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FLEXI LEAVE Sample Clauses

FLEXI LEAVE. (i) All staff are entitled to take up to two (2) flex days in any settlement period. (ii) These days may be taken consecutively. (iii) The two flexi leave days may be taken as either two (2) full days or four (4) half days or combinations thereof. (iv) Flex leave can only be taken subject to Departmental convenience and the prior approval of an employees’ supervisor is necessary in every case. (v) Supervisors must ensure that service to the public is not impaired and that work output is maintained.
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FLEXI LEAVE. 9.1 Flexi-leave is not a fundamental objective of the Scheme but a means of dealing with a generally unavoidable build up of significant time credits. Employees should therefore aim to manage their time, particularly in relation to the accumulation of time credits, in a way which recognises that there is no absolute right to flexi-leave. 9.2 Heads of Department may, subject to the exigencies of the service, authorise flexi leave during core times up to a maximum of one and a half days or three half days in any accounting period. 9.3 Such flexi-leave may only be granted where employees have sufficient time credit to cover the proposed absence without creating a time debit balance at the end of that working day. 9.4 Employees wishing to apply for flexi-leave will require to comply with departmental procedures for the authorising and recording of flexi-leave. 9.5 A time credit will not be granted for periods of flexi-leave.
FLEXI LEAVE. Hours in excess of 152 hours per flexi period may be taken as flexi leave in subsequent periods subject to the correct accrual of flexi credit. Time off on flexi leave is shown as nil hours on the flexitime recording sheet. Generally one full or two half days flexi leave may be taken during a flexi period. This may be varied in accordance with provisions specified under the heading "Accrual of flexi credit".
FLEXI LEAVE. 29.1 If you are a permanent employee you shall be entitled to 1 day paid flexi leave each month. 29.2 Flexi leave shall be taken at a time established by GEO, in accordance with a roster, and shall not cumulate. 29.3 You may have the option to swap your flexi leave day with another eligible employee, by agreement, providing that this does not impact on the operational requirements of the Centre. Prior approval must be granted by GEO in these circumstances. 29.4 In accordance with the provisions of clause 29 you may elect, with the consent of GEO, to take a flexi day off at any time. 29.5 You may elect, with the consent of GEO, to take a flexi day off in part days amounts. 29.6 Where GEO and you agree, a flexi day may be accumulated which occur as a result of you working in accordance with the provisions of this clause. This accumulated day may be taken at any time mutually agreed. 29.7 You may elect, with the consent of GEO, to accrue some or all rostered days off for the purpose of creating a bank to be drawn upon at time mutually agreed or subject to reasonable notice. 29.8 If you are a part time employee, you will receive the benefits of this clause on a pro rata basis, based on the average weekly number of ordinary hours (excluding overtime) worked over the preceding 12 months. 29.9 This clause (Clause 29) shall cease to operate on and from the first full pay period to commence on or after 1st April 2008.
FLEXI LEAVE. 26.1 If you are a permanent employee you shall be entitled to 1 day paid flexi leave each month. 26.2 Flexi leave shall be taken at a time established by XXX, in accordance with a roster, and shall not cumulate. 26.3 An employee may have the option to swap their flexi leave day with another eligible employee, by agreement, providing that this does not impact on the operational requirements of the Centre. Prior approval must be granted by GEO in these circumstances. 26.4 If you are a part time employee, you will receive the benefits of this clause on a pro rata basis, based on the average weekly number of ordinary hours (excluding overtime) worked over the preceding 12 months.

Related to FLEXI LEAVE

  • FMLA Leave The Board agrees to comply with the Family and Medical Leave Act and agrees that any policy adopted to implement the FMLA shall in no way reduce or adversely impact any other provision of this Agreement.

  • Xxxx Leave For laid off employees, sick leave accruals shall remain on the books and be reinstated if such employees are reappointed. Whenever a person becomes ineligible for reemployment and such person has not been re-employed, then, if at the point of layoff such person was eligible to receive a sick leave accrual payoff, such person shall be paid for existing sick leave accruals in accordance with Section 1408 of this Agreement.

  • Xxxxx’s leave 22.2.1 In normal circumstances an employee is not entitled to take carer's leave where another person has taken simultaneous leave to care for the same person. 22.2.2 The employee must, if required by the Employer, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another. 22.2.3 The employee must where practicable, give the Employer notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the employee, the reason for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee must notify the Employer by telephone of such absence at the first opportunity on the day of the absence. 22.2.4 The same considerations in quantum of carer’s leave applicable to part time Employees may be extended to eligible casuals but on an unpaid basis

  • Health Leave Any regular employee of the District may, at the discretion of the Board, be granted a leave of absence without pay for reasons of health, such leave to be specified for a period of not more than one year. Such leave may be extended in case of serious health conditions.

