Leave Roster Sample Clauses

Leave Roster. Each year before June 30, the employer shall post a leave roster at each work location showing the planned dates for clearance of annual leave by employees. Leave rosters shall be compiled with due consideration of employee requests and the equitable sharing of leave during particular seasons and periods of demand.
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Leave Roster. 34.1 A leave roster for recreation leave and long service leave will be drawn up from time to time so that commencement of the first leave scheduled on such rosters will not be less than one month after the date of the publication of the roster. 34.2 The name of every employee entitled to leave will appear on the roster. If no firm leave date is shown, a probable leave date should be shown, but, if not possible, the reason why. 34.3 A leave roster published pursuant to this clause will not be altered unless: (a) in the opinion of the Director or their delegate, an alteration is necessary having regard to the exigencies of the service; or (b) an employee requests that an alteration be made to their leave and other employees affected by the alteration consent to the alteration and the Director or their delegate approves the request. 34.4 Subject to approval of the Director or their delegate, leave accrued pursuant to clause 41.3(b)(ii)A may be taken without regard to the roster. For the purpose of clause 41.3(b)(ii)B, for the employees on the 10/14 roster, one week will be one cycle of duty on four shifts; i.e. two day shifts and two night shifts. 34.5 Subject to the approval of the Director or their delegate, no recreation leave or programmed day off may be taken which is less than two cycles of shifts, except that up to 68 hours leave may be taken without regard to the leave roster, or the two cycle limit, providing the minimum staffing levels in force at the time are not affected by such utilisation.
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Leave Roster. ‌ 43.1 A leave roster for Programmed Days Off (PDOs), recreation leave and long service leave will be drawn up from time to time so that commencement of the first leave scheduled on such rosters will not be less than one month after the date of the publication of the roster.‌ 43.2 The name of every employee entitled to leave will appear on the roster. If no firm leave date is shown, a probable leave date should be shown, but, if not possible, the reason why. 43.3 A leave roster published pursuant to this clause will not be altered unless an employee requests that an alteration be made to their leave and other employees affected by the alteration consent to the alteration and the Director or their delegate approves the request. 43.4 PDOs provided for in clause 38.1(d) and clause 85.2(d) must be acquitted prior to recreation leave or long service leave being utilised. 43.5 At least one period of recreation leave or programmed days off which is a minimum of two cycles of shifts must be rostered on the leave roster and utilised per annum. For the purposes of this clause, for employees on the 10/14 roster one week will be one cycle of duty on four shifts ie two day shifts and two night shifts. 43.6 Providing the provisions of clause 43.1 have been met, additional leave (programmed days off or recreation) of any duration can be utilised, provided the minimum staffing levels in force at the time are not affected by such utilisation. 43.7 In addition to the rostered leave provisions, the two round minimum does not apply to unrostered leave, and employees may request unrostered leave subject to the maintenance of minimum staffing levels in this agreement.
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Leave Roster. 9.1 All centres must have a planned leave roster that schedules leave on an annual basis. 9.2 Centres are to develop their own strategy for scheduling a planned leave roster. The following timetable may be used as a guide: • 1st quarter - Call for leave application for the following year. Each officer should indicate 3 preferences. • First month in 2nd quarter - Applications considered and leave plan drafted. • Second month in 3rd quarter - Staff notified of leave arrangements. Any issues with notified leave arrangements can be raised with the relevant roster manager. 9.3 Applications for leave will be considered on the following basis: • Priority 1 - Allocation of leave based on 1st, 2nd and 3rd preferences. • Priority 2 - Compassionate/special circumstances. • Priority 3 - Past leave patterns • Priority 4 - Leave applied for in blocks of greater than 3 weeks
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Leave Roster. 12.9.1 On 1 March each year or on another mutually agreed date the Employer will give notice in writing to all pilots and crew persons of its intention to compile a leave roster on an agreed basis commencing on 1 July of that year or other date by mutual agreement and advise all pilots and crewpersons to make leave requests in writing before the 30 April that year to cover such leave roster. 12.9.2 The Employer will consider such requests and will promulgate such leave roster by the 1 June each year. Pilots and crewpersons will be allowed the following 30 days after the 1 June to apply for a variance of the designated leave period. Otherwise, the leave roster, once promulgated will not be altered except by mutual consent. A copy of the leave roster will be placed on the Operations notice board at each base.
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Leave Roster. Employees will be required to provide the Esperance Port Authority by the end of June in any year two dates in order of preference during which they would like to take annual leave for the following year. The Esperance Port Authority will endeavor to allocate leave in accordance with employees’ preferences. The agreed leave roster will be posted on the amenities notice board.
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Leave Roster. (i) On 1 March each year the Chief Pilot will give notice in writing to all pilots and crewpersons of his intention to compile a leave roster on an agreed basis, commencing on 1 July of that year, and advise all pilots and crewperson to make leave requests in writing before the 30 March that year to cover such leave roster. (ii) The Chief Pilot will consider such requests and will promulgate such leave roster by 1 April each year. (iii) The leave roster, once promulgated will not be altered without the approval of the Chief Pilot or Operations Manager. (iv) A copy of the leave roster will be placed on the Operations notice board at the base.
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Related to Leave Roster

  • Sick Leave Abuse ‌ When the Employer suspects sick leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their sick leave use prior to disciplining the employee, or making reference to sick leave use in the employee’s performance evaluation. The Employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in disciplinary action for an authorized purpose. The Employer may not discriminate or retaliate against an employee for the use of paid sick leave for an authorized purpose.

