Common use of Granting of Sick Leave Clause in Contracts

Granting of Sick Leave. (a) Subject to the provisions of this Article, an employee who is unable to perform their duties because of illness, injury, or quarantine may be granted sick leave with pay up to the maximum accumulated unused sick leave credits, and with the approval of the Director, Human Resource Services, an advance of sick leave up to fifteen (15) days. (b) In determining the eligibility of an employee for an advance of sick leave, the Director, Human Resource Services, shall take into account the length of service of the employee, the employment record of the employee, and the capacity of the Employer to secure reimbursement if the advance is not liquidated by future sick leave earnings. (c) An advance of sick leave credits shall be repaid by deduction from future sick leave earnings, or where the employee’s service is terminated before the advance is repaid, by a deduction from compensation otherwise owed to the employee. (d) An employee shall be granted sick leave provided that: (i) they satisfy the Employer as to their entitlement in the manner prescribed below; and (ii) where the leave is paid leave, they have the necessary sick leave credits, or an advance of sick leave credits has been approved by the Director, Human Resource Services. (e) Pursuant to (d) above, a Xxxx or Director, on behalf of the Employer may require an employee to provide evidence in the form of a medical certificate signed by the attending physician stating the employee was incapable of performing their duties due to their illness or injury, or that they are or have been in quarantine. Any expense for the medical certificate will be paid by the University. (f) Where an employee appears to have a serious medical concern such that continuing or returning to work could do harm to the employee and/or others, a Xxxx or Director, on behalf of the Employer may request a medical certificate to confirm an employee’s capability to perform the work safely and Article 60, Duty to Accommodate may be applied. Any expense for the medical certificate will be paid by the University. (g) Where the Employer terminates the employment of an employee on sick leave, sick leave credits shall continue to be granted after the termination date unless the employee’s illness or injury commenced within the two (2) months preceding the termination date and the notice of termination was received by the employee prior to the commencement of the illness or injury. (h) An employee who is granted sick leave after the termination of employment in accordance with Clause 38.02 (f) shall be granted sick leave until the earlier of (i) the end of the illness or injury; or (ii) the exhaustion of the employee’s sick leave credits, or a minimum of seventy- five (75) days.

Granting of Sick Leave. (a) Subject to the provisions of this Article, an employee who is unable to perform their duties because of illness, injury, or quarantine may be granted sick leave with pay up to the maximum accumulated unused sick leave credits, and with the approval of the Director, Human Resource Services, an advance of sick leave up to fifteen (15) days. (b) In determining the eligibility of an employee for an advance of sick leave, the Director, Human Resource Services, shall take into account the length of service of the employee, the employment record of the employee, and the capacity of the Employer to secure reimbursement if the advance is not liquidated by future sick leave earnings. (c) An advance of sick leave credits shall be repaid by deduction from future sick leave earnings, or where the employee’s service is terminated before the advance is repaid, by a deduction from compensation otherwise owed to the employee. (d) An employee shall be granted sick leave provided that: (i) they satisfy the Employer as to their entitlement in the manner prescribed below; and (ii) where the leave is paid leave, they have the necessary sick leave credits, or an advance of sick leave credits has been approved by the Director, Human Resource Services. (e) Pursuant to (d) above, a Xxxx or Director, on behalf of the Employer may require an employee to provide evidence in the form of a medical certificate signed by the attending physician stating the employee was incapable of performing their duties due to their illness or injury, or that they are or have been in quarantine. Any expense for the medical certificate will be paid by the University. (f) Where an employee appears to have a serious medical concern such that continuing or returning to work could do harm to the employee and/or others, a Xxxx or Director, on behalf of the Employer may request a medical certificate to confirm an employee’s capability to perform the work safely and Article 6064, Duty to Accommodate may be applied. Any expense for the medical certificate will be paid by the University. (g) Where the Employer terminates the employment of an employee on sick leave, sick leave credits shall continue to be granted after the termination date unless the employee’s illness or injury commenced within the two (2) months preceding the termination date and the notice of termination was received by the employee prior to the commencement of the illness or injury. (h) An employee who is granted sick leave after the termination of employment in accordance with Clause 38.02 40.02 (fg) shall be granted sick leave until the earlier of (i) the end of the illness or injury; or (ii) the exhaustion of the employee’s sick leave credits, or a minimum of seventy- five (75) days.

