Kinship Obligation Leave Sample Clauses

Kinship Obligation Leave. This is a new clause in the new Agreement which provides a definition of Australian First Nation's 'kinship' and provides up to 5 days paid leave per annum for 'Sorry Business' or related purposes.
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Kinship Obligation Leave. 69.1 An Australian First Nation’s employee may take up to five days paid kinship obligation leave each year for the purposes of attending Sorry Business or related purposes. Sorry Business refers to cultural practices and protocols undertaken after someone’s passing. 69.2 For the purposes of this clause, ‘kinship’ means: Australian First Nations kinship where there is a connection, relationship or obligation under the customs, traditions or cultures of the communities, groups or families to which the employee belongs. 69.3 The leave is in addition to any other leave available to the employee under this Agreement and may be taken in broken periods and at half pay. 69.4 Where an employee utilises an amount of kinship obligation leave at half pay: a) Leave entitlements will accrue as if the employee had utilised the amount of kinship obligation leave at full pay. b) Salary and allowances will be paid at 50% of the usual rate, for the entire period of half pay. 69.5 The leave does not accrue progressively or accumulate from year to year and there is no residual entitlement to be paid on cessation of employment.
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Kinship Obligation Leave. An Australian First Nation’s employee may take up to five days paid kinship obligation leave each year for the purposes of attending sorry business or related purposes. Sorry Business refers to cultural practices and protocols undertaken after someone’s passing. For the purposes of this clause, ‘kinship’ means: Australian First Nations kinship where there is a connection, relationship or obligation under the customs, traditions or cultures of the communities, groups or families to which the employee belongs. The leave is in addition to any other leave available to the employee under this Agreement and may be taken in broken periods and at half pay. Where an employee utilises an amount of kinship obligation leave at half pay:
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Kinship Obligation Leave. An Australian First Nation’s employee may take up to 5 days paid kinship obligation leave each year for the purpose of attending Sorry Business or related purposes. Sorry Business refers to cultural practices and protocols undertaken after someone’s passing. For the purposes of this clause, ‘kinship’ means: Australian First Nations kinship where there is a connection, relationship or obligation under the customs, traditions or cultures of the communities, groups, or families to which the employee belongs. The leave is in addition to any other leave available to the employee under this Agreement and may be taken in broken periods and at half pay. Where an employee utilises an amount of kinship obligation leave at half pay: (a) Leave entitlements will accrue as if the employee had utilised the amount of kinship obligation leave at full pay. (b) Salary and allowances will be paid at 50% of the usual rate, for the entire period of half pay. The leave does not accrue progressively or accumulate from year to year and there is no residual entitlement to be paid on cessation of employment. Notice requirements (a) An employee must provide the CEO with notice of the taking of leave as soon as practicable (which may be a time after the leave has started), and must advise of the period, or expected period, of the leave. (b) The CEO may require an employee to produce evidence that would satisfy a reasonable person of the need for kinship obligation leave.
Sample 1
Kinship Obligation Leave. (a) An Australian First Nation’s member may take up to five days/shifts on paid kinship obligation leave each year for the purpose of attending Sorry Business or related purposes. Sorry Business refers to cultural practices and protocols undertaken after someone’s passing. (b) For the purpose of this clause, ‘kinship’ means: Australian First Nations kinship where there is a connection, relationship or obligation under the customs, traditions or cultures of the communities, groups or families to which the member belongs. (c) The leave is in addition to any other leave available to the member under this Agreement and may be taken in broken periods and at half pay. (d) Where a member utilises an amount of kinship obligation leave at half pay: (i) Leave entitlements will accrue as if the member had utilised the amount of kinship obligation leave at full pay. (ii) Salary and allowances will be paid at 50% of the usual rate, for the entire period of half pay. (e) The leave does not accrue progressively or accumulate from year to year and there is no residual entitlement to be paid on cessation of employment.
Sample 1
Kinship Obligation Leave. This is a new clause in the Agreement. The clause provides for the new entitlement of up to five days paid leave per annum to allow for Australian First Nations Medical Officers to attend to Sorry Business or related purposes. This is clause 59 in the current Agreement. The clause has been changed to extend the provisions to cover sexual violence which occurs outside of the family or domestic setting. Reference to By-law 18 ‘Miscellaneous Leave’ as been removed as the provisions regarding the paid leave have been incorporated into the new Agreement.
Sample 1
Kinship Obligation Leave. An Australian First Nation’s employee may take up to five days paid kinship obligation leave each year for the purpose of attending Sorry Business or related purposes. Sorry Business refers to cultural practices and protocols undertaken after someone’s passing.
Sample 1
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Related to Kinship Obligation Leave

