Healthy Families & Sample Clauses

Healthy Families &. Workplaces Act Leave As mentioned in Article 26, MHCD will comply with any law, regulation or governmental order; and, will comply with such laws as the Health Families & Workplace Act Leave, including should it be modified at a future date. Currently, and effective Jan. 1, 2021, all current Part-time II employees (and those hired thereafier) – not PTO eligible, shall begin accruing Healthy Families & Workplace Act Non-benefitted (HFWANB) Leave at the rate of 1 hour for every 30 hours worked. These Part-time II employees will have a maximum accrual of 48 hours of HFWANB Leave. HFWANB leave will carry over from year to year, but the maximum accrual will remain 48 hours in all cases. HFWANB may be used for: -A mental or physical illness, injury, or health condition that prevents them from working -A medical appointment for preventative care, to get medical treatment, care, or diagnosis of a health condition -Care for a family member needing care for the two reasons above -Care for self or family member having been a victim of domestic abuse, sexual assault, or criminal harassment and needing leave to deal with the situation -Due to a public health emergency, a public health official closes the employee’s place of work or school/child care for the employee’s child requiring the employee to be absent to care for the child. An employee using HFWANB must note the reason in the Note field of the time system when requesting the leave. This bank of leave is not paid out upon termination of employment. An employee using HFWA leave must note the reason in the Note field of the time system when requesting the leave.
Sample 1
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Healthy Families &. Workplaces Act Leave Effective Jan. 1, 2021, all current Part-time II employees (and those hired thereafter) – not PTO eligible, shall begin accruing Healthy Families & Workplace Act Non-benefitted (HFWANB) Leave at the rate of 1 hour for every 30 hours worked. These Part-time II employees will have a maximum accrual of 48 hours of HFWANB Leave. HFWANB leave will carry over from year to year, but the maximum accrual will remain 48 hours in all cases. HFWANB may be used for: - A mental or physical illness, injury, or health condition that prevents them from working - A medical appointment for preventative care, to get medical treatment, care, or diagnosis of a health condition - Care for a family member needing care for the two reasons above - Care for self or family member having been a victim of domestic abuse, sexual assault, or criminal harassment and needing leave to deal with the situation - Due to a public health emergency, a public health official closes the employee’s place of work or school/child care for the employee’s child requiring the employee to be absent to care for the child. An employee using HFWANB must note the reason in the Note field of the time system when requesting the leave. This bank of leave is not paid out upon termination of employment. For 2021 only: Any Full-time (PTO-eligible) employee who does not have at least 48 hours of PTO available (or Evaluation Period Leave) on January 1, 2021 will be allocated a bank of HFWA Leave time equaling the amount of leave needed to give exactly 48 hours of leave. Example: A Full-time employee with 40 hours of PTO available on Jan. 1, 2021 will receive 8 hours of HFWA leave. HFWA leave does not accrue. HFWA leave may be used for: - A mental or physical illness, injury, or health condition that prevents them from working - A medical appointment for preventative care, to get medical treatment, care, or diagnosis of a health condition - Care for a family member needing care for the two reasons above - Care for self or family member having been a victim of domestic abuse, sexual assault, or criminal harassment and needing leave to deal with the situation - Due to a public health emergency, a public health official closes the employee’s place of work or school/child care for the employee’s child requiring the employee to be absent to care for the child. An employee using HFWA leave must note the reason in the Note field of the time system when requesting the leave. This HFWA leave bank will expi...
Sample 1

Related to Healthy Families &

  • Children For the purposes of the Trust the children of the Grantor are as follows: ______________________________________________________________.

  • Children and minors If you are under 18 years old, then by entering into this Agreement you explicitly stipulate that (i) you have legal capacity to conclude this Agreement or that you have valid consent from a parent or legal guardian to do so and (ii) you understand the JetBrains Privacy Policy. You may not enter into this Agreement if you are under 13 years old. IF YOU DO NOT UNDERSTAND THIS SECTION, DO NOT UNDERSTAND THE JETBRAINS PRIVACY POLICY, OR DO NOT KNOW WHETHER YOU HAVE THE LEGAL CAPACITY TO ACCEPT THESE TERMS, PLEASE ASK YOUR PARENT OR LEGAL GUARDIAN FOR HELP.

  • SAFEGUARDING CHILDREN AND VULNERABLE ADULTS 8.1 The Service Provider will have ultimate responsibility for the management and control of any Regulated Activity provided under this agreement and for the purposes of the Safeguarding Vulnerable Groups Xxx 0000.

  • Relief Employees Relief or part-time employees shall be paid the same hourly rate as full-time employees in the same occupational classification.

  • Trial Service Period 1. Except for those employees in an in-training appointment, all other employees with permanent status who are promoted, or who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, will serve a trial service period of six (6) consecutive months. The Employer may extend the trial service period to no more than twelve (12) consecutive months, provided the employee is given written, performance based reasons for the extension. The Employer agrees to notify the employee when it intends to extend the trial service period beyond six (6) months. The employee may choose to notify the union.

  • Promoted Employees 1. An employee who has served one-half (1/2) or more of the time required to be considered for their next step increase, shall upon promotion to a position in a higher wage range in the Bargaining Unit, be placed at Step A of the higher range or such other step as will provide an increase of two

  • Dependents Eligible dependents for the purposes of this Article are as follows:

  • Food Service Employees School year food service employees shall be entitled to the following paid vacation schedule:

  • Employees Except as set forth on Schedule 4.14, neither the Company nor any of its Subsidiaries has any collective bargaining agreements with any of its employees. There is no labor union organizing activity pending or, to the Company's knowledge, threatened with respect to the Company or any of its Subsidiaries. Except as disclosed in the Exchange Act Filings or on Schedule 4.14, neither the Company nor any of its Subsidiaries is a party to or bound by any currently effective employment contract, deferred compensation arrangement, bonus plan, incentive plan, profit sharing plan, retirement agreement or other employee compensation plan or agreement. To the Company's knowledge, no employee of the Company or any of its Subsidiaries, nor any consultant with whom the Company or any of its Subsidiaries has contracted, is in violation of any term of any employment contract, proprietary information agreement or any other agreement relating to the right of any such individual to be employed by, or to contract with, the Company or any of its Subsidiaries because of the nature of the business to be conducted by the Company or any of its Subsidiaries; and to the Company's knowledge the continued employment by the Company or any of its Subsidiaries of its present employees, and the performance of the Company's and its Subsidiaries' contracts with its independent contractors, will not result in any such violation. Neither the Company nor any of its Subsidiaries is aware that any of its employees is obligated under any contract (including licenses, covenants or commitments of any nature) or other agreement, or subject to any judgment, decree or order of any court or administrative agency, that would interfere with their duties to the Company or any of its Subsidiaries. Neither the Company nor any of its Subsidiaries has received any notice alleging that any such violation has occurred. Except for employees who have a current effective employment agreement with the Company or any of its Subsidiaries, no employee of the Company or any of its Subsidiaries has been granted the right to continued employment by the Company or any of its Subsidiaries or to any material compensation following termination of employment with the Company or any of its Subsidiaries. Except as set forth on Schedule 4.14, the Company is not aware that any officer, key employee or group of employees intends to terminate his, her or their employment with the Company or any of its Subsidiaries, nor does the Company or any of its Subsidiaries have a present intention to terminate the employment of any officer, key employee or group of employees.

  • Family Members Family Members shall mean, as applied to any individual, any parent, spouse, child, spouse of a child, brother or sister of the individual, and each trust created for the benefit of one or more of such Persons and each custodian of a property of one or more such Persons.

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