On-Call Leave Sample Clauses

On-Call Leave. Employees who are on call will accrue additional leave at a rate of 1 day leave for every 230 qualifying hours on call, up to a maximum of 5 days leave (1150 qualifying hours on call) per annum. Upon termination of employment any unused accrued on call leave shall be paid out.
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On-Call Leave. Employees who do not work shift work as defined in clause 2.5.12 and who are required to participate on on-call rosters shall be granted 2 hours of leave for each weekend day or part thereof where the on-call period is 8 or more hours, and they are required to be on-call during normal off duty hours, up to a maximum of 3 days additional leave per annum. Such leave shall be paid at annual leave averages and is accumulative. Employees who work qualifying shifts under clause 4.6.1 are not entitled to leave under this clause.
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On-Call Leave. Employees who are required to participate on on-call rosters, shall be granted 2 hours leave for each weekend day or part thereof subject to the following: • The on-call period is 8 or more hours. • The on-call period is during normal off duty hours. The on-call leave shall be up to a maximum of 3 days additional leave per annum and leave entitlement shall be applied on anniversary date. On call leave shall be paid at annual leave averages and is accumulative. Employees who work qualifying shifts under 11.7.1 are also entitled to leave under this sub clause provided that the total leave entitlement under all provisions does not exceed 5 days per year. Schedule 10 Hawke’s Bay District‌ Charge Anaesthetic Technician steps The minimum step payable to a Charge Anaesthetic