  • Sick Leave Use An employee shall be granted sick leave with pay to the extent of the employee's accumulation for absences necessitated by the following conditions:

  • Sick Leave Separation Cash Out At the time of retirement from state service or at death, an eligible employee or the employee’s estate will receive cash for their compensable sick leave balance on a one (1) hour for four (4) hours basis. For the purposes of this Section, retirement will not include “vested out of service” employees who leave funds on deposit with the retirement system.

  • Extended Leave of Absence Professional employees who have attained renewable contract status may request extended leaves of absence for one (1) year without pay under any one of the circumstances listed in this section. All requests for such extended leave of absence will be applied for and granted or rejected in writing. Such application will be reviewed by the principal and superintendent. If the latter approves, he/she will recommend that the leave be granted by the Board. An employee returning from an extended leave will be assigned to the same position as that which he/she held before assuming the leave, providing that position still exists. By mutual agreement between the employer and the employees, he/she may be given a different assignment. Extended leaves of absence may be requested under, but not limited to, the following: 1. To serve in a county, state, or national public office. 2. To care for a sick member of the immediate family. 3. To serve as an exchange teacher or an overseas teacher. 4. To accept a sabbatical leave.

  • BEREAVEMENT/TANGIHANGA LEAVE 18.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 18.2 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 18.1 above. This provision will not apply if the employee is on leave without pay. 18.3 In granting time off and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • Maternity/Paternity/Adoption Leave An Employee who is expecting the birth or adoption of a child shall be entitled to maternity/paternity/adoption leave without pay, provided she presents a medical certificate confirming the probable date of confinement, or in the case of adoption, gives the Employer notice of eligibility. Except in extenuating circumstances, the notice shall be submitted in writing at least twenty-eight (28) days in advance of the leave and shall specify the probable date of commencement and the anticipated length of leave. The following conditions shall apply: (a) Leave of Absence for maternity/paternity/adoption shall be for up to eighteen (18) months as requested by the Employee, except in extenuating circumstances when, in the opinion of a medical practitioner, the leave should be further extended. (b) Upon return from such leave, the Employee will resume employment at the same worksite, in the same or in a comparable position prior to the granting of such leave. In the event the Employee on Maternity/Paternity/Adoption Leave is affected by lay off, she shall be afforded access to the provisions of Article 26, Layoff And Work Resumption. (c) Notice of intention to return to work or request for a change of the length of the leave of absence, must be forwarded to the Employer twenty-eight (28) days prior to the expiration of the leave. The Employee shall be entitled to one (1) extension of said leave. However, the entire length of such leave of absence shall not exceed eighteen (18) months. (d) An Employee shall have access to sick leave credits as per Article 12.07. (e) Accrual of seniority when on such leave is calculated as follows: (i) For full-time Employees, seniority shall accrue as if they were working. (ii) For other than full-time Employees who have worked for one (1) year or more: 52 Week of Leave (iii) For other than full-time Employees who have worked for less than one (1) year: (f) Supplemental Employment Insurance Maternity/Paternity/Adoption Supplemental Employment Benefit (SEB) The Employer will implement a Supplemental Employment Benefits Plan. Employees will receive the Supplementary Employment Benefits if they meet eligibility requirements. Maternity/Paternity/Adoption Supplemental Employment Benefit (SEB) shall apply to all Employees.

  • Sick Leave Donation Program A Labor Management Committee will be established for the purpose of proposing rules and procedures for a new, program. The LMC will be to develop consistent, transparent and equitable proposals for processes across all departments within the City. The LMC shall also explore proposals to lower the minimum leave bank required to donate sick leave and permit donation of sick leave upon separation from the City. The LMC must consult with the Office of Civil Rights to ensure compliance with the City’s Race and Social Justice Initiative. Once the LMC has developed its list of proposals, the City and Coalition of City Unions agrees to reopen each contract on this subject.

  • Maternity Leave Allowance ‌ (a) An employee who qualifies for maternity leave pursuant to Clause 21.1, shall be paid a maternity leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer, proof that she has applied for and is eligible to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for maternity leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan, the maternity leave allowance will consist of 15 weekly payments equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee and 85% of the employee's basic pay.

  • Annual Leave Loading During a period of annual leave an employee will receive a loading of 17.5 per cent calculated on the employee’s normal hourly rate of pay and the daily fares allowance if applicable. The loading will also apply to proportionate leave on lawful termination.

  • Extended Illness Leave When an employee is absent from his/her duties on account of illness or accident for a period of five school months or less, whether or not the illness or accident arises out of or in the course of employment, the amount deducted from the salary due the employee for any of the five-school-month periods in which absence occurs shall not exceed the sum which is actually paid a substitute employee employed to fill the employee’s position during his/her absence, or if no substitute employee was employed, the amount that would have been paid to the substitute had a substitute been employed. The sick leave, including accumulated sick leave, and the five-month period shall run consecutively. In other words, the five-month period stipulated above begins immediately after use of the employee’s current annual ten days plus any accumulated sick leave. When the employee remains absent after use of the five-month differential pay leave, the employee shall be in unpaid status. When the employee has exhausted all available sick leave, including accumulated sick leave, and continues to be absent on account of illness or accident for a period beyond the five-month period, and the employee is not medically able to resume the duties of his/her position, the employee shall, if not placed in another position, be placed on a reemployment list for a period of 24 months if the employee is on probationary status or for a period of 39 months if the employee is on permanent status. When the employee is medically able, during the 24- or 39-month period, the employee shall be returned to employment in a position for which he/she is credentialed and is qualified. The 24-or 39-month period shall commence at the expiration of the five-month period described above. This five-month period shall be implemented as set forth in the mandatory provisions of Education Code Section 44977 (as amended by SB 1019, Chapter 30 of the Statutes of 1998) and the mandatory provisions of Education Code Section 44978.1 (as newly enacted by the same Chapter 30 of the Statutes of 1998.)

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