MOU Section Sick Vacation CTO Comment Sample Clauses

MOU Section Sick Vacation CTO Comment. During the employee’s own incapacity due to illness or injury. Yes. You may keep 40 hrs. No No During the time needed by the employee to undergo medical or dental treatment or examination. Yes. You may keep 40 hrs. No No When a woman employee is disabled by pregnancy. Yes. You may keep 40 hrs. No No When the employee’s y family member as defined in the applicable law or policy is incapacitated by illness/injury and the employee must care for him/her, or for care, exam or treatment of a family member*. Yes. You may keep 40 hrs. Yes Yes You may keep 40 hours in any combination of Vacation & CTO Non-sick FMLA/CFRA** qualifying event (e.g., child bonding leave) No No No Education Leave No Yes Yes Must use all Vac. & CTO Approved, undisclosed reason or extended vacation No Yes Yes Must use all Vac. & CTO * In the event an employee is eligible to receive Paid Family Leave to care for the serious health condition of a family member or to bond with a new child, they will not be required to use sick, vacation or CTO time, while receiving that benefit. ** Family & Medical Leave Act (FMLA)/California Family Rights Act (CFRA)
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MOU Section Sick Vacation CTO Comment. During the employee’s own incapacity due to illness or injury. Yes. You may keep 40 hrs. No No During the time needed by the employee, or for an employee’s family member to undergo medical or dental treatment or examination. Yes. You may keep 40 hrs. No No When a woman employee is disabled by pregnancy. Yes. You may keep 40 hrs. No No When a family member is incapacitated by illness/injury and the employee must care for him/her, or for care, exam or treatment of a family member*. Yes. You may keep 40 hrs. Yes Yes You may keep 40 hours in any combination of Vacation & CTO Non-sick FMLA/CFRA** qualifying event (e.g., child bonding leave) No No No Approved undisclosed reason or extended vacation No No No *In the event an employee is eligible to receive Paid Family Leave to care for the serious health condition of a family member or to bond with a new child, they will not be required to use sick, vacation or CTO time, while receiving that benefit. **Family and Medical Leave Act (FMLA)/California Family Rights Act (CFRA) This Section 22.8.14 shall be interpreted as the legal minimum family care and medical leave available to eligible employees. The County may grant additional leave without pay under this Section (22.8.14) provided it is consistent with the applicable provisions of the Sonoma County Civil Service Rules, County leave policies, and other provisions of this memorandum.
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MOU Section Sick Vacation CTO Comment. During the employee’s own incapacity due to illness or injury. Required. You may keep 40 hrs. Optional Optional During the time needed by the employee to undergo medical or dental treatment or examination. Required. You may keep 40 hrs. Optional Optional
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MOU Section Sick Vacation CTO Comment. During the employee’s own incapacity due to illness or injury. Yes. You may keep 40 hrs. No No Section 16.2 (b) During the time needed by the employee to undergo medical or dental treatment or examination. Yes. You may keep 40 hrs. No No Section 16.2 (c) When a woman employee is disabled by pregnancy. Yes. You may keep 40 hrs. No No
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MOU Section Sick Vacation CTO Comment. Section 8.12 (d) When a child, spouse, or domestic partner of an employee, who is a member of the employee’s household or a person for whom the employee is entitled to a Federal Income Tax dependent exemption, or the employee’s parent or any family member as defined is incapacitated by illness/injury and the employee must care for him/her. Yes. You may keep 40 hrs. Yes Yes You may keep 40 hours in any combination of Vacation & CTO Section 18.21.3 Non-sick FMLA/CFRA* qualifying event (e.g., child bonding leave) No Yes Yes May keep 40 hrs. Any combination of Vac. & CTO
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Related to MOU Section Sick Vacation CTO Comment

  • Compensation for Holidays Falling Within Vacation Schedule If a paid holiday falls on or is observed during an Employee's vacation period, she shall be allowed an additional vacation day with pay at a time mutually agreed upon by the Employer and the Employee.