Granting of Sick Leave. (a) Subject to the provisions of this Article, an employee who is unable to perform their duties because of illness, injury, or quarantine may be granted sick leave with pay up to the maximum accumulated unused sick leave credits, and with the approval of the Director, Human Resource ServicesPresident, an advance of sick leave up to fifteen (151 5) days. (b) . In determining the eligibility of an employee for an advance of sick leave, the Director, Human Resource Services, President shall take into account the length of service of the employee, the employment record of the employee, and the capacity of the Employer to secure reimbursement if the advance is not liquidated by future sick leave earnings. (c) . An advance of sick leave credits shall be repaid by deduction from future sick leave earnings, or where the employee’s 's service is terminated before the advance is repaid, by a deduction from compensation otherwise owed to the employee. (d) . An employee shall be granted sick leave provided that: (i) : they satisfy the Employer as to their entitlement in the manner prescribed below; and (ii) where and the leave is paid leave, they have the necessary sick leave credits, or an advance of sick leave credits has been approved by the Director, Human Resource Services. (e) President. Pursuant to (d) above, a Xxxx or Director, on behalf of the Employer may require an employee Employee to provide evidence in the form of a medical medical, certificate signed by the attending physician stating the employee Employee was incapable of performing their duties due to their illness or injury, or that they are or have been in quarantine. Any expense for : where the medical certificate will be paid by amount of sick leave being requested in the University. (f) Where an employee appears to have a serious medical concern such that continuing or returning to work could do harm to specific instance exceeds three where the employee and/or others, a Xxxx or Director, on behalf has been granted five (5) days of the Employer may request a medical certificate to confirm an employee’s capability to perform the work safely and Article 60, Duty to Accommodate may be appliedsick leave in that fiscal year. Any expense for the medical certificate will be paid by the University. (g) Where the Employer employer terminates the employment of an employee on sick leaveemployee, sick leave credits shall continue to be granted after the termination date unless the employee’s 's illness or injury commenced within the two (2) months preceding the termination date and the notice of termination was received by the employee prior to the commencement of the illness or injury. (h) . An employee who is granted sick leave after the termination of employment in accordance with Clause 38.02 (f) Article shall be granted sick leave until the earlier of (i) of the end of the illness or injury; or (ii) or the exhaustion of the employee’s 's sick leave credits, or a minimum of seventy- seventy-five (75) days.

Granting of Sick Leave. (a) Subject to the provisions of this Article, an 16.02 An employee who is shall be granted sick leave with pay when unable to perform their duties because of illness, illness or injury, or quarantine provided that: (a) the employee satisfies the UPCE of this condition in such manner and at such time as may be determined by the UPCE, and (b) the employee has the necessary sick leave credits. 16.03 Unless otherwise informed by the UPCE, a statement signed by the employee stating that because of illness or injury the employee was unable to perform their duties, shall, when delivered to the UPCE, be considered as meeting the requirement of clause 16.02 (a), as long as the period of leave with pay requested does not exceed five (5) working days. No employee shall be granted more than ten (10) working days, sick leave with pay up in a fiscal year solely on the basis of statements signed by him. 16.04 When an employee has insufficient or no credits to cover the maximum accumulated unused sick leave credits, and with the approval of the Director, Human Resource Services, an advance granting of sick leave with pay under the provisions of clause 16.02, sick leave with pay may, for a period up to fifteen (15) working days. (b) In determining , at the eligibility of an employee for an advance of sick leave, the Director, Human Resource Services, shall take into account the length of service discretion of the UPCE be granted to an employee, subject to the employment record deduction of the employee, and the capacity of the Employer to secure reimbursement if the advance is not liquidated by future sick such advanced leave earnings. (c) An advance of from any sick leave credits shall be repaid by deduction from future sick leave earningssubsequently earned and, in the event of termination of employment for reasons other than death or where lay-off, the employee’s service is terminated before recovery of the advance is repaid, by a deduction from compensation otherwise any monies owed to the employee. (d) An 16.05 When an employee is granted sick leave with pay, and injury-on-duty leave is subsequently approved for the same period, it shall be considered for the purpose of the record of sick leave credits, that the employee was not granted sick leave with pay. 16.06 If an employee becomes ill during a period of compensatory leave and such illness is supported by a medical certificate, the employee shall be granted sick leave provided that:and their compensatory leave credits shall be