Common use of Interpersonal Violence Leave Clause in Contracts

Interpersonal Violence Leave. Employees who have been employed for ninety (90) days and who are victims of domestic violence, sexual violence and/or stalking shall be entitled to Interpersonal Violence Leave with pay as provided in The Employment Standards Code (Manitoba) and Regulations. Employees may use Interpersonal Violence Leave to: (a) seek medical attention for themselves or their minor child for a physical or psychological injury or disability caused by the domestic violence; (b) obtain services from a victim services’ organization; (c) obtain psychological or other professional counselling; (d) temporarily or permanently relocate to a safe place; (e) seek legal help or law enforcement assistance, including participating in any civil or legal proceeding related to the interpersonal violence. There are two (2) parts to Interpersonal Violence Leave. One (1) part of the leave allows employees to take up to ten (10) days in consecutive or intermittent days in a fifty-two (52) week period, as needed by the employee. The other part allows employees to take up to seventeen (17) weeks in a fifty-two (52) week period in one (1) continuous period. Employees can take the leave in any order that meets their individual circumstances. Employees are entitled to be paid to a maximum of five (5) days of Interpersonal Violence Leave in a fifty-two (52) week period. It is the employee’s responsibility to notify the Employer of the days to be paid. The amount paid to the employee shall be no less than the wages they would normally earn for their regular hours of work. An employee wishing to take Interpersonal Violence Leave must give the Employer as much notice as is reasonable and practicable in the circumstances. The Employer may require the employee to provide reasonable verification of the necessity of the leave. An employee taking Interpersonal Violence Leave, who has accrued sick leave credits, may use such sick leave credits to fund all or part of the Interpersonal Violence Leave. Employees may end the leave earlier than seventeen (17) weeks by giving the Employer two (2) weeks’ notice in writing before the day they intend to return to work. The Employer and employee may agree to a different schedule for returning to work. An employee who wishes to resume employment on the expiration of leave granted in accordance with this Article shall be reinstated in the position occupied at the time such leave commenced.

Interpersonal Violence Leave. Employees (a) An employee who have is a victim of interpersonal violence and has been employed for at least ninety (90) days and who are victims of domestic violence, sexual violence and/or stalking shall be is entitled to Interpersonal Violence Leave with pay as provided both of the following interpersonal violence leaves in The Employment Standards Code each fifty-two (Manitoba52) and Regulations. Employees may use Interpersonal Violence Leave toweek period: (ai) Leave of up to ten (10) days, which the employee may choose to take intermittently or in one (1) continuous period; and (ii) Leave of up to seventeen (17) weeks to be taken in one (1) continuous period. (b) An employee may take an interpersonal violence leave only for one (1) or more of the following purposes: (i) To seek medical attention for themselves the employee or their minor the employee’s child for in the respect of a physical or psychological injury or disability caused by the domestic violence; (bii) To obtain services from a victim services’ services organization; (ciii) To obtain psychological or other professional counsellingcounseling; (div) To relocate temporarily or permanently relocate to a safe placepermanently; (ev) To seek legal help or law enforcement assistance, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the interpersonal domestic violence. There are two ; (2vi) parts Any other prescribed purpose. (c) Subject to Interpersonal Violence Leave. One section 21:12(d), leave taken under this Article is unpaid leave. (1d) part of the leave allows employees to take An employee shall be granted up to ten five (105) days of paid interpersonal violence leave in consecutive or intermittent days in a each fifty-two (52) week period, as needed by provided that when giving notice under section 21:12(e) the employee. The other part allows employees to take up to seventeen (17) weeks in a fifty-two (52) week period in one (1) continuous period. Employees can take employee notifies the leave in any order that meets their individual circumstances. Employees Employer which days, if any, are entitled to be paid leave. An employee shall be required to a maximum of first use any available family leave days under Article 22:03 and any available sick leave days under Article 27, which days shall count towards the five (5) days of Interpersonal Violence Leave in a fifty-two (52) week period. It is the employee’s responsibility paid interpersonal violence leave to notify the Employer of the days to be paid. The amount paid to which the employee shall be no less than the wages they would normally earn for their regular hours of work. is entitled. (e) An employee wishing who wishes to take Interpersonal Violence Leave leave under this Article must give the Employer provide as much notice as is reasonable and practicable in to the circumstances. The Employer may require the employee to provide reasonable verification of the necessity of the leave. Employer. (f) An employee taking Interpersonal Violence Leave, who has accrued sick leave credits, may use such sick leave credits to fund all or part of the Interpersonal Violence Leave. Employees may end the their leave earlier than seventeen (17) weeks early by giving providing the Employer two at least one (21) weeks’ pay period’s notice in writing before the day they intend wish to return to work. The Where an employee has been provided the necessary time off under this Article, and where the Employer and employee may agree to a different schedule for returning to work. An employee who wishes to resume employment on the expiration of leave granted in accordance with this Article shall be reinstated in has backfilled the position occupied at by temporary assignment, the time such Employer shall have the right to end the backfill. (g) In the event that the death of the adult occurs during this period of leave, critical illness of an adult leave commencedceases immediately. (h) Seniority will accrue as outlined in Article 9:08.