  • Vacation Schedule 1. Vacation periods shall be fixed by the Employer to suit the requirements of his business, but as far as possible and practicable, vacations will be given during the summer months, and for employees with school-age children, during the school vacations. Vacation periods shall be unbroken unless by mutual consent between Employer and employee, or where it is impractical. Grievances relating to this Section shall be subject to the Adjustment and Arbitration Procedure in this Agreement. 2. Time off, based upon service in the Industry Vacation Plan, may be granted to an employee by mutual agreement between the Employer and the employee. The Employer shall not be required to give time off based upon service under the Industry Vacation Plan. However, if such additional industry vacation time off is granted to an employee, such time off shall be counted as time worked for the purpose of computing the employee's earned vacation benefits on his next anniversary date of employment.

  • Vacation Scheduling (a) Employees shall indicate their vacation preference by February 1st of each year, and the Employer shall post the final vacation schedule by April 1st of each year. Choice of vacation period shall be based on seniority but shall be determined by the Director of Resident Care or designate having due regard to the proper operation of the Home. Vacation requests made after the posting of the vacation schedule shall be determined by the Director of Care or designate having due regard to the proper operation of the Home on a first come first serve basis, not on seniority. (b) Vacations may be taken at any time of year, and the Employer will grant request where possible, provided that vacation quotas shall not be unduly restrictive, and vacation shall not be unreasonably withheld. The Employer will give consideration to an employee’s request for vacation between the period of December 15 and January 15, provided the employee will be fulfilling her or his commitment to work either Christmas or New Year’s. (c) Employees may request pursuant to Article 13.08 to have the weekend off prior to or following their vacation. The Employer will endeavour to schedule such request subject to the following: i) Where the weekend off is granted and the employee was otherwise scheduled to work on those days, such extra days will be deemed to be vacation days; ii) The employee must have such vacation entitlement available; and, iii) The weekend off being requested must be contiguous with (i.e. consecutive with) the employee’s original vacation. (d) Prior to leaving on vacation, an employee shall be notified of the date on which to report back for work following vacation if the posted work schedule does not cover the employees’ vacation period, if the information is known to the employer. (e) Full-time employees will be granted time off in single days or multiples thereof upon request, provided the employer agrees to that request. The maximum allotment of these days will be five (5) days.

  • Vacation Schedules (a) Completed vacation schedules will be posted by April 30th of each year. The schedule will be circulated commencing February 1st of the same year. (b) An employee who does not exercise her seniority rights within two (2) weeks of receiving the vacation schedule, shall not be entitled to exercise those rights in respect to any vacation time previously selected by an employee with less seniority. (c) An employee who relocates to another work location where the vacation schedule has already been completed will not be entitled to exercise her seniority rights for that year only. However, every effort shall be made to grant vacation at the time of the employee's choice.

  • Vacation and Paid Time Off The Executive shall be entitled to vacation and paid time off in accordance with the standard policies of the Company for executives as in effect from time to time.

  • Vacation; Sick Leave During the Employment Term, the Executive shall be entitled to not less than four (4) weeks of vacation during each calendar year and sick leave in accordance with the Company’s policies and practices with respect to its executives.

  • Call Back From Vacation (a) Employees who have commenced their annual vacation shall not be called back to work, except in cases of extreme emergency. (b) When, during any vacation period, an employee is recalled to duty, he/she shall be reimbursed for all expenses incurred thereby by himself/herself, in proceeding to his/her place of duty and in returning to the place from which he/she was recalled upon resumption of vacation, upon submission of receipts (except for meals) to the Employer. (c) Time necessary for travel in returning to his/her place of duty and returning again to the place from which he/she was recalled shall not be counted against his/her remaining vacation entitlement.

  • Standard Company Benefits Executive shall be entitled to participate in all employee benefit programs for which Executive is eligible under the terms and conditions of the benefit plans that may be in effect from time to time and provided by the Company to its employees. The Company reserves the right to cancel or change the benefit plans or programs it offers to its employees at any time.

  • Vacation and Sick Leave During the Term, Executive shall be entitled to (a) sick leave in accordance with the Company’s policies applicable to similarly situated executive officers of the Company from time to time and (b) 4 weeks paid vacation each calendar year (up to 40 hours of which may be carried forward to a succeeding year).

  • Financial Services Compensation Scheme We are a participant in the Financial Services Compensation Scheme (the “FSCS”). As a retail client you may be eligible to claim compensation from the FSCS in certain circumstances if we, any approved bank, our nominee company or eligible custodian are in default. Most types of investment business are covered in full for the first £85,000 of any eligible claim. Not every investor is eligible to claim under this scheme: for further information please contact us, or the FSCS directly at xxx.xxxx.xxx.xx.

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