restored to the extent of any concurrent sick leave granted. (i) they satisfy the Employer as 16.07 An employee is entitled to their entitlement in the manner prescribed below; and (ii) leave with pay for time lost due to quarantine where the employee is unable to work as certified by a qualified medical practitioner and granted leave is paid leave, they have the necessary sick without charge to leave credits, or an advance of sick leave credits has been approved by the Director, Human Resource Services. (e) Pursuant 16.08 Completed leave forms pertaining to (d) above, a Xxxx or Director, on behalf of the Employer may require an employee to provide evidence in the form of a medical certificate signed by the attending physician stating the employee was incapable of performing their duties due to their illness or injury, or that they are or have been in quarantine. Any expense for the medical certificate will be paid by the University. (f) Where an employee appears to have a serious medical concern such that continuing or returning to work could do harm to the employee and/or others, a Xxxx or Director, on behalf of the Employer may request a medical certificate to confirm an employee’s capability to perform the work safely and Article 60, Duty to Accommodate may be applied. Any expense for the medical certificate will be paid by the University. (g) Where the Employer terminates the employment of an employee on sick leave, sick leave credits shall continue to and medical certificates where required, must be granted after the termination date unless the employee’s illness or injury commenced within the two (2) months preceding the termination date and the notice of termination was received submitted by the employee prior to the commencement of UPCE upon the illness or injury. first day the employee returns to work (h) An employee who is granted following the sick leave after the termination of employment in accordance with Clause 38.02 (f) shall be granted sick leave until the earlier of (i) the end of the illness or injury; or (ii) the exhaustion of the employee’s sick leave credits, or a minimum of seventy- five (75) daysperiod).

Granting of Sick Leave. (a1) Subject to the provisions of this Article, an a regular employee who is unable to perform their his/her duties because of illness, injury, quarantine or quarantine voluntary medical surgical procedures may be granted sick leave with pay up to the maximum accumulated of accumulated, unused sick leave credits, and with the approval of the their Director, Human Resource Services, an advance of sick leave up to fifteen (15) days. (b2) In determining the eligibility of an a regular employee for an advance of sick leave, the Director, Human Resource Services, their Director shall take into account the length of service of the employee, the employment record of the employee, and the capacity of the Employer to secure reimbursement if the advance is not liquidated by future sick leave earningscredits. (c3) An advance of sick leave credits shall be repaid by deduction from future sick leave earningscredits, or where the regular employee’s 's service is terminated before the advance is repaid, by a deduction from compensation otherwise owed to the employee. (d4) An A regular employee shall be granted sick leave provided that: (ia) they satisfy he/she satisfies the Employer as to their his/her entitlement in the manner prescribed below; and (iib) where the leave is paid leave, they have he/she has the necessary sick leave credits, or an advance of sick leave credits has been approved by the their Director, Human Resource Services. (e5) Pursuant to (d4) above, a Xxxx or Director, on behalf of the Employer may require an a regular employee to provide evidence in as to the form nature of a medical certificate signed by the attending physician stating the employee was incapable of performing their duties due to their his/her illness or injury, or that they are he/she is or have has been in quarantine. Any expense for the : (a) by presentation of a medical certificate will be paid indicating that, in the judgement of the attending physician, the employee was or is incapable of performing his/her duties; or (b) by the University. (f) Where completion of an employee appears to have a serious medical concern such that continuing or returning to work could do harm to Affidavit signed by the employee and/or othersstating that because of illness, a Xxxx injury or Directorvoluntary medical surgical procedure, on behalf of he/she is unable to perform his/her duties. The Employer has the Employer may right to request a medical certificate where the Employer has reasonable cause to confirm an believe the employee is abusing the trust inherent in this Affidavit system, provided the request is made prior to the employee’s capability 's return to perform the work safely and Article 60, Duty to Accommodate work; but such evidence of incapacity may be applied. Any expense for required only after the medical certificate will be employee has been granted five (5) days paid by sick leave in the Universitytwelve (12) month period prior to the leave being applied for. (g6) Where A regular employee will ordinarily be deemed to have satisfied the Employer terminates requirements of (5)(a) or (b) if he/she provides either of the employment documents described above. However, in circumstances where a Director is not satisfied that the regular employee is, or was incapable of an performing his/her duties, the Director may, at the Employer's expense, require