FUNERAL/COMPASSIONATE LEAVE Sample Clauses

FUNERAL/COMPASSIONATE LEAVE. 21.1 Funeral/Compassionate Leave grants employees paid time off to attend the funeral and for travel and bereavement time, upon the death of an employee’s immediate family member or close relatives. 21.2 For the purpose of this article close relative includes Mother, Father, Brother, Sister, Spouse, Parents of Spouse, Children, Grandparents, Grandchildren, adopted, xxxxxx or legal wards and members of the employee’s household. 21.3 Employees requesting Funeral/Compassionate Leave should seek approval from the appropriate Head of Department/Permanent Secretary. (i) Three (3) working days leave with pay shall be granted to an employee on the death of a close relative to attend or to make arrangements for the funeral locally. (ii) Where an employee has to attend a funeral of a close relative overseas he/she may be granted up to seven (7) working days of paid leave. 21.4 Employees may be granted time off to attend the funeral of a relative/ friend other than a close relative.
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FUNERAL/COMPASSIONATE LEAVE. Funeral/Compassionate Leave grants employees paid time off to attend the funeral and for travel and bereavement time, upon the death of an employee’s immediate family or close relatives.
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FUNERAL/COMPASSIONATE LEAVE. Article 15 Article 16 Article 17 Article 18
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FUNERAL/COMPASSIONATE LEAVE. In the event of a death in the immediate family, the City shall grant time off with pay to make arrangements and to attend services. Employees may use up to five (5) working days for bereavement purposes. Such leave shall not be charged against accrued leave. In the event that additional time off is required, accrued sick leave hours may be used with the department director’s approval. Non- consecutive bereavement leave must have prior approval from the department director.
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FUNERAL/COMPASSIONATE LEAVE. (i) Funeral/Compassionate Leave grants employees paid time off to attend the funeral and for travel and bereavement time, upon the death of an employee’s immediate family member or close relatives. (ii) For the purpose of this article close relative includes Mother, Father, Brother, Sister, Spouse, Parents of Spouse, Children, Grandparents, Grandchildren, adopted, xxxxxx or legal wards and members of the employee’s household. (iii) Employees requesting Funeral/Compassionate Leave should seek approval from the appropriate Head of Department/Permanent Secretary.
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FUNERAL/COMPASSIONATE LEAVE. 1. Funeral/compassionate leave grants employees paid time off to attend the funeral and for travel and bereavement time, upon the death of an employee’s immediate family member or close relative. 2. For the purpose of this article close relative includes mother, father, brother, sister, spouse, parents of spouse, children, grandparents, grandchildren, adopted, xxxxxx or legal wards and members of the employee’s household. 3. Employees requesting funeral/compassionate leave should seek approval from the appropriate Head of Department/Principal. i. Three (3) working days leave with pay shall be granted to an employee on the death of a close relative to attend or to make arrangements for the funeral locally. ii. Where an employee has to attend a funeral of a close relative overseas he/she may be granted up to seven (7) working days of paid leave. 4. Employees may be granted time off to attend the funeral of a relative/friend other than a close relative.
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FUNERAL/COMPASSIONATE LEAVE. 15.1 Funeral/Compassionate Leave grants employees paid time off to attend the funeral and for travel and bereavement time, upon the death of an employee’s immediate family member or close relatives. 15.2 For the purpose of this article close relative includes Mother, Father, Brother, Sister, Spouse, Children, Grandparents, Grandchildren, adopted, xxxxxx or legal wards and members of the employee’s household. 15.3 Employees requesting Funeral/Compassionate Leave should seek approval from the appropriate Head of Department/Permanent Secretary. 15.4 (i) Three (3) working days leave of absence with pay shall be granted to an Employee on the death of a close relative to attend or to make arrangements for the funeral locally.
Sample 1
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FUNERAL/COMPASSIONATE LEAVE. 1) Upon receipt of a request by an employee to his/her Department Head, an employee shall be granted leave of absence without loss of pay of up to three days for local funerals and up to five days for overseas funerals in the case of the death of a (family member), grandparent, parent, xxxxxx parent, spouse, common-law wife/husband, brother, sister, child, mother-in-law, father-in-law, aunt or uncle and any person who was, at the time of death, residing in the same household. 2) Compassionate leave may be granted at the discretion of the Executive Line Officer in consultation with the Department Head.
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FUNERAL/COMPASSIONATE LEAVE. Employee will be granted up to five (5) working days for eight (8) or nine (9) hour shifts and four (4) working days for ten (10) or twelve and one-quarter (12.25) hour shifts with regular salary in the event of death of an immediate family or due to pregnancy loss. Leave is generally taken within 60 days of the notification of the death. Extensions of the timeline may be made on a case by case basis. If an employee and their spouse work for the City both employees may take leave for the qualifying death or pregnancy loss at the same time. Immediate family shall include: • Spouse • Parent (custodial, non-custodial, biological, adoptive, xxxxxx, and parent-in-law) • Siblings • Child of the employee (biological, adopted, step, xxxxxx, or loco parentis) • Grandparent of the employee • Grandchild of the employee • Any person residing in the employee’s household at time of death, or • Any family member covered under the Oregon Family Leave Act (OFLA) In extenuating circumstances, the Chief at his discretion, can grant an extension of time needed for compassionate or funeral leave. Whenever an extension is granted, the employee shall be required to use accrued time other than sick leave for all hours outside the limitation contained herein. In some situations, funeral/compassionate leave may also qualify for bereavement leave under the Oregon Family Leave Act (OFLA). In these cases, qualifying City-paid funeral/compassionate leave and OFLA leave run concurrently and count against the employee’s OFLA entitlement.
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Related to FUNERAL/COMPASSIONATE LEAVE

