Illness on the Job Sample Clauses

Illness on the Job. An employee who becomes ill at work, and has worked for at least two (2) hours, may be given permission to leave by his or her supervisor in order to be paid for the balance of the work day without charge to sick leave. This is a privilege which is provided for illness and not for the purpose of coming to work for two (2) hours so as not to be charged for the balance of the day. This privilege shall not be provided for an employee who has used it two (2) or more times during the fiscal year.
Sample 1See All (4)
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Illness on the Job. Volunteers shall immediately report any suspected or actual on-the-job injury or occupational illness to staff regardless of degree of severity. Volunteers are covered by Worker’s Compensation while performing volunteer duties by the City of insurance policy. Volunteers are not to have contact with the media or its representatives in regards to a City of Sherwood without approval from their department manager. The media is defined as, but not limited to; people and sources related to television, radio, newspapers, magazines and new media/internet services. The City of Sherwood is committed to placing qualified volunteers without regard to race, sex, religion, age, marital status, sexual orientation, disability or any other status protected by law. Further, the City prohibits harassment of any kind. Harassment is defined as unwelcome behavior which may include verbal or practical jokes, unwelcome touching, offensive remarks, or the display of materials which create an offensive environment. Any volunteer who feels harassed or is aware of harassment is urged to file a complaint with a Human Resources representative or any Department staff person or manager. Persons filing a complaint or participating in the investigation of a complaint are assured of confidentiality to the extent possible and will be safeguarded from retaliation.
Sample 1
Illness on the Job. Volunteers shall immediately report any suspected or actual on-the-job injury or occupational illness to Library staff regardless of degree of severity. Volunteers are covered by Worker’s Compensation while performing volunteer duties by the City of insurance policy. Volunteers are not to have contact with the media or its representatives in regards to a library issue without approval from the Community Services Director or the Library Manager. The media is defined as, but not limited to; people and sources related to television, radio, newspapers, magazines and new media/internet services. The City of Sherwood is committed to placing qualified volunteers without regard to race, sex, religion, age, marital status, sexual orientation, disability or any other status protected by law. Further, the City prohibits harassment of any kind. Harassment is defined as unwelcome behavior which may include verbal or practical jokes, unwelcome touching, offensive remarks, or the display of materials which create an offensive environment. Any volunteer who feels harassed or is aware of harassment is urged to file a complaint with a Human Resources representative or any Department staff person or manager. Persons filing a complaint or participating in the investigation of a complaint are assured of confidentiality to the extent possible and will be safeguarded from retaliation.
Sample 1

Related to Illness on the Job

  • Vacations and Sick Leave The Executive shall be entitled to paid annual vacation leave in accordance with the policies as established from time to time by the Board of Directors, which shall in no event be less than four weeks per annum. The Executive shall also be entitled to an annual sick leave benefit as established by the Board for senior management employees of the Bank. The Executive shall not be entitled to receive any additional compensation from the Bank for failure to take a vacation or sick leave, nor shall he be able to accumulate unused vacation or sick leave from one year to the next; provided, however, such Executive may carry forward from year to year a maximum of ten days of unused vacation leave.

  • Critical Illness Leave (i) An Employee who has completed at least ninety (90) days of employment, and is a family member of a critically ill child or a critically ill qualified adult relative, is entitled to leave of absence without pay or benefits: • for a period of up to thirty-six (36) weeks to care for their critically ill child; or, • for a period of up to sixteen (16) weeks to care for a critically ill qualified adult relative.

  • 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;

  • 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.

  • Family Sick Leave An employee may use sick leave credits for family illness or injury only if the employee must provide direct care to an immediate family member. For purposes of family sick leave, “immediate family member” will mean the employee’s parent, spouse, or child, including step-child and xxxxxx child.

  • Vacation and Sick Leave During the Term, Executive shall be entitled to (a) sick leave in accordance with the Company’s policies applicable to similarly situated executive officers of the Company from time to time and (b) 4 weeks paid vacation each calendar year (up to 40 hours of which may be carried forward to a succeeding year).

  • Personal Illness or Disability The bargaining unit member may use all or any portion of his/her leave to recover from his/her own illness or disability, or for the illness or disability of any member of his/her immediate family as defined below, which shall include all disabilities caused or contributed to by pregnancy, miscarriage, childbirth and recovery.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • Illness Leave Employees on an illness leave shall use all of their available entitlement time (i.e., vacation and paid or unpaid personal days) prior to using excused unpaid time.

  • Reinstatement of Vacation Days - Sick Leave In the event an employee is sick or injured prior to the commencement of his/her vacation, such employee shall be granted sick leave and the vacation period so displaced shall be added to the vacation period if requested by the employee and by mutual agreement, or shall be reinstated for use at a later date.

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