Common use of Interpersonal Violence Leave Clause in Contracts

Interpersonal Violence Leave. (a) For the purpose of this Article the meaning of “common-law partner”, “dependent”, “interpersonal violence” and “parent” are as defined in Section 59.9(1) and 59.11(1) of the Manitoba Employment Standards Code. (b) An employee is entitled to interpersonal violence leave if: (i) the employee or a dependent is a victim of interpersonal violence; and (ii) the employee has been employed by the same employer for at least ninety (90) days. (c) An employee is entitled to both the following periods of interpersonal violence leave in each fifty-two (52) week period: (i) leave of up to ten (10) days, which the employee may choose to take intermittently or in one continuous period. (ii) leave of up to seventeen (17) weeks to be taken in one continuous period. (iii) employee can take the leave in any order that meets their individual circumstance. (d) An employee may take an interpersonal violence leave only for one or more of the following purposes as they relate to the employee or to a dependent: (i) to seek medical attention in respect of a physical or psychological injury or disability caused by the domestic violence. (ii) to obtain services from a victim service organization. (iii) to obtain psychological or other professional counselling. (iv) to relocate temporarily or permanently. (v) to seek legal or law enforcement assistance, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic violence. (vi) any other prescribed purpose. (e) For the purpose of this section, a child is also considered to be a victim of interpersonal violence if they are directly or indirectly exposed to interpersonal violence experience by: (i) a parent (ii) a parent or child of a person referred to in clause (a) (iii) a spouse or common-law partner of the child (iv) a child of the child or (v) any other person who lives with the child as a member of their family (f) An employee is entitled to be paid for up to five (5) days of interpersonal violence leave in a fifty-two (52) week period. Employees will be responsible to notify the employer of the days to be paid. (g) An employee who wishes to take leave under this article must provide as much notice as is reasonable and practicable to the employer. (h) An employee may end their leave earlier than the date specified by giving the employer written notice of at least two (2) weeks. Where an employee has been provided necessary time off under this section, and where the employer has made arrangements for alternate staffing for covering the anticipated absence, the employer shall have the right to cancel the relief shifts scheduled to cover the anticipated absence without additional cost. (i) An employee taking leave under this section is required to provide the employer with reasonable verification of the necessity of the leave upon request. (j) Situations involving interpersonal violence shall be treated in strict confidence by both the employer and the Union (where relevant) except where disclosure to another employee is required in order for them to carry out their duties, where disclosure is required by law or where the employee has given consent.

Interpersonal Violence Leave. (a) For the purpose purposes of this Article the meaning of “common-law partner”, “dependentdependant”, “interpersonal violence” and “parent” are as defined in Section 59.9(1) and 59.11(1) of the Manitoba Employment Standards Code. (ba) An employee is entitled to interpersonal violence leave if: (i) the The employee or a dependent is a victim of interpersonal violence; and (ii) the The employee has been employed by the same employer for at least ninety (90) days. (cb) An employee is entitled to both the following periods of interpersonal violence leave in each fifty-two (52) week period: (i) leave Leave of up to ten (10) days, which the employee may choose to take intermittently or in one continuous period.; (ii) leave Leave of up to seventeen (17) weeks to be taken in one continuous period.; (iii) employee can Employees may take the leave in any order that meets their individual circumstancecircumstances. (dc) An employee may take an interpersonal violence leave only for one or more of the following purposes as they relate to the employee or to a dependent: (i) to To seek medical attention in respect of a physical or psychological injury or disability caused by the domestic interpersonal violence. (ii) to To obtain services from a victim service services organization.; (iii) to To obtain psychological or other professional counselling.; (iv) to To relocate temporarily or permanently.; (v) to To seek legal or law enforcement assistance, including preparing for or participating in any civil or criminal legal proceeding related to or ore resulting from the domestic interpersonal violence.; (vi) any Any other prescribed purpose. (ed) For the purpose purposes of this section, a child is also considered to be a victim of interpersonal violence if they are directly or indirectly exposed to interpersonal violence experience experienced by: (i) a A parent; (ii) a A parent or child of a person referred to in clause (ai); (iii) a A spouse or common-law partner of the child; (iv) a A child of the child child; or (v) any Any other person who lives with the child as a member of their family. (e) Subject to Article 26:06(f), leave taken under this section is unpaid leave. (f) An employee is entitled to shall be paid for granted up to five (5) days of interpersonal violence leave in a fifty-fifty- two (52) week period. Employees will be responsible to notify the employer of the days to be paid. (g) An employee who wishes to take leave period as paid leave, provide that when giving notice under this article must provide as much notice as is reasonable and practicable to the employer. (h) An employee may end their leave earlier than the date specified by giving the employer written notice of at least two (2) weeks. Where an employee has been provided necessary time off under this section, and where the employer has made arrangements for alternate staffing for covering the anticipated absence, the employer shall have the right to cancel the relief shifts scheduled to cover the anticipated absence without additional cost. (i) An employee taking leave under this section is required to provide the employer with reasonable verification of the necessity of the leave upon request. (j) Situations involving interpersonal violence shall be treated in strict confidence by both the employer and the Union (where relevant) except where disclosure to another employee is required in order for them to carry out their duties, where disclosure is required by law or where the employee has given consent.Article 26:06

