Management Leave In lieu of overtime, executive management employees receive 100 hours of management leave during each full fiscal year of service to the City. Management leave must be used in the year it is earned and cannot be carried over to succeeding fiscal years. During the first pay period in July each year, management leave hours will be credited to the eligible employee's management leave account or other designated leave bank. The City will "cash out" one quarter (1/4) of the employee’s unused management leave balance remaining on the last day of the last full pay period in June of each year and convert it to reportable compensation by paying the employee his/her hourly, regular rate of pay in effect at the time of the cash out. A management employee newly hired into the organization shall not be eligible to receive management leave during the probation period. Managers appointed from within the organization are immediately eligible to receive management leave. Management leave credited to the leave account of a new employee completing probation and all other eligible management employees shall be prorated at the rate of 3.85 hours for each full pay period remaining in the current fiscal year. Conversely, a manager leaving the organization prior to the end of a fiscal year shall return back to the City 3.85 hours of management leave for each full pay period remaining at the time of separation in his/her final fiscal year of employment with the City. In the event that the employee, at the time of separation from the City, has a zero balance in his/her management leave bank a deduction for management leave time owed the City shall be made, in the following order: from the employee's accrued vacation leave bank; accrued sick leave bank; and/or as an equivalent hour-for-hour cash reimbursement to the City from the employee's final payroll disbursement.
Commencement of Parental Leave Subject to subsection 24.07, Parental Leave in Addition to Maternity Leave, parental leave must commence no later than the first anniversary date of the birth or adoption of the child, or of the date on which the child comes into the actual care and custody of the employee.
Intermittent Leave 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to the six (6) month entitlement provided for above. When such leave significantly 9 affects an employee’s job performance and is not subject to the requirements of law 10 (including but not limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:
Retirement Leave (a) Full-time nurses who:
Maternity Adoption and Parental Leave The following in part reflects the provisions of the Employment Standards Act on these matters. In all cases of dispute, and where the Act as amended from time to time is superior, the provisions of the Act will prevail.
ARTICLE BEREAVEMENT LEAVE In the event of a death in the immediate family (husband, wife, father, mother, sister, son, daughter, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, and step-parents), an employee on request will be granted the necessary time off up to three (3) days without loss of pay for attendance at or to make the necessary arrangements for the funeral. It is understoodthat such time off from regular work for which compensation is being paid include but not extend beyond the day after burial. Sundays, holidays, vacations or other authorized leaves of absence shall not be considered working days. Additional days without pay may be granted upon request to and approval by the Company. The employee must have been regularly scheduled to work on the days for which is absent and being reimbursed. In the event of a death of an employee's grandfather, grandmother, or grandchild, an employee, upon request, will be granted up to three (3) days leave without loss of pay for attendance at the funeral. It is understood that such time off from regular scheduled work for which compensation is being paid may include but not extend beyond the day after the burial. Sundays, holidays, vacations or other authorized leaves of absence shall not considered working days. which they are entitled to Bereavement Leave shall receive eight ours at the employee's straight time hourly rate for each day for which compensation paid. If an employee is scheduled for ten hours work on a day to which is entitled to Bereavement Leave, the employee shall receive ten (IO) hours pay at the appropriate straight time hourly rate. An employee has the pro period and who is required to as a juror in Court proceedings or who is subpoenaed as a Crown Witness be paid for each day of such absence from work at eight hours of the employee's straight time regular hourly rate of pay, provided turns over to the Company the attendance fees (excluding allowable expenses related thereto) received from the Court for jury duty or appearance as a Crown Witness, and further provided reports for work on any working day is not required to sit on a jury or remain in the courtroom. Such pay shall not exceed a total of thirty (30) days in any calendar year. In the event an employee otherwise entitled to Jury Duty or Crown Witness reimbursement shall have been scheduled for a ten (IO)hour day on the in question, the employee shall receive ten hours at the employee's straight time hourly rate of pay subject to the other requirements of this section.
Pregnancy and Parental Leave (a) Pregnancy/Parenting leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision.
Maternity Leave and Parental Leave (a) An employee is entitled to maternity leave of up to seventeen (17) weeks without pay. The duration of the maternity leave of absence before the date of birth and subsequent to the date of birth shall be at the option of the employee.
