Floating Leave Sample Clauses

Floating Leave. Each full-time permanent worker shall be granted up to a maximum of 40 hours of paid leave per year as a floating leave. Permanent part-time workers who work fewer than 40 hours per week are entitled to that proportion of floating leave hours granted full-time workers that is equal to the percent of a full-time contract. Eligibility for floating leave begins on the first of the calendar month following six complete months of employment. Floating leave may be used for planned absences for which other leaves (sick leave, personal necessity leave) are inappropriate, such as special family obligation (attending a family member's graduation or marriage ceremony) or celebrating a birthday or special occasion. The worker may, but is not required to, inform the supervisor of the purpose or nature of the request. Floating leave is not cumulative, will not accrue from year to year, and must be utilized during the college year (July 1 – June 30) or will be lost. Floating leave has no cash-value, and any unused floating leave hours shall not be converted to other leave credits upon separation from service. Floating leave must be scheduled in advance with the supervisor, and must have the approval of the supervisor as evidenced by the supervisor’s signature on the time sheet.
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Floating Leave. The employee shall receive eight (8) hours of floating leave per calendar year credited on the first pay date in January. Floating leave hours must be used within the year they are granted, or they will be cashed out to the Employee on the final paycheck of the calendar year or at the time of the Employee’s separation of employment, whichever comes first. Floating leave must be used, if at all, in 8-hour increments.
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Floating Leave. 200 201 Each full-time permanent worker shall be granted up to a maximum of 40 hours of 202 paid leave per year as a floating leave. Permanent part-time workers who work fewer 203 than 40 hours per week are entitled to that proportion of floating leave hours 204 granted full-time workers that is equal to the percent of a full-time contract. 205 Eligibility for floating leave begins on the first of the calendar month following six 206 complete months of employment. 207 208 Floating leave may be used for planned absences for which other leaves (sick leave, 209 personal necessity leave) are inappropriate, such as special family obligation 210 (attending a family member's graduation or marriage ceremony) or celebrating a 211 birthday or special occasion. The worker may, but is not required to, inform the 212 supervisor of the purpose or nature of the request. 213 214 Floating leave is not cumulative, will not accrue from year to year, and must be 215 utilized during the college year (July 1 – June 30) or will be lost. Floating leave has 216 no cash-value, and any unused floating leave hours shall not be converted to other 217 leave credits upon separation from service. Floating leave must be scheduled in 218 advance with the supervisor, and must have the approval of the supervisor as 219 evidenced by the supervisor's signature on the time sheet. 220 221 222 ARTICLE 10 223 LEAVES 224
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Floating Leave. At the beginning of the fiscal year, Unit II employees are pre- allocated leave as follows:
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Floating Leave. Currently the two (2) working days prior to New Year's Day are holidays for which regular earnings shall be paid. The Company retains the right to reschedule these days should it deem it necessary.
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Floating Leave. The addition of two days per year (officially, one per six months) of paid floating leave. Requests are to be made to the Program Director with as much notice as possible. Unused leave cannot be carried over or paid out.
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Related to Floating Leave

  • Voting Leave An employee whose hours of work preclude him/her from voting in a town, city, state, or national election shall upon application be granted a voting leave with pay, not to exceed two (2) hours, for the sole purpose of voting in the election.

  • CHILD BONDING LEAVE A prospective father, spouse, domestic partner or adoptive parent is entitled to child bonding leave of up to six (6) months. Child bonding leave must be taken within one (1) year of the qualifying event. Child bonding leave runs concurrent with FMLA/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. Such 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 workweek 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 to fathers, domestic partners or adoptive parents unless they are otherwise eligible to use it as provided in Administrative Code Chapter 3-20. Reinstatement subsequent to child bonding leave of absence shall be to the same classification from which leave was taken and the Department Head shall make his/her 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 Department Head has made his/her best effort herein, shall not be subject to the grievance procedure.

  • Special Leave (a) Where leave from work is required, an employee shall be entitled to special leave at their regular rate of pay for the following:

  • Holiday Leave Holiday leave provisions shall be as noted below:

  • Granting Leave a. An employee shall submit written notification to their immediate supervisor stating the anticipated duration of the leave at least two weeks in advance if circumstances permit, in accordance with the following:

  • Childrearing Leave In the event a teacher desires a leave longer than that provided by statute (FMLA or X.X x. 149 § 105 D), the below listed procedure shall be followed.

  • Child Rearing Leave 7.9.1 A permanent employee, who is the natural or adoptive parent of a child, shall be entitled to an unpaid leave of absence for the purpose of rearing his/her child for a specified period immediately after convalescence from maternity or immediately after completion of appropriate adoption papers. Such leave shall be for a maximum period of nine (9) months and shall be granted upon giving the District at least four (4) weeks notice prior to the anticipated date on which the leave is to commence.

  • Holiday During Leave Should an employee be on authorized paid leave when a holiday occurs, such holiday shall not be charged against such leave or vacation.

  • Special Leaves An employee who is on an approved FMLA leave or on a Voluntary Reduction in Hours as provided elsewhere in this Agreement maintains eligibility for an Employer Contribution.

  • Requesting Leave Eligible employees must (1) notify their supervisor following their department’s call-in policy or guidelines and (2) contact the American Red Cross Absence Management Service Center (the “Leaves Administrator”) at 0-000-000-0000 at least 30 days in advance of the start of the leave. If leave is not foreseeable, employees must provide as much notice as reasonably practicable under the circumstances. Requests for leave under this policy must be made to the Leaves Administrator within 15 days of the qualifying event, except for Parental Leave. Employees applying for leave under this policy are required to submit the documentation requested by the Leaves Administrator to support the request. Where leave under this policy also qualifies for FMLA leave or similar state paid leave programs, employees must submit the required FMLA or state leave documentation, which may also suffice to support this policy’s documentation requirement as determined by the Leaves Administrator. If the requested Paid Family Leave is not approved by the Leaves Administrator prior to requested start date of the leave, an employee can elect to use PTO while waiting for approval of the leave request beyond the one week waiting period. If the Paid Family Leave is approved, the Leaves Administrator will reinstate 80% of PTO hours taken beyond the waiting period with Paid Family Leave. If this results in an overpayment, the Red Cross will recover the overpayment following its standard recovery procedures through Payroll. Failure to provide documentation requested by the Leaves Administrator in support of the leave by the due date set by the Administrator will result in the request being denied.

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