment but remain within their probationary period may request the appointing authority to waive their remaining wait time for FMLA. Such request shall include submission of satisfactory medical evidence that demonstrates either a.) an existing catastrophic illness; or b.) a problematic pregnancy that prevents the employee from being able to perform the functions of her position. Any leave granted under this waiver will be charged against the employee’s FMLA leave as described in this section. The remaining rights and obligations under Section 8 shall apply. 3. At least thirty (30) days in advance, the employee shall submit to the Appointing Authority a written notice of his/her intent to take such leave and the dates and expected duration of such leave. If thirty (30) days notice is not possible, the employee shall give notice as soon as practicable. The employee shall provide upon request by the Appointing Authority proof of the birth or placement or adoption of a child. 4. If an employee has accrued sick leave, personal leave, compensatory leave, or vacation credits at the commencement of her/his family leave, the employee may use such leave credits for which he/she may be eligible under the sick leave, personal leave or vacation provisions of this Agreement. The Appointing Authority may, in his/her discretion, assign an employee to backfill for an employee who is on family leave. Such assignment may not be subject to the grievance procedure. 5. At the expiration of the family leave, the employee shall be returned to the same or equivalent position with the same status, pay and length of service credit as of the date of her/his leave. If during the period of the leave, employees in an equivalent position have been laid-off through no fault of their own, the employee will be extended the same rights or benefits, if any, extended to employees of equal length of service in the equivalent position in the department. 6. Employees taking an unpaid leave of absence under this provision will accrue sick and vacation leave benefits only for the first eight (8) weeks of such unpaid leave. Notwithstanding any other provision of the Agreement to the contrary, the family leave granted under this Article shall not affect the employee's right to receive any contractual benefits for which he/she was eligible at the time of his/her leave. 7. During the time an employee is on family leave, the employee shall be entitled to group health insurance coverage benefits on the same terms and conditions in effect at the time the leave began, provided the employee continues to pay the required employee share of premium while on leave. If the employee fails to return from leave, the Commonwealth may recover, as provided under FMLA, the cost it incurred in maintaining insurance coverage under its group health plan for the duration of the employee's leave. 8. During family leave taken in conjunction with the birth, adoption, or placement of a child, an employee shall receive his/her salary for ten (10) days of said leave at a time requested by the employee. The ten (10) days of paid family leave granted under this Section may be used on an intermittent basis over the twelve

  • Military Family Leave Employees may use vacation leave for leave as required by the Military Family Leave Act, RCW 49.77 and in accordance with Article 19.13.

  • 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.

  • 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.

  • Parental Leave (a) A nurse who becomes a parent of a child is eligible to take a parental leave in accordance with the provisions of the Employment Standards Act, except where amended in this provision. (b) A nurse who has taken a pregnancy leave under Article 11.07 is eligible to be granted a parental leave of up to thirty-five (35) weeks' duration, in accordance with the Employment Standards Act. A nurse who is eligible for a parental leave who is the natural father or is an adoptive parent may extend the parental leave for a period of up to twelve (12) months’ duration, consideration being given to any requirements of adoption authorities. In cases of adoption, the nurse shall advise the hospital as far in advance as possible with respect to a prospective adoption and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the nurse finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. (c) The nurse shall be reinstated to her or his former position, unless that position has been discontinued, in which case the nurse shall be given a comparable job. (d) Nurses newly hired to replace nurses who are on approved parental leave may be released and such release shall not be the subject of a grievance or arbitration. If retained by the Hospital, in a permanent position, the nurse shall be credited with seniority from date of hire subject to successfully completing her or his probationary period. The nurse shall be credited with xxxxx worked (hours worked for nurses whose regular hours of work are other than the standard work day) towards the probationary period provided in Article 10.01 (a) to a maximum of 30 tours (225 hours for nurses whose regular hours of work are other than the standard work day). The Hospital will outline to nurses hired to fill such temporary vacancies, the circumstances giving rise to the vacancy and the special conditions relating to such employment. (e) On confirmation by the Employment Insurance Commission of the appropriateness of the Hospital's Supplemental Unemployment Benefit (SUB) Plan, a nurse who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 20 of the Employment Insurance Act shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between eighty-four (84%) percent of the nurse's regular weekly earnings and the sum of her or his weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she or he is in receipt of Employment Insurance parental benefits and shall continue while the nurse is in receipt of such benefits for a maximum period of ten (10) weeks. The nurse's regular weekly earnings shall be determined by multiplying her or his regular hourly rate on her or his last day worked prior to the commencement of the leave times her or his normal weekly hours. The normal weekly hours for a part-time employee shall be calculated by using the same time period used for calculation of the Employment Insurance benefit (currently 26 weeks). The employee does not have any vested right except to receive payments for the covered employment period. The plan provides that payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan.

