Common use of NOTIFICATION, PROOF OF ILLNESS AND FAMILY SICK LEAVE Clause in Contracts

NOTIFICATION, PROOF OF ILLNESS AND FAMILY SICK LEAVE. a. In positions where replacement personnel would normally be required, notification of anticipated absence must be given to the appropriate College department no later than two (2) hours prior to the commencement of the shift, except where this proves impossible. In positions where replacement personnel would not normally be required, notification of anticipated absence to the appropriate College department should be made as soon as possible after the commencement of the shift. For the purpose of this Article, replacement personnel shall be security guards and day care personnel. Any new positions that may fall into this category shall be settled according to Article 27.03 (Modification of Agreement). In case of absence of five (5) days or longer, a proof of illness may be requested by the College. The proof of illness may take the form of a medical certificate. If there is any charge for this proof, the College will absorb the cost. If an employee has repeated absences of a short-term duration, s/he may be advised that proof of illness will be required for future absences. b. An employee is entitled, upon approval by the Divisional Director or Manager, to use annual sick leave entitlement up to a maximum of ten (10) days per entitlement year (20.02) for family sick leave purposes in the following circumstances: i) in the case of illness of a member of the immediate family of an employee, when no one at home other than the employee can provide for the needs of the ill person; or ii) when a spouse or dependent child is hospitalized, or iii) in the event of the birth or adoption of a child. Such approval will not be unreasonably withheld. For the purposes of this article, “immediate family” is defined as an employee’s spouse and any of the following relatives of an employee: parent, parent-in-law, step-parent, child, step-child, xxxxxx child, brother, sister, grandparent, grandparent-in-law, grandchild; or any other person permanently residing in the employee’s household, and any other person with the approval of the appropriate Director or Vice-President. The word “spouse” shall be deemed to include a common-law spouse.

NOTIFICATION, PROOF OF ILLNESS AND FAMILY SICK LEAVE. a. In positions where replacement personnel would normally be required, notification of anticipated absence must be given to the appropriate College department no later than two (2) hours prior to the commencement of the shift, except where this proves impossible. In positions where replacement personnel would not normally be required, notification of anticipated absence to the appropriate College department should be made as soon as possible after the commencement of the shift. For the purpose of this Article, replacement personnel shall be security guards and day care personnel. Any new positions that may fall into this category shall be settled according to Article 27.03 (Modification of Agreement). . i) In case of absence of five (5) days or longer, a proof of illness may be requested by the College. The proof of illness may take the form of a medical certificate. If there is any charge for this proof, the College will absorb the cost. . ii) If an employee has repeated absences of a short-term duration, s/he may be advised that proof of illness will be required for future absences. b. An employee is entitled, upon approval by the Divisional Director or Manager, to use annual sick leave entitlement up to a maximum of ten (10) days per entitlement year (20.02) for family sick leave purposes in the following circumstances: i) in the case of illness of a member of the immediate family of an employee, when no one at home other than the employee can provide for the needs of the ill person; or ii) when a spouse or dependent child is hospitalized, or iii) in the event of the birth or adoption of a child. Such approval will not be unreasonably withheld. For the purposes of this article, “immediate family” is defined as an employee’s spouse and any of the following relatives of an employee: parent, parent-in-law, step-parent, child, step-child, xxxxxx child, brother, sister, grandparent, grandparent-in-law, grandchild; or any other person permanently residing in the employee’s household, and any other person with the approval of the appropriate Director or Vice-President. The word “spouse” shall be deemed to include a common-law spousespouse (with no regard to gender).