  • Compassionate Leave (1) An employee is entitled to take up to 2 days’ paid compassionate leave on each occasion that a member of his or her immediate family or a member of his or her household: (a) contracts or develops an illness that poses a serious threat to his or her life; or (b) sustains an injury that poses a serious threat to his or her life; or

  • Taking compassionate leave An Employee may take compassionate leave for a particular permissible occasion if the leave is taken: (a) to spend time with the member of the Employee’s immediate family or household who has contracted or developed the personal illness, or sustained the personal injury, referred to clause 5. 2.3.1 of this Agreement; or (b) after the death of the member of the Employee’s immediate family or household An Employee may take compassionate leave for a particular permissible occasion as (a) a continuous two (2) day period; or (b) two (2) separate periods of one (1) day each; or (c) any separate periods to which the Employee and the Employer agree. If the permissible occasion is the contraction or development of a personal illness, or the sustaining of a personal injury, the Employee may take the compassionate leave for that occasion at any time while the illness or injury persists.

  • Compassionate Care Leave 1. For the purposes of this article “family member” means:

  • Personal/Carer’s Leave 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

  • BEREAVEMENT/TANGIHANGA LEAVE 18.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 18.2 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 18.1 above. This provision will not apply if the employee is on leave without pay. 18.3 In granting time off and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

  • Childcare Leave 3.1 An employee shall be entitled to use ten (10) days of sick leave per year for childcare. 3.2 An employee who is adopting a child shall be entitled to use ten (10) days of sick leave per year for the purpose of caring for the needs of the adopted child.

  • Personal/Xxxxx’s Leave 7.3.1 All full time employees shall be entitled to accrue paid personal / xxxxx's leave on the basis of 10 days per year (or pro-rata thereof for any period less than one year). Part-time employees are entitled to a pro-rata benefit. Paid personal / carer's leave is cumulative. 7.3.2 All accrued personal leave shall be available for use as carer's leave in accordance with the provisions outlined below. 7.3.3 As part of its commitment to provide a family-friendly workplace, the employer will allow employees to use any amount of accrued personal /xxxxx's leave to enable employees to: (a) provide primary care to partners, children and/or other household or family members. (b) attend the funerals of family or household members or close family relatives (if compassionate leave is not available in the circumstances). 7.3.4 The leave provided for in this clause will be granted subject to the following: (a) The employee must notify the employer of the reason and likely duration of the absence before 7.00 am on the first day of the absence, unless this is not possible due to an unexpected emergency in which case the employee must notify the employer as soon as practicable. (b) Where circumstances permit, an employee must endeavour to arrange leave to minimise the impact on operational needs. (c) The provision of appropriate documentary evidence. 1. For sick leave, a medical certificate or if not reasonably practicable to provide a medical certificate- a statutory declaration made by the employee. 2. For xxxxx's leave, a medical certificate in respect to the family or household member, or a statutory declaration by the employee. 3. For compassionate leave, any evidence that the employer reasonably requires. 7.3.5 The employee is not entitled to take more than 10 days of paid xxxxx’s leave (1/26th of the nominal hours worked by the employee) per year, regardless of the amount of personal leave the employee has accumulated over time. 7.3.6 An employee may request to cash out any amount of paid personal/xxxxx’s leave that they have accrued that is excess of 3/52 of the number of nominal hours worked over the past 12 months. For example, an employee working 38 hours per week over 12 months must retain 15 days of paid personal/carer’s leave and may cash out any further personal/carer’s leave that has been accumulated. 7.3.7 In addition to the above, a request to cash out personal/xxxxx’s leave will only be granted where: (a) the employee elects to cash out their leave in writing; and (b) the employer agrees. 7.3.8 Casual Employees engaged in continuous service shall be entitled to personal leave limited to the provision of sub clause 7.3.

  • Military Caregiver Leave The employer shall grant an employee who is a family member of a covered service member an unpaid leave of up to twenty-six (26) weeks (inclusive of the twelve (12) weeks granted under 1. above) in a single twelve (12) month period to care for the covered service member who has a serious illness or injury incurred in the line of duty on active duty.

  • Pregnancy and Maternity Services This plan covers physician services and the services of a licensed midwife for prenatal, delivery, and postpartum care. The first office visit to diagnose a pregnancy is not included in prenatal services. This plan covers hospital services for mother and newborn child for at least forty-eight

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