Leave Rosters Sample Clauses

Leave Rosters. Each year before June 30, AER 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. The application process will include the employee nominating specific times the leave is requested, which will then be considered by AER.
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Leave Rosters. Leave roster committees will develop annual and long service leave rosters for Traincrew. Each employee classification will have a separate leave committee, and will develop leave rosters for all employees in that classification. Bundaberg depot will have its own leave committee. When allocating leave, the committees must observe the following guidelines: • No more than 10% of drivers and 10% of guards will be approved leave at any one time. • No more than 10% of Citytrain tutor drivers and 10% of tutor guards will be approved leave at any one time. • No more than 10% of the total number of driver trainers, TMIOs and DICs will be approved leave at any one time. • No more than 10% of the total number of drivers and tutor drivers in Traveltrain depots will be approved leave at any one time. • Prior to commencing their training program, trainee drivers must resubmit any pre- approved leave to the Company for review. Approval of the leave will be at the Company’s discretion. • After the leave rosters have been developed, they will be submitted to the Company for approval. • A maximum of 2 weeks annual leave will be granted while a trainee driver is participating in the Driver Training Program. Leave will not be approved during the theory component of the program. • The Company may approve leave applications above 10% at any one depot and/or across classifications. The Company and employees will develop and implement guidelines to assist the Leave Roster Committees to fulfil their role. Such guidelines will sit within an LOP in accordance with Clause 110.
Sample 1
Leave Rosters. There shall be a commitment at all operations to maximise the use of permanent labour by, as far as practicable, minimising the number of employees on annual leave or RDO’s at any one time. There shall be a roster for annual leave and the taking of RDO’s prepared in consultation between the manager and employees. This could include consolidation of RDO’s by agreement. Changes to such rosters shall only apply by mutual agreement.
Sample 1

Related to Leave Rosters

  • Pregnancy Sick Leave Leave for illness of a Nurse arising out of or associated with a Nurse’s pregnancy prior to the commencement of, or the ending of, pregnancy leave granted in accordance with Article 13.00, may be granted sick leave in accordance with the provisions of the Collective Agreement.

  • 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 Sick leave will be charged in one-tenth (1/10th) of an hour increments and may be used for the following reasons:

  • Bereavement Leave of Absence An employee who has a bereavement in their immediate family will be granted up to and including five (5) days absence with pay. Immediate family means spouse, (as defined in Section 2(b) of Appendix 2), parents, and child. For this provision “step” relationships are considered as immediate family. An employee who has a bereavement in their family will be granted up to and including three (3) days absence with pay. Family means brother, sister, parents-in-law, grandparents, grandchildren, son-in-law and daughter-in-law. For this provision “step” relationships are considered as family. In the event of the death of an employee's brother-in-law, sister-in-law or grand parents- in-law the employee will be given one (1) days' leave with pay to attend the funeral. An additional day's traveling time, in each direction, will be granted in order for the employee to attend the funeral if such is to be held in excess of 600 kilometers from the employees’ home.

  • Maternity/Child Care Leave A. The Board agrees to provide employees with a child care leave of absence, without pay, as set forth below:

  • Sick Leave Verification The Employer will not require verification for absences of less than 3 consecutive work days. Such verification or proof may be given to the supervisor/manager or Human Resources according to departmental policy. The Employer will not make unreasonable requests for sick leave verification.

  • Annual Leave Loading (a) In addition to their ordinary pay, an employee, other than a shiftworker, will be paid an annual leave loading of 17.5% of their ordinary pay on a maximum of 152 hours/four weeks annual leave per annum.

  • 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.

  • 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:

  • BEREAVEMENT/TANGIHANGA LEAVE 15.1 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.

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