Interpersonal Violence Leave. (a) Employees who have been employed for at least ninety (90) days and who are victims of domestic violence, sexual interpersonal violence and/or stalking as defined under The Employment Standards Code (Manitoba) shall be entitled to Interpersonal Violence Leave with without pay except as provided in The Employment Standards Code for under sub-article 18.13 (Manitobad) and Regulations. below. (b) Employees may use Interpersonal Violence Leave to: (ai) seek medical attention for themselves or their minor child for a physical or psychological injury or disability caused by the domestic interpersonal violence; (bii) obtain services from a victim services’ organization; (ciii) obtain psychological or other professional counselling; (div) temporarily or permanently relocate to a safe place; (ev) seek legal help or law enforcement assistance, including participating in any civil or legal proceeding related to the interpersonal violence. . (c) There are two (2) parts to Interpersonal Violence Leave. One (1) part of the leave allows employees to take up to ten (10) days in consecutive or intermittent days in a fifty-two (52) week period, as needed by the employee. The other part allows employees to take up to seventeen (17) weeks in a fifty-two (52) week period in one (1) continuous period. Employees can take the leave in any order that meets their individual circumstances. . (d) Employees are entitled to be paid to a maximum of five (5) days of Interpersonal Violence Leave in a fifty-two (52) week period. It is the employee’s responsibility to notify the Employer Company of the days to be paid. The amount paid to the employee shall be no less than the wages they would normally earn for their regular hours of work. . (e) An employee wishing to take Interpersonal Violence Leave must give the Employer as much notice as is reasonable and practicable in the circumstances. The Employer Company may require the employee to provide reasonable verification of the necessity of the leave. . (f) An employee taking Interpersonal Violence Leave, who has accrued sick leave credits, may use such sick leave credits to fund all or part of the Interpersonal Violence Leave. . (g) Employees may end the leave earlier than seventeen (17) weeks by giving the Employer Company two (2) weeks’ notice in writing before the day they intend to return to work. The Employer Company and employee employees may agree to a different schedule for returning to work. An . (h) At the end of an employee’s leave under this Article, the Company shall reinstate the employee who wishes to resume employment on the expiration of leave granted in accordance with this Article shall be reinstated in the position the employee occupied at when the time such leave commencedbegan or to a comparable position, with not less than the wages and any other benefits earned by the employee immediately before the leave began, unless the Company lays off the employee or terminates their employment or fails to reinstate for reasons unrelated to the leave.

Interpersonal Violence Leave. Employees who have been employed for ninety (90) days and who are victims of domestic violence, sexual violence and/or stalking shall be entitled to Interpersonal Violence Leave with pay as provided in The Employment Standards Code (Manitoba) and Regulations. Employees may use Interpersonal Violence Leave to:. (a) seek medical attention for themselves or their minor child for a physical or psychological injury or disability caused by the domestic violence; (b) obtain services from a victim services’ organization; (c) obtain psychological or other professional counselling; (d) temporarily or permanently relocate to a safe place; (e) seek legal help or law enforcement assistance, including participating in any civil or legal proceeding related to the interpersonal violence. There are two (2) parts to Interpersonal Violence Leave. One (1) part of the leave allows employees to take up to ten (10) days in consecutive or intermittent days in a fifty-two (52) week period, as needed by the employee. The other part allows employees to take up to seventeen (17) weeks in a fifty-two (52) week period in one (1) continuous period. Employees can take the leave in any order that meets their individual circumstances. Employees are entitled to be paid to a maximum of five (5) days of Interpersonal Violence Leave in a fifty-two (52) week period. It is the employee’s responsibility to notify the Employer of the days to be paid. The amount paid to the employee shall be no less than the wages they would normally earn for their regular hours of work. An employee wishing to take Interpersonal Violence Leave must give the Employer as much notice as is reasonable and practicable in the circumstances. The Employer may require the employee to provide reasonable verification of the necessity of the leave. An employee taking Interpersonal Violence Leave, who has accrued sick leave credits, may use such sick leave credits to fund all or part of the Interpersonal Violence Leave. Employees may end the leave earlier than seventeen (17) weeks by giving the Employer two (2) weeks’ notice in writing before the day they intend to return to work. The Employer and employee may agree to a different schedule for returning to work. An employee who wishes to resume employment on the expiration of leave granted in accordance with this Article shall be reinstated in the position occupied at the time such leave commenced.