  • Family Illness Leave An employee will be granted leave of absence for up to five (5) days per year without loss of pay or benefits for family illness. Additional family illness leave may be granted by the employer.

  • Child Bonding Leave A prospective father, spouse, domestic partner or adoptive parent is entitled to child bonding leave of up to six (6) months, within one year of the qualifying event. Child bonding leave runs concurrently with FMLA and CFRA. The scheduling of child bonding leave (either on FMLA or CFRA) on an intermittent basis and/or requests for a reduced work schedule are subject to mutual agreement by the employee and the Agency/Department Head as allowed by law. An employee may elect to take accrued vacation or compensating time off during the period of child bonding leave, except that in the case of an employee who is regularly scheduled to work less than the normal full-time work week for the classification, paid leave shall be granted only for those days, or fractions thereof, on which such an employee would have worked but for child bonding leave. The use of sick leave during child bonding leave shall not be permitted unless the employee is otherwise eligible to use it as provided in Section 11. Reinstatement subsequent to child bonding leave of absence shall be to the same classification from which leave was taken and the Agency/Department Head shall make its best effort to return such employee to the same geographical location, shift, and where there is specialization within a classification, to the same specialization. Questions as to whether or not the Agency/Department Head has made its best effort herein, shall not be subject to the grievance procedure.

  • Blood Donation Leave Leave shall be granted to employees to donate blood at an onsite and Appointing Authority endorsed program.

  • Union Leave Leave of absence for Union business shall be given without pay up to a maximum of (as per the local provisions under L19) days per calendar year provided such leave does not interfere with the continuance of efficient operation of the Hospital. Such leave shall be subject to the following conditions: (a) not more than (as per the local provisions under L19) employees of the Hospital are absent on any such leave at the same time, and not more than (as per the local provisions under L19) employee from a department; (b) a request must be made in writing at least twenty-one days prior to the commencement of the function for which leave is requested, unless it is not reasonably possible to give such notice; (c) such request shall state the general nature of the function to be attended; (d) employees on a Union Leave which is approved by the Hospital in accordance with the above conditions shall be paid for such leave by the Hospital. The Hospital shall then forward a statement of such wages paid to the employee affected to the union for reimbursement of the amount stated; (e) an employee who is elected or appointed to office with the CAW, shall upon application by the Union in writing, be granted a leave of absence without loss of seniority and benefits for up to three (3) years. An extension shall be granted upon written application by the employee to the administration of the Hospital. During such leaves of absence, salary and benefits shall be kept whole by the Hospital and the Union agrees to reimburse the Hospital for such salary and the Hospital's contribution to said benefits. The employee agrees to notify the Hospital of the employee's intention to return to work within two (2) weeks following the termination of office for which the leave was granted. The union agrees to notify the Hospital five (5) months in advance of the Local Union election. The union further agrees that the requirement to meet under Article 14 will be waived. At the end of such leave, any employee hired or placed as a substitute for the employee on such absence, may be terminated or laid off by the Hospital as required, or may be transferred to the employee's previous position if the substitution was a transfer. An employee on leave of absence under this provision shall continue to accumulate all rights and privileges under this Agreement. It is understood that the intent of this article is that it shall normally apply to only one employee at a time per circumstance as noted above, and that the Union shall provide adequate notice prior to an employee commencing Union Leave of Absence. Further applications may be granted consistent with the Hospital’s staffing requirements. In addition, it is understood that any employee so elected or appointed is required to maintain their competence in the event that they are to return to the workplace.

  • Family Medical Leave (a) An employee is entitled to family medical leave in accordance with the provisions of the Employment Standards Act. (b) An employee who is on Family Medical Leave shall continue to accumulate seniority and service and the Home will continue to pay its share of the premiums of the subsidized employee benefits, including pension (if permitted by the Plan and matched by the employee) in which the employee is participating during the leave. (c) Subject to any changes in an employee’s status which would have occurred had he or she not been on Family Medical Leave, the employee shall be reinstated to her former position.

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