Leave. Pregnancy leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this agreement. Effective on confirmation by the Employment Insurance Commission of the appropriateness of the Hospital'sSupplemental Unemployment Benefit (SUB) plan, and retroactive to date of confirmation by the Employment Insurance Commission, an employee who is on pregnancy leave as provided under this agreement and who is in receipt of Employment Insurance pregnancy benefits pursuant to Section of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between seventy-five per cent (75%) of her regular weekly earnings and the sum of her weekly Employment Insurance pregnancy benefits during her leave and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy benefits, and shall continue while the employee is in receipt of such benefits, for a maximum period of weeks for a pregnancy leave. The employee's regularweekly be determined by multiplyingher regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. This provision only applies to employees with at least months of continuous service at the hospital prior to the commencement of the pregnancy leave. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. Note: Effective April the SUB top-up level increases from Pregnant employees may requestto be transferred from their current duties if, in the professional opinion of the employee's physician the pregnancy may be at risk. If such a transfer is not feasible, the pregnant employee, if she so requests, will be granted an unpaid leave of absence before commencement of the current contractual maternity leave provisions. Parental leaves will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this agreement. Effective on confirmation by the Employment Insurance Commission of the appropriatenessof...
Leave. (a) An Employee experiencing family and domestic violence will have access to ten (10) days per year of paid family and domestic violence leave paid at the Employee’s full rate of pay. Family and domestic violence leave is available upon the Employee’s commencement of employment and resets at the start of each twelve (12) month period of the Employee’s employment. This form of leave may be used to, for example, attend legal proceedings, counseling, and appointments with a medical or legal practitioner, relocation, the making of safety arrangements and other activities associated with the experience of family and domestic violence.
(b) Family and domestic violence leave is in addition to any other existing leave entitlements, and may be taken as a consecutive ten (10) day period, a separate period of one or more days, or separate periods to which the Employer and Employee agree, including periods of less than one day.
(c) The Employee must give the Employer notice of the taking of leave under this clause as soon as practicable.
(d) In addition, the Employer may require the Employee to produce evidence that would satisfy a reasonable person that the leave is taken in accordance with s 106B(1)(b)-(1)(c) of the Fair Work Act. Such evidence may include a document issued by the police, a court, a doctor (including a medical certificate), a family violence support service, or a statutory declaration.
(e) For the avoidance of doubt, family and domestic violence leave does not cumulate from year to year and is not paid out on termination of employment.
Leave. (a) An Employee (other than casual Employees) experiencing family and domestic violence will have access to 10 days per year of paid family and domestic violence leave paid at the Employee’s minimum weekly wage rate prescribed by clause 19.1(a) of the Building and Construction General On-site Award 2010 as varied from time to time applicable to their classification to attend legal proceedings, counseling, and appointments with a medical or legal practitioner, relocation, the making of safety arrangements and other activities associated with the experience of family and domestic violence.
(b) Family and domestic violence leave is in addition to any other existing leave entitlements, and may be taken as consecutive or single days or as a fraction of a day.
(c) The Employee shall give as much notice as reasonably possible prior to taking the leave under this clause.
(d) In addition, the Employer may require the Employee to produce evidence to support the need for family and domestic violence leave such as a document issued by the police, a court, a doctor (including a medical certificate), a family violence support service, or a statutory declaration.
(e) For the avoidance of doubt, family and domestic violence leave does not cumulate from year to year and is not paid out on termination of employment.
Leave. 5.1 Employees covered by this agreement shall receive three (3) non-cumulative, paid leave days in the aggregate per year. This leave will only be utilized when the employee is delayed from returning to the community due to interruptions to a transportation service occurring within Labrador. This article shall also apply where there has been an interruption to a transportation service occurring at the last departure point directly to Labrador.
Leave i) For purposes of earned leave credits or other leave entitlements, a day shall be equal to seven decimal five (7.5) hours.
ii) When leave is granted, it will be granted on an hourly basis and the number of hours debited for each day of leave shall be equal to the number of hours of work scheduled for the employee for the day in question.
Leave. Where applicable, payment for all leave shall be calculated at the Employee’s wage rate as shown at appendix 1(A).
Leave. Every Employee shall receive a credit of six (6) hours of sick leave for each month of service, to a maximum of seventy (70) hours of sick leave per calendar year. The Employer and the Alliance agree that sick leave credits cannot be banked and accumulated from year to year. Each Employee shall be entitled to receive sick pay, at full salary, for any time lost by reason of illness or injury to the full extent of sick leave credits entitlement for that year in an Employee’s sick leave credit bank at the time of such absence, except for the Employee’s awarded compensation pursuant to the Workplace Safety and Insurance Act. Where an Employee is absent on sick leave for three (3) consecutive scheduled days or more, the Employer will require a note from the Employees physician, dentist, or other health care provider which indicates that the Employee was unable to carry out her duties. Any unused sick leave credits not used at the end of a calendar year will be forfeited. The number of days for which an Employee receives sick pay shall be deducted from the Employee’s cumulative sick leave credits. Sick leave may be taken, and accordingly deducted from sick leave credits, where sick leave is taken by an Employee for a portion of a shift, in which circumstances the deduction will be made for each hour or portion thereof which the Employee was absent from work calculating the cumulative sick leave credits hourly. An Employee who is unable to report for duty by reason of illness or injury shall cause the Employee’s immediate supervisor to be notified as soon as reasonably practicable. Upon termination of an Employee’s employment, for whatever reason, any unused sick leave credits shall be forfeited. In the event an resigns or is terminated the calendar year and the Employee has used more sick leave credits from the Employee’s sick leave credit bank, than has earned in accordance with Article for that portion of the calendar year, then the Employee shall repay the excess sick leave credits so used to the Employer and the Employer shall be entitled to deduct the amount owing any final payment to the Employee. In the event an Employee is in receipt of Short Term Disability Benefits, all earned sick leave credits, overtime credits, designated paid holiday credits, vacation credits, and other lieu time credits, may, upon written request, be utilized by the Employee until exhausted, so that the Employee may continue to receive one hundred percent (100%) of the Employee’s ...
Leave. Authorized leaves of absence may, under the provisions of the Article regarding Leaves, be credited toward the period of tenure-earning service.
Leave. (a) The Executive shall (in addition to statutory and bank holidays in Hong Kong) be entitled after completion of each year of the Appointment to 14 working days’ paid leave, which shall be taken at such time or times as may be approved by the Board. Accrued paid leave may be carried forward up to a maximum of 15 working days for each completed year or, at the option of the Board, a payment in lieu thereof to be agreed in writing between the Board and the Executive shall be made to the Executive.
(b) If the Appointment of the Executive is to terminate:
(i) on the completion of any year of service, the Executive shall be entitled to take his leave immediately prior to the end of such year of service notwithstanding that at that time the year of service shall not have been completed; or
(ii) during any year of service (for any reason other than termination pursuant to sub-clauses 12.1(b)(i), (ii) and (iii)) the Executive shall be entitled to an amount of leave proportionate to the part of the year during which he has been employed by the Company, such leave to be taken immediately prior to the termination of the Appointment.
(c) If for any reason the Executive shall not have taken his full entitlement of leave in any one year he shall not have any claim against the Company in respect thereof nor, unless the reason is the exigency of the Company’s business (of which the Company shall be the sole judge), shall he be entitled to additional leave in any year in respect of leave not taken in previous years.
Leave. A Birth Mother who does not take Leave in Article 6.04 is entitled to 37 weeks of unpaid leave, beginning after the child’s birth and within 52 weeks after that event.
