Health and Hardship Sample Clauses

Health and Hardship. On request of the certified educator and approval by the Board of Education, leaves of absence may be granted to certified educators with three years or more of service for purposes of restoration of personal health or the alleviation of hardship involving the certified educator or his/her family. Accumulated unused family illness days will be applied to this leave, up to a maximum of thirty (30) days. In unusual cases, the Board may extend the leave at full or partial salary (i.e. the salary less the cost of the substitute) for what it considers justifiable reasons. The beginning and ending dates of leaves for health and hardship shall be determined by the Board in the best interests of the school system and the certified educator concerned. The certified educator will retain any tenure status during official leave approved within the limits of this policy. To be eligible for a salary increment in the year following the leave, certified educators must serve a minimum of ninety (90) school days in the year of the leave. Days on paid leave shall count toward the ninety (90) day requirement.
Sample 1
Health and Hardship. Leave of absence without pay may be granted to any continuing contract professional staff member for either one (1) semester or one (1) year who gives to the Superintendent detailed information indicating family or personal hardship. Said leave may be renewable upon application.
Sample 1
Health and Hardship. Section A: The Board of Education shall grant leaves of absence to teachers for reasons of health. Such leave shall be granted for a maximum of one (1) year or any unfinished year, at the end of which leave the teacher must either return or resign unless a special extension is recommended by the Superintendent of Schools. If an extension request is accompanied by a doctor's statement verifying the need for additional leave, the leave shall be extended for a period of time not to exceed three (3) years total leave on a yearly basis. Any extensions taking the leave over the three (3) years shall be at the discretion of the Board. Section B: Such leave shall be granted upon the recommendation of a physician's statement certifying the teacher's inability to continue the position. It shall be within the right of the Board of Education to have a teacher examined by a physician designated by the Board. A notice of intent to return must be given at least ninety (90) days prior to expiration of the leave of absence or extension sought, otherwise the teacher's resignation will become automatic. The teacher shall be notified fifteen (15) days in advance of the ninety (90) day period regarding this policy. Upon acceptance of his/her application for return to position, said teacher shall be assigned to the same position or to one for which he/she is qualified. Section C: A teacher returning to duty after an absence due to a contagious disease or a nervous or mental disorder must present a fitness for duty statement from a physician. The Board of Education may require such a teacher to submit to an examination by a physician designated by the Superintendent of Schools and/or the Board of Education, to be paid for by the Board of Education.
Sample 1
Health and Hardship. Section A: The Board of Education shall grant leaves of absence to teachers for reasons of health. Such leave shall be granted for a period not to exceed one (1) year, but may be extended at the Board’s discretion. A teacher shall give written notice to the Board of his intent to return by April 1 or sixty (60) days prior to termination of said leave, whichever is sooner. Section B: Such leave shall be granted upon the recommendation of a physician’s statement certifying the teacher’s inability to continue the position. Such leave shall be without compensation, experience credit, or sick leave accumulation. It shall be within the right of the Board of Education to have a teacher examined by a physician designated by the Board. Section C: A teacher returning to duty after an absence due to a contagious disease, a nervous or mental disorder must present a fitness for duty statement from a physician. The Board of Education may require such a teacher to submit to an examination by a physician designated by the Superintendent of Schools and/or the Board of Education, to be paid for by the Board of Education.
Sample 1
Health and Hardship. Serving in a public office; and
Sample 1
Health and Hardship. When a teacher has been absent because of critical illness of a member of the immediate family or a member of the teacher’s immediate household, such absences shall be limited to five (5) days per school year and shall be deducted from the teacher’s sick leave. The Superintendent shall have the right to request a medical certificate to ascertain the validity of the critical illness. Under this provision, immediate family shall be defined as: spouse, children, step-children, the teacher’s mother or father, step-parent, the teacher’s mother-in-law or father-in-law, the teacher’s uncle or aunt. A member of the teacher’s household shall be defined as: an individual living as a member of the teacher’s household (but not a family relation) prior to the onset of the critical illness.
Sample 1
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Related to Health and Hardship