the employee on sick leave, sick leave credits shall continue to be granted after attend a physician of the termination date unless the employee’s illness or injury commenced within the two (2) months preceding the termination date Employer's choice for a medical examination and the notice of termination was received Director shall be bound by the employee prior advice of this physician as to the commencement ability or inability of the illness or injuryemployee to perform his/her duties. (h7) An The Employer may require an employee who is granted sick leave after the termination of employment in accordance with Clause 38.02 (f) shall be granted sick leave until the earlier of (i) the end of the illness or injury; or (ii) the exhaustion to provide a medical certificate from a qualified practitioner of the employee’s sick leave credits's choice certifying that the employee is able to resume his/her job, when the reason for the absence was an injury or a contagious disease, or a minimum where the absence has been in excess of seventy- five one (751) daysmonth.

Granting of Sick Leave. (a) Subject to the provisions of this Article, an employee who is unable to perform their duties because of illness, injury, or quarantine may be granted sick leave with pay up to the maximum accumulated unused sick leave credits, and with the approval of the Director, Human Resource Services, an advance of sick leave up to fifteen (15) days. (b) In determining the eligibility of an employee for an advance of sick leave, the Director, Human Resource Services, shall employer take into account the length of service of the employee, the employment record of the employee, and the capacity of the Employer employer to secure reimbursement if the advance is not liquidated by future sick leave earnings. (c) credits. An advance of sick leave credits shall be repaid by deduction from future sick leave earningscredits, or or, where the employee’s 's service is terminated terminates before the advance is repaid, by a deduction from compensation otherwise owed to the employee. (d) . An employee shall be granted sick leave provided that: (i) they satisfy : satisfies the Employer employer as to their entitlement in the manner prescribed in paragraph below; and (ii) and where the leave is paid leave, they have has the necessary sick leave credits, or an advance of sick leave credits has been approved by the Director, Human Resource Services. (e) special assistant. Pursuant to (d) above, a Xxxx or Directorthe special assistant, on behalf of the Employer employer, may require a regular employee to provide evidence as to the nature of illness or injury, or that is or has been in quarantine: by presentation of a medical certificate indicating that, in the judgment of the attending physician, the employee was or is incapable of performing duties; or by the completion of an affidavit signed by the employee stating that because of illness, injury or voluntary medical surgical procedure, is unable to perform duties. The employer has the right to request a medical certificate where the employer has reasonable cause to believe the employee is abusing the trust inherent in this affidavit system, provided the request is made prior to the employee's return to work; but such evidence of incapacity may be required only after the employee has been granted five (5) days paid sick leave in the twelve (12) month period prior to the leave being applied for. An employee will ordinarily be deemed to have satisfied the requirements of or if provides either of the documents described above. However, in circumstances where the employer is not satisfied that the regular employee is, or was incapable of performing duties, the employer may, at the employer's expense, require the employee to attend a physician of the employer's choice for a medical examination and the employer shall be bound by the advice of this physician as to the ability or inability of the employee to perform duties. The employer may require an employee to provide evidence in the form of a medical certificate signed by the attending physician stating the employee was incapable of performing their duties due to their illness or injury, or that they are or have been in quarantine. Any expense for the medical certificate will be paid by the University. (f) Where an employee appears to have from a serious medical concern such that continuing or returning to work could do harm to the employee and/or others, a Xxxx or Director, on behalf of the Employer may request a medical certificate to confirm an employee’s capability to perform the work safely and Article 60, Duty to Accommodate may be applied. Any expense for the medical certificate will be paid by the University. (g) Where the Employer terminates the employment of an employee on sick leave, sick leave credits shall continue to be granted after the termination date unless the employee’s illness or injury commenced within the two (2) months preceding the termination date and the notice of termination was received by the employee prior to the commencement of the illness or injury. (h) An employee who is granted sick leave after the termination of employment in accordance with Clause 38.02 (f) shall be granted sick leave until the earlier of (i) the end of the illness or injury; or (ii) the exhaustion qualified practitioner of the employee’s sick leave credits's choice certifying that the employee is able to resume job, when the reason for the absence was an injury or a minimum of seventy- five (75) dayscontagious disease.