Interpersonal Violence Leave. (a) For the purpose of this Article Article, the meaning of “commonCommon-law partnerPartner”, “dependentDependant”, “interpersonal violence” Interpersonal Violence”, and “parentParent” are as defined in Section sections 59.9(1) and 59.11(1) of the Manitoba Employment Standards Code. (ba) An employee is entitled to interpersonal violence leave if: (i) the The employee or a dependent is a victim of interpersonal violence; and (ii) the The employee has been employed by the same employer Employer for at least ninety (90) days. (cb) An employee is entitled to both the following periods of interpersonal violence leave in each fifty-two (52) week period: (i) leave Leave of up to ten (10) days, which the employee may choose to take intermittently or in one (1) continuous period. (ii) leave Leave of up to seventeen (17) weeks to be taken in one (1) continuous period. (iii) employee can Employees may take the leave in any order that meets their individual circumstancecircumstances. (dc) An employee may take an interpersonal violence leave only for one (1) or more of the following purposes as they relate to the employee or to a dependent: (i) to To seek medical attention in respect of a physical or psychological injury or disability caused by the domestic interpersonal violence. (ii) to To obtain services from a victim service services organization. (iii) to To obtain psychological or other professional counselling. (iv) to To relocate temporarily or permanently. (v) to To seek legal or law enforcement assistance, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic interpersonal violence. (vi) any Any other prescribed purpose. (ed) For the purpose of this sectionArticle, a child is also considered to be a victim of interpersonal violence if they are directly or indirectly exposed to interpersonal violence experience experienced by: (i) a A parent. (ii) a A parent or child of a person referred to in clause (a)i) above. (iii) a A spouse or common-law partner of the child. (iv) a A child of the child orchild. (v) any Any other person who lives with the child as a member of their family. (e) Subject to Article 11:10(f), leave taken under this Article is unpaid leave. (f) An employee is entitled to shall be paid for granted up to five (5) days of interpersonal violence leave in a fifty-fifty- two (52) week period. Employees will be responsible to notify the employer of the days to be paid. (g) An employee who wishes to take leave period as paid leave, provided that when giving notice under this article must provide as much notice as is reasonable and practicable to the employer. (h) An employee may end their leave earlier than the date specified by giving the employer written notice of at least two (2) weeks. Where an employee has been provided necessary time off under this section, and where the employer has made arrangements for alternate staffing for covering the anticipated absence, the employer shall have the right to cancel the relief shifts scheduled to cover the anticipated absence without additional cost. (i) An employee taking leave under this section is required to provide the employer with reasonable verification of the necessity of the leave upon request. (j) Situations involving interpersonal violence shall be treated in strict confidence by both the employer and the Union (where relevant) except where disclosure to another employee is required in order for them to carry out their duties, where disclosure is required by law or where the employee has given consent.Article 11:10

Interpersonal Violence Leave. (a) For the purpose purposes of this Article the meaning of “common-law partner”, “dependentdependant”, “interpersonal violence” and “parent” are as defined in Section sections 59.9(1) and 59.11(1) of the The Manitoba Employment Standards Code. (b) An employee is entitled to interpersonal violence leave if: (i) the employee or a dependent is a victim of interpersonal violence; and (ii) the employee has been employed by the same employer Employer for at least ninety (90) days. (c) An employee is entitled to both the following periods of interpersonal violence leave in each fifty-two (52) week period: (i) leave of up to ten (10) days, which the employee may choose to take intermittently or in one continuous period.; (ii) leave of up to seventeen (17) weeks to be taken in one continuous period.; (iii) employee employees can take the leave in any order that meets their individual circumstancecircumstances. (d) An employee may take an interpersonal violence leave only for one or more of the following purposes as they relate to the employee or to a dependentdependant: (i) to seek medical attention in respect of a physical or psychological injury or disability caused by the domestic violence.; (ii) to obtain services from a victim service services organization.; (iii) to obtain psychological or other professional counselling.; (iv) to relocate temporarily or permanently.; (v) to seek legal or law enforcement assistance, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic violence.; (vi) any Any other prescribed purpose. (e) For the purpose of this section, a child is also considered to be a victim of interpersonal violence if they are directly or indirectly exposed to interpersonal violence experience experienced by: (i) a parent; (ii) a parent or child of a person referred to in clause (ai); (iii) a spouse or common-law partner of the child; (iv) a child of the child child; or (v) any other person who lives with the child as a member of their family. (f) Subject to Article 1719 (g), leave taken under this section is unpaid leave. (g) An employee is entitled to shall be paid for granted up to five (5) days of interpersonal violence leave in a fifty-two (52) week period. Employees will be responsible to notify period as paid leave, provided that when giving notice under Article 1719 (h) the employer of employee notifies the days Employer which days, if any, are to be paidpaid leave. (h) Subject to Article 1303 an employee shall be entitled to utilize income protection or banked time for the five (5) days paid leave in Article 1719 (g). (i) If an employee takes any part of a day as leave under this Article, the Employer may count that day as a day of leave for the purpose of this Article. (j) An employee who wishes to take leave under this article must provide as much notice as is reasonable and practicable to the employerEmployer. (hk) An employee who has taken leave under 1719 (c) ii) may end their leave earlier than the date specified by giving the employer Employer written notice of at least two (2) weeks. Where an employee has been provided necessary time off under this sectionArticle, and where the employer Employer has made arrangements for alternate staffing for covering the anticipated absence, the employer Employer shall have the right to cancel the relief shifts scheduled to cover the anticipated absence without additional cost. (il) An employee taking leave under this section Article is required to provide the employer Employer with reasonable verification of the necessity of the leave upon request. (jm) Situations involving interpersonal violence shall be treated in strict confidence by both the employer Employer and the Union (where relevant) except where disclosure to another employee is required in order for them to carry out their duties, where disclosure is required by law or where the employee has given consent.