Kin Care Leave Sample Clauses
The Kin Care Leave clause allows employees to use a portion of their accrued sick leave to care for ill family members. Typically, this provision specifies which relatives qualify and the amount of sick leave that can be used for this purpose, such as up to half of an employee’s annual sick leave entitlement. Its core function is to provide flexibility for employees to address family health needs without losing income, thereby supporting work-life balance and compliance with applicable labor laws.
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Kin Care Leave. 1. A regular full time or regular part time Employee may use as much as one-halfof his/her annual PTO accrual amount for time off to care for a sick child, parent, spouse, registered domestic partner or child ofa registered domestic partner.
2. Child includes a biological, adopted or ▇▇▇▇▇▇ child, a stepchild, a legal ▇▇▇▇, or a child when the Employee stands in loco parentis.
3. Parent includes the biological, ▇▇▇▇▇▇ or adoptive parent, a step-parent or legal guardian.
4. Employees who desire to take a Kin Care Leave must complete a Kin Care Authorization Form for each related absence.
Kin Care Leave. An employee may use sick leave to care for a relative beginning with the first day of absence for this purpose. An employee may use up to 100% of the annual sick time as well as any carryover to care for a sick relative. For purposes of this section, the following definition of relatives applies: A “child” means a biological, adopted, or ▇▇▇▇▇▇ child, a stepchild, a legal ▇▇▇▇, or a child for whom the employee has accepted the duties and responsibilities of raising. A “parent” means a biological, ▇▇▇▇▇▇, or adoptive parent, a stepparent or a legal guardian. A mother-in-law, father-in-law, and grandparents are not “parents” for purposes of this article. “Spouse” means an individual to whom the employee is legally married. The same conditions applying to an employee’s use of sick leave apply to sick leave used for “kin care’. The Company may request written statements from the attending physician explaining the nature of the disability or physical or mental condition and the effect of such disability has on the relative and the expected duration of such disability.
Kin Care Leave. (1) In addition to Personal Necessity, employees may use up to six (6) days of their yearly sick leave received for the purposes of attending to a child, parent, spouse, or registered domestic partner who is ill.
(2) For purposes of sick leave use, a "child" is defined as a biological, ▇▇▇▇▇▇ or adopted child, stepchild or a legal ▇▇▇▇. A "child" also may be someone you have accepted the duties and responsibilities for raising, even if he/she is not your legal child.
(a) A "parent" is your biological, ▇▇▇▇▇▇, or adoptive parent, stepparent, or legal guardian.
(b) All conditions and restrictions placed on an employee's use of sick leave apply also to sick leave used for care of a child, spouse, registered domestic partner, or parent.
Kin Care Leave. An employee may use up to six (6) days (prorated by FTE) of accrued illness leave to attend to the illness of a child, parent, spouse, or domestic partner of the employee as specifically provided under the requirements of Labor Code 233. Extended Illness or Injury Leave
8.6.1. Employees shall be entitled to extended illness or injury leave of one-hundred (l00) non-cumulative working days per fiscal year inclusive of the days of accumulated illness or injury leave to which they are entitled.
8.6.2. When an employee has accumulated an equivalent of two years annual allocation of sick leave prior to an accident or illness, the employee may request and will be granted an additional 21 half days of pay beyond the 100 days differential pay allocated in Article 8.6.
8.6.3. For any use of extended illness or injury leave, the District may require verification from a physician or recognized practitioner that the employee was physically unable to perform his/her customary duties. If the site Administrator requires medical verification from the employee, it shall be provided in accordance with the provisions outlined in Article 8.1.1.
Kin Care Leave. 9.20.3.1. Employees may use up to half of their annual sick leave for the care of a sick or injured family member in accordance with California Labor Code § 233. Kin Care Leave is not additional leave and is deducted from accrued sick leave. It may be used to care for:
9.20.3.1.1. A child (biological, adopted, ▇▇▇▇▇▇, stepchild, legal ▇▇▇▇, or a child to whom the employee stands in loco parentis)
9.20.3.1.2. A parent (biological, adoptive, ▇▇▇▇▇▇, stepparent, legal guardian, or someone who stood in loco parentis when the employee was a minor)
9.20.3.1.3. A spouse or registered domestic partner 9.20.3.1.4. Designated person, or
Kin Care Leave. A unit member may use accrued sick leave to care for an ill parent, spouse, dependent child, domestic partner. The maximum leave available for this purpose on an annual basis shall be the amount of leave a unit member accrues over a six month period (Labor Code Section 233).
Kin Care Leave. Each school year, full-time unit members shall be entitled to use up to six (6) days of leave authorized by Article 16.A.1 or 16.A.2 above for the purpose of caring for an ill child, spouse, registered domestic partner or parent.
Kin Care Leave. A Bargaining Unit Member shall be entitled to use in any calendar year their accrued and available sick leave entitlement, in an amount not less than the sick leave that would be accrued during six months at the employee’s then current rate of entitlement for the following reasons:
9.10.1 Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee
9.10.2 For an employee who is a victim of domestic violence, sexual assault, or stalking the purposes as described in Labor Code section 230.
9.10.3 The Bargaining Unit Member shall submit a written or oral request to Human Resources to request and get approval for use of this leave.
Kin Care Leave. An employee may use up to six (6) days (prorated by FTE) of accrued illness leave to attend to the illness of a child, parent, spouse, or domestic partner of the employee as specifically provided under the requirements of Labor Code 233.
Kin Care Leave. To attend to an illness of a child, parent, spouse, sibling, grandparent, grandchild, registered domestic partner, or designated person per California Sick Leave Law.