Illness of the child Sample Clauses

Illness of the child. Where a certificate by a medical practitioner is provided stating that a longer period of parental leave is required for health reasons affecting the child, the employee shall be entitled to an extension of their parental leave up to a maximum of 1(one) year.
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Illness of the child. 3.1 Every illness of the child and every case of an infectious disease in the child's home is to be reported to the Kita immediately. Furthermore the Kita is also to be informed without delay whenever the child is unable to attend the Kita for other reasons.
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Illness of the child. Where a certificate from a medical practitioner is provided stating that a longer period of parental leave is required for health reasons affecting the child, the Employee may request an extension of his/her leave parental leave up to a maximum of one (1) year. An Employee who is an adoptive parent may extend the parental leave for such greater time as may be required by adoption agency concerned to a maximum total of twelve (12) months. Such extended leave shall be without pay or continuation of benefits unless the Employee makes arrangements in advance of the commencement of the leave in accordance with Article 23.06.
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Illness of the child. In the event that the parties share legal custody of the child, emergency decisions regarding Child shall be made by the parent then having custody. However, in the event of any emergency or serious illness of Child at any time, any party then having custody of Child shall immediately communicate with the other party by telephone, informing the other party of the nature of the illness or emergency so the other parent can become involved in the decision making process as soon as practical. The term "serious illness" as used in this Order shall mean any illness or disability which confines a child to bed for a period in excess of seventy-two (72) hours and which places a child under the direction of a licensed physician.
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Illness of the child. In the case of the sudden illness of a child under 10 years of age or a disabled child under 18 years of age, the carer is paid in accordance with the provisions on sick pay for an absence of up to four working days required to organise the care of the child or to look after the child. Salary payment is conditional on the employee being a single parent or the child’s other carer being unable to care for the child due to work, study, sudden and short-term illness or other compelling reasons. The child’s carer is also entitled to up to four days’ paid leave if the carer of a child who is normally looked after at home is unable to care for the child due to his or her own sudden and short-term illness. In both cases, the employee must present, on request, a medical certificate or other evidence of the child’s illness and the impediment of the other carer, accepted by the employer. An employee’s annual leave benefits will not be deducted for the above absence. It is possible to reach a different agreement on this point locally, taking into account mandatory legislation.
Sample 1

Related to Illness of the child

  • Family Illness The start of a family leave for a serious health condition of a family member shall begin on the date requested by the employee or designated by Management.

  • Illness in the Immediate Family ‌ An employee may use up to one-half of his or her annual sick leave allocation in any calendar year in the event of illness or a spouse, child, parent, or domestic partner. At the City's request the employee will provide satisfactory evidence of the facts justifying such absence.

  • Illness or Disability If, because of Employee’s illness or other disability for a continuous period of more than 45 days, Employee is unable to render the services required by the Company as provided herein, the Company may terminate Employee’s employment hereunder by written notice to Employee at least 30 days in advance of such termination. Upon such termination Employee shall not be entitled to any further payments of any nature, except for payment of (a) any earned but unpaid Annual Base Salary, (b) any unpaid bonuses and (c) unreimbursed business expenses (collectively, “Payable Amounts”). All Payable Amounts shall become due and payable on the date of such termination.

  • Compensable Work-Related Injury or Illness Leave An employee who sustains a work-related illness or injury that is compensable under the state workers’ compensation law may select time-loss compensation exclusively or leave payments in addition to time-loss compensation. Employees who take sick leave, vacation leave or compensatory time during a period in which they receive time-loss compensation will receive full sick leave, vacation leave or compensatory time pay in addition to any time-loss payments. Notwithstanding Section 18.1, of Article 18, Leave Without Pay, the Employer may separate an employee in accordance with Article 31, Reasonable Accommodation and Disability Separation.

  • Illness injury, or pregnancy-related condition of a member of the employee’s immediate family where the employee’s presence is reasonably necessary for the health and welfare of the employee or affected family member;

  • Family Illness Leave An employee will be granted leave of absence for up to five (5) days per year without loss of pay or benefits for family illness. Additional family illness leave may be granted by the employer.

  • Sickness Any employee off duty on account of illness or injury may be required to produce a doctor’s certificate indicating date(s) of all clinical assess- ments, current medical restrictions and fitness to resume (or not resume) to regular or alternate duties. For non-occupational injury or illness of 15 consecutive work days or more or when returning to work with med- ical restrictions after a non-occupational injury or illness of any length of time, the employee must submit written authorization from their physician to the Health Services Section prior to the return to work date providing the above information. The employee may be required to visit the Health Services Section for a Return To Work health assessment. From April 22, 2005 until December 31, 2005, all bargaining unit mem- bers will not be required to provide a medical note for the first three days of absence for sickness or injury within that period. The TTC will delete SBA By-law no. 4 which states “[f]or the third and subsequent incidents of illness in a calendar year, the first day will be deducted”. Employees required to report to the Health Services Section for a peri- odic health assessment will have any loss of pay made up. Should a dispute arise between the employee’s physician and the Health Services Section as to fitness to resume (or not) their regular or other work, the employee shall be referred to an independent medical consultant mutually agreed upon by the Union and the TTC for an inde- pendent medical examination (IME), and the consultant’s opinion of the employee’s physical or mental condition shall be considered in the decision finally made as to the employee’s fitness to resume their regular or other work. In lodging an appeal from the Health Service’s original decision, the employee shall guarantee the payment of the consultant’s fee. Should the original decision of the Health Services be revised, the TTC shall pay the consultant’s fee. Should the Health Service’s original decision be sustained, the consultant’s fee shall be paid by the employee. In all disputes respecting fitness for work (or not) on medical grounds, the independent medical assessment must be utilized before proceeding to arbitration. The letter of referral to the independent medical consul- tant shall be signed by a representative of Management and a repre- sentative of the Union and shall contain information provided by the employee’s own Physician as well as any other pertinent information. It shall also direct the independent medical consultant to send to both the Health Services Section and the Union any report or correspondence concerning the employee or any matter arising out of the referral. The employee shall be required to sign a letter authorizing the foregoing. Should the independent medical consultant’s decision remain in dispute concerning the employee’s fitness for duties, no medical evidence con- cerning the employee’s diagnosis or prognosis other than that provided to the independent medical consultant shall be introduced at any arbi- tration hearing. Employees will be required to notify their Supervisor or Xxxxxxxxxx of their intention of returning to work the day before actually returning to work. Failure to comply with the above could result in the employee being assigned other duties. It is understood that no employee will be sent home on account of inabil- ity or failure to notify the Foreperson or Supervisor.

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