Granting of Sick Leave. (a1) Subject to the provisions of this Article, an a regular employee who is unable to perform their duties because of illness, injury, quarantine or quarantine voluntary medical surgical procedures may be granted sick leave with pay up to the maximum accumulated of accumulated, unused sick leave credits, and with the approval of the their Director, Human Resource Services, an advance of sick leave up to fifteen (15) days. (b2) In determining the eligibility of an a regular employee for an advance of sick leave, the Director, Human Resource Services, their Director shall take into account the length of service of the employee, the employment record of the employee, and the capacity of the Employer to secure reimbursement if the advance is not liquidated by future sick leave earningscredits. (c3) An advance of sick leave credits shall be repaid by deduction from future sick leave earningscredits, or where the regular employee’s 's service is terminated before the advance is repaid, by a deduction from compensation otherwise owed to the employee. (d4) An A regular employee shall be granted sick leave provided that: (ia) they They satisfy the Employer as to their entitlement in the manner prescribed below; and (iib) where the leave is paid leave, they have the necessary sick leave credits, or an advance of sick leave credits has been approved by the their Director, Human Resource Services. (e5) Pursuant to (d4) above, a Xxxx or Director, on behalf of the Employer may require an a regular employee to provide evidence in as to the form nature of a medical certificate signed by the attending physician stating the employee was incapable of performing their duties due to their illness or injury, or that they are or have been in quarantine. Any expense for the : (a) by presentation of a medical certificate will be paid indicating that, in the judgement of the attending Qualified Medical Practitioner, the employee was or is incapable of performing their duties; or (b) by the University. (f) Where completion of an employee appears to have a serious medical concern such that continuing or returning to work could do harm to Affidavit signed by the employee and/or othersstating that because of illness, a Xxxx injury or Directorvoluntary medical surgical procedure, on behalf of they are unable to perform their duties. The Employer has the Employer may right to request a medical certificate where the Employer has reasonable cause to confirm an believe the employee is abusing the trust inherent in this Affidavit system, provided the request is made prior to the employee’s capability 's return to perform the work safely and Article 60, Duty to Accommodate work; but such evidence of incapacity may be applied. Any expense for required only after the medical certificate will be employee has been granted five (5) days paid by sick leave in the Universitytwelve (12) month period prior to the leave being applied for. (g6) Where A regular employee will ordinarily be deemed to have satisfied the Employer terminates requirements of (5)(a) or (b) if they provide either of the employment documents described above. However, in circumstances where a Director is not satisfied that the regular employee is, or was incapable of an performing their duties, the Director may, at the Employer's expense, require the employee on sick leave, sick leave credits shall continue to be granted after attend a Qualified Medical Practitioner of the termination date unless the employee’s illness or injury commenced within the two (2) months preceding the termination date Employer's choice for a medical examination and the notice of termination was received Director shall be bound by the employee prior advice of this physician as to the commencement ability or inability of the illness or injuryemployee to perform their duties. (h7) An The Employer may require an employee who is granted sick leave after the termination of employment in accordance with Clause 38.02 (f) shall be granted sick leave until the earlier of (i) the end of the illness or injury; or (ii) the exhaustion to provide a medical certificate from a Qualified Medical Practitioner of the employee’s sick leave credits's choice certifying that the employee is able to resume their job, when the reason for the absence was an injury or a contagious disease, or a minimum where the absence has been in excess of seventy- five one (751) daysmonth.