  • Post-Employment Obligations Executive agrees that the following obligations are reasonable and are necessary to protect Employer’s business. Executive further acknowledges that these obligations do not restrict his ability to be gainfully employed, and he acknowledges that any geographic boundary, scope of prohibited activities, and time duration in these obligations are reasonable in nature and no broader than are necessary to protect the Employer’s legitimate business interests. In consideration for his employment and for Employer’s promises herein, Executive agrees that, for a period of two (2) years following his last day of employment, except with the express written consent of the Board, he shall not either directly or indirectly, for himself or on behalf or in conjunction with any other person, partnership, corporation or other entity: (i) own, maintain, engage in, render any services for, manage, have any financial interest in, or permit his name to be used in connection with as a shareholder, bondholder, creditor, officer, director, partner, agent, contractor with, employer or representative of, or in any manner associated with, or give financial, technical or other assistance to, any person, firm or corporation for the purpose of engaging in the copier/office equipment dealer, distribution, sales or service business, or in any other business in which Executive is actively engaged in on behalf of Employer, within a 100 mile radius of any of Employer’s office facilities in the United States of America that Employer operates an office facility in existing on the date of Executive’s termination of employment (the “Current Trade Area”); (ii) enter into any agreement with, service, assist or solicit the business of any persons or entities who were customers of Employer as of, or within two (2) years of, the date of Executive’s termination of employment, for the purpose of providing copier/office equipment dealer sales or service to such customers in the Current Trade Area in competition with Employer or any of its affiliates or to cause such customers to reduce or end their business with Employer; or (iii) enter into any agreement with, or solicit the employment of any persons who were employees, consultants or representatives of Employer as of, or within two (2) years of, the date of Executive’s termination of employment, for the purpose of causing such persons to leave the employment of Employer; provided, however, that no owner of less than one percent (1%) of the outstanding stock of any publicly-traded corporation shall be deemed to be in violation of this Section 4(b) solely by reason thereof.

  • EMPLOYER OBLIGATION The Supplier shall comply with the requirements of the Pensions Act 2008 and the Transfer of Employment (Pension Protection) Regulations 2005.

  • Child Rearing Leave Subd. 1 Child rearing leave of absences shall be available to teachers for a period of time, not to exceed twelve (12) calendar months, for the purpose of caring for a newborn infant or pre-school adopted child for which the applicant has the legal responsibility for the care and/or support of said child. Such leave may be taken subsequent to birth of the teacher's child, or in the case of adoption, when the child is physically turned over to the teacher-parent. a. At least two (2) calendar months prior to the estimated delivery date of the child, the employee shall be required to notify the Employer in writing whether or not the employee intends to take child rearing leave. This election may be changed at any time before the teacher is no longer disabled from working due to childbirth or pregnancy related disability or before the fifteenth (15th) day after the birth of the child, whichever is sooner. b. Upon filing an application for adoption of a pre-school child, the employee shall be required to notify the Employer, in writing, of the teacher's intention to take a child rearing leave. Such notice to include the estimated date when such leave shall become effective. Subd. 3 In connection with the election to take child rearing leave, the teacher shall submit a request for such leave in writing. Such request shall include an estimated commencement date and return date. The estimated commencement date shall be the physician's projected date the teacher will no longer be disabled from teaching due to childbirth or pregnancy related disability, or in the case of an adoption, the agency's estimated date when the child will be turned over to the parent. Subd. 4 In making the final determination under Subd. 3 concerning the duration of a child rearing leave of absence, the Employer shall not be required to grant a leave of absence in excess of two (2) semesters. The actual commencement date of child rearing leave shall be the date on which the teacher is no longer disabled due to childbirth and pregnancy related disability as determined by the physician; or, in the case of an adoption, the date when the child is physically turned over to the teacher-parent. The return date shall be twelve (12) calendar months following the actual commencement of the leave except as may be provided in Subd. 7.

  • Maternity Disability Leave Parental Leave

  • No Post-Employment Obligations No Company Employee Plan provides, or reflects or represents any liability to provide, retiree life insurance, retiree health or other retiree employee welfare benefits to any person for any reason, except as may be required by COBRA or other applicable statute, and the Company has never represented, promised or contracted (whether in oral or written form) to any Employee (either individually or to Employees as a group) or any other person that such Employee(s) or other person would be provided with retiree life insurance, retiree health or other retiree employee welfare benefit, except to the extent required by statute.

  • Obligation of Sender The Transfer Agent is authorized to promptly debit the appropriate Fund account(s) upon the receipt of a payment order in compliance with the selected security procedure (the "Security Procedure") chosen for funds transfer and in the amount of money that the Transfer Agent has been instructed to transfer. The Transfer Agent shall execute payment orders in compliance with the Security Procedure and with the Fund instructions on the execution date provided that such payment order is received by the customary deadline for processing such a request, unless the payment order specifies a later time. All payment orders and communications received after this the customary deadline will be deemed to have been received the next business day.

  • Employment During Unpaid Maternity Leave Where less than the 52 weeks Other Parent Leave is taken paid or unpaid, the unused portion of the leave cannot be banked or preserved in any way.

  • Pregnancy Disability Leave ‌ A. Leave for pregnancy or childbirth related disability is in addition to any leave granted under FMLA or WFLA. B. Pregnancy disability leave will be granted for the period of time that an employee is sick or temporarily disabled because of pregnancy and/or childbirth. An employee must submit a written request for disability leave due to pregnancy and/or childbirth in accordance with agency policy. An employee may be required to submit medical certification or verification for the period of the disability. Such leave due to pregnancy and/or childbirth may be a combination of sick leave, vacation leave, personal holiday, compensatory time, exchange time and leave without pay. The combination and use of paid and unpaid leave will be the choice of the employee.

  • ’ Compensation Leave If such determination cannot readily be made and all healthcare leave or annual leave subject to 100% payoff has been applied to the absence, the employee shall be placed on Official Leave until a final determination is made.

  • No Employment Obligation I understand that this Agreement does not create an obligation on the Company or any other person to continue my employment. I acknowledge that, unless otherwise agreed in a formal written employment agreement signed on behalf of the Company by an authorized officer, my employment with the Company is at will and therefore may be terminated by the Company or me at any time and for any reason, with or without cause.

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