  • HEALTH AND SAFETY 25.01 The Employer is subject to the provisions of the Occupational Health and Safety Act of the Province of Ontario and its regulations, including the provision that calls for a worker representative selected by the Union on the University Joint Health and Safety Committees. It is agreed that the University and the Union will cooperate to the fullest possible extent in the prevention of accidents and the promotion of safety and health at University workplaces. To this end, the parties acknowledge and agree that all University Employees on University and third-party premises where Employees work, are required to comply with work- site specific policies, procedures, regulations, and standards relating to health and safety. 25.02 The Employer recognizes the right of workers to be informed about hazards in the workplace, to be provided with appropriate training, and the right to refuse unsafe work in accordance with the Occupational Health and Safety Act where there is an immediate danger to the Employee’s health and safety or to the health and safety of others. 25.03 The Union will select a worker representative for each applicable Joint Health and Safety Committee formed under the Occupational Health and Safety Act. Time spent attending meetings of the Committee or carrying out duties as a worker representative shall be considered time worked. 25.04 A worker representative on a Joint Health and Safety Committee may become a certified worker representative on the Committee. The University will provide the required training for certification at no cost to the Employee or the Union. Time spent in such training shall be considered time worked, as outlined in Article 13 – Hours of Work and Overtime. 25.05 When a worker representative on a Joint Health and Safety Committee ceases to be employed in the Bargaining Unit, he/she will cease to be a worker representative on the Committee. 25.06 The University will supply, and Employees will wear and/or utilize, personal protective equipment and the other devices that the University requires Employees to wear and/or utilize. 25.07 The Employer shall provide information, training and supervision to an Employee to protect the health and safety of that Employee. With reference to Article 13, time spent in such training shall be considered time worked, as outlined in Article 13 – Hours of Work and Overtime. 25.08 The name and contact information of the Health and Safety Officer in each Academic Unit shall be posted in the Department/Academic Unit. 25.09 In accordance with the Occupational Health and Safety Act, persons with authority in the workplace, including any Employees, shall ensure that persons under their authority are informed of health and safety hazards, and advised of policies and procedures associated with the safe handling of materials and equipment.

  • OCCUPATIONAL HEALTH AND SAFETY 34.01 The parties recognize the need for a safe and healthy workplace. The Employer shall be responsible for providing safe and healthy working conditions. The Employer and Employees will take all reasonable steps to eliminate, reduce or minimize all workplace safety hazards. Occupational health and safety education, training and instruction provided by the Employer, shall be paid at the Basic Rate of Pay, to fulfill the requirements for training, instruction or education set out in the Occupational Health and Safety Act, Regulation or Code. (a) There shall be an Occupational Health and Safety Committee (Committee), which shall be composed of representatives of the Employer and representatives of the Local and may include others representing recognized functional bargaining units. This Committee shall meet once a month, and in addition shall meet within 10 days of receiving a written complaint regarding occupational health or safety. An Employee shall be paid the Employee’s Basic Rate of Pay for attendance at Committee meetings. A request to establish separate committees for each site or grouping of sites shall not be unreasonably denied. The Employer shall provide training at no cost to all Employees on the Committee to assist them in performing their duties on the Committee. Training shall be paid at the Employee’s Basic Rate of Pay. (b) Minutes of each meeting shall be taken and shall be approved by the Employer, the Local, and other bargaining groups, referred to in (a), prior to circulation. (c) The purpose of the Committee is to consider such matters as occupational health and safety and the Local may make recommendations to the Employer in that regard. (d) If an issue arises regarding occupational health or safety, the Employee or the Local shall first seek to resolve the issue through discussion with the applicable immediate supervisor in an excluded management position. If the issue is not resolved satisfactorily, it may then be forwarded in writing to the Committee. (e) The Committee shall also consider measures necessary to ensure the security of each Employee on the Employer’s premises and the Local may make recommendations to the Employer in that regard. (f) (i) Should an issue not be resolved by the Committee, the issue shall be referred to the Chief Executive Officer (CEO). A resolution meeting between the Local and the CEO, or designate(s), shall take place within 21 calendar days of the issue being referred to the CEO. The CEO or designate(s) shall reply in writing to the Local within seven (7) calendar days of the resolution meeting.

  • Occupational Health and Safety Committee ‌ (a) The parties agree that a joint occupational health and safety committee will be established. The Committee shall govern itself in accordance with the provisions of the Occupational Health and Safety Regulations made pursuant to the Workers Compensation Act. The Committee shall be between the Employer and the Union, with equal representation, and with each party appointing its own representatives. The Union agrees to actively pursue with the other Health Care unions, where more than one union is certified with the Employer, a joint union/employer committee for the purposes of the Occupational Health and Safety Regulations. (b) Employees who are members of the Committee shall be granted leave without loss of pay or receive straight-time regular wages while attending meetings of the Joint Committee. Employees who are members of the Committee shall be granted leave without loss of pay or receive straight-time regular wages to participate in joint workplace inspections and joint accident investigations at the request of the Committee pursuant to the WCB Occupational Health and Safety Regulations. Committee meetings, workplace inspections and accident investigations shall be scheduled during normal working hours whenever practicable. (c) The Occupational Health and Safety Committee shall have as part of its mandate the jurisdiction to receive complaints or concerns regarding workload problems which are safety-related, the right to investigate such complaints, the right to define the problem and the right to make recommendations for a solution. Where the Committee determines that a safety-related workload problem exists, it shall inform the Employer. Within 21 days thereafter, the Employer shall advise the Committee what steps it has taken or proposes to take to rectify the safety-related workload problem identified by the Committee. If the Union is not satisfied with the Employer's response, it may refer the matter to the Industry Trouble shooter for a written recommendation. (d) No employee shall be disciplined for refusal to work when excused by the provisions of the

  • Work Health and Safety (a) The employer and employee acknowledge their responsibilities under the Work Health and Safety Act 2011 and Work Health and Safety Regulations 2012. (b) Where there is a Work Health and Safety Representative they must be elected and will carry out the tasks associated with the role of Work Health and Safety Representative set out within the Work Health and Safety Act 2011.

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