  • Carer’s Leave An employee may use up to 10 days accrued sick days as carers leave to tend to the care for members of the employee’s immediate household. The leave will be subject to the employee providing reasonable proof of the need for the use of xxxxx’s leave. In circumstances where the employee has exhausted all of the paid leave, a further 2 days unpaid leave may be taken.

  • Maternity Leave 16.01 Upon written request on the appropriate form by a pregnant Employee, the University shall grant maternity leave consistent in timing and duration with the Employment Standards Act of New Brunswick. The application is to be made no later than two (2) weeks prior to the date that she intends to begin her leave and should specify the duration of the leave. A medical certificate specifying the expected date of delivery is to be attached to the application. 16.02 A pregnant employee may wish to continue working up to the expected date of delivery and may do so, if in the opinion of her physician she is able to fulfill her normal job responsibilities. No pregnant employee will be allowed to work in an area that may be hazardous to her health or to that of her child. The employee may be transferred by the Employer if appropriate alternate employment is available. 16.03 An early return to work, following delivery, will require a medical certificate indicating that the employee is medically fit for work. 16.04 Following the period of maternity leave, the employee will normally return to her former position. If this is not possible, she will be placed in an equivalent level of position. 16.05 A period of maternity leave may be extended by applying for an unpaid leave of absence under Article 18, Parental leave under Article 16A or by taking vacation time, if approved by the Employer. Such a request will not be unreasonably refused. 16.06 Upon completion of the initial probationary period of continuous employment, a female employee who provides the Employer with proof that she has applied for and is eligible to receive Employment Insurance benefits, shall be paid a maternity leave allowance in accordance with a plan registered with the Canada Employment Insurance Commission as a Supplementary Unemployment Benefit Plan (S.U.B.). 16.07 Under the provisions of the S.U.B. plan, the Employee's salary will be maintained at 95% of her regular weekly earnings for a maximum of 17 weeks of maternity leave. This plan allows the Employer to make up the difference between the C.E.I.C. maternity leave benefits up to 95% of the Employee's regular weekly earnings. The Employee is required to apply for the C.E.I.C. maternity leave benefit and must be eligible for the benefit for this plan to apply (as specified in the appropriate sections of the Employment Insurance Regulations). Contributions to the pension and benefit plans shall continue on the part of the Employee and the University on the basis of 100% of salary. 16.08 Employees have no vested right to payments under the plan except to payments during a period of unemployment specified in the plan (57 (13(h) of the E.I. Regulations). 16.09 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. 16.10 Employees must apply for and must be in receipt of employment insurance benefits to receive payments under the plan.

  • Casual Leave Employees may be granted casual leave with pay to a maximum of two (2) hours for the following purposes:

  • Study Leave Credits for study leave will be given for educational commitments falling due between an employee's nominated starting and finishing times.

  • Donor Leave An employee shall be granted the necessary leave of absence with pay for the purpose of donating bone marrow or an organ.

  • Sabbatical Leaves A. A sabbatical leave, without pay, for one year may be granted to a teacher, and/or 10 and/or 12 month support employee by the Board for full time credit graduate study/degree program in their appropriate field subject to Board approval and the following conditions: 1. Not more than four employees in the system may be granted sabbatical leaves at any one time. 2. Request for sabbatical leave must be received by the superintendent, in writing, no later than January 31st of the school year preceding the school year for which the leave is being requested. 3. The employee has completed at least seven (7) full school years of service in the Xxxxxxxx Township school district. No year shall be credited in which the employee has worked or been on paid leave less than ninety-three (93) days. If more than four requests (two for pay and two without pay) for such leave are submitted, the board will determine those eligible for such leave by the program the employee plans to take. If all candidates are in an approved program, then seniority shall determine the eligibility. The decision of the board shall not be arbitrable. 4. Two of the four sabbatical leaves sited in A.1 above may be with 1/2 pay if the employee is taking a full time Board approved graduate program/degree program in their appropriate field during the day or if they are fulfilling an on-campus requirement of an advanced program. Documentation of this requirement must be furnished with the request stated in A.2 above. B. All sabbatical leaves must be approved by the Board and the Board shall take action on same no later than March 31st of the school year preceding the school year for which the sabbatical leave is requested. The employee shall continue to receive paid health benefits during the sabbatical leave. C. Upon return from a sabbatical leave, which was granted for full time graduate/degree program, the employee shall be placed on the proper step of the salary guide at the level which he/she would have achieved had he/she remained actively employed in the school system during the period of his/her absence, and, in addition, shall receive proper credit for any advanced degree earned.

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