Common use of HOME CARE ADVOCACY DAY Clause in Contracts

HOME CARE ADVOCACY DAY. The Employer agrees to grant up to five percent (5%) of its bargaining unit employees, based on a first-come-first-served basis, two paid leave days each calendar year, as designated by the Union, for the general purpose of public action and advocacy to improve the quality of long term care. The Union shall designate in writing to the Employer the employees who are requesting such leave at least fourteen (14) calendar days in advance. Leave requests shall take client needs into consideration, but shall not be unreasonably denied by the Employer. The Employer shall communicate promptly with the Union concerning any difficulties in granting leave requests. Employees on paid leave for advocacy activities shall receive their regular rate of pay for the number of scheduled hours normally worked on that day. Such paid leave time shall not be counted for the purpose of overtime computation. Such paid leave time shall be credited towards the employee’s Cumulative Career Hours in order to ensure continuity of benefits from the Health Benefits Trust. The Union shall submit a list of those employees who attend the designated advocacy days, to verify attendance for the Employer’s purpose of paying leave. The Union shall provide this information in a format specified by the Employer, within ten (10) calendar days following the designated advocacy day. Employees who requested leave, but whose attendance is not verified by the records provided to the Employer and who did not report to work shall be denied paid leave.

HOME CARE ADVOCACY DAY. ‌ The Employer agrees to grant up to five percent (5%) of its bargaining unit employees, based on a first-come-first-served basis, two paid leave days each calendar year, as designated by the Union, for the general purpose of public action and advocacy to improve the quality of long term care. The Union shall designate in writing to the Employer the employees who are requesting such leave at least fourteen (14) calendar days in advance. Leave requests shall take client needs into consideration, but shall not be unreasonably denied by the Employer. The Employer shall communicate promptly with the Union concerning any difficulties in granting leave requests. Employees on paid leave for advocacy activities shall receive their regular rate of pay for the number of scheduled hours normally worked on that day. Such paid leave time shall not be counted for the purpose of overtime computation. Such paid leave time shall be credited towards the employee’s Cumulative Career Hours in order to ensure continuity of benefits from the Health Benefits Trust. The Union shall submit a list of those employees who attend the designated advocacy days, to verify attendance for the Employer’s purpose of paying leave. The Union shall provide this information in a format specified by the Employer, within ten (10) calendar days no later than the date that timesheets are due for the payroll period following the designated advocacy day. Employees who requested leave, but whose attendance is not verified by the records provided to the Employer and who did not report to work shall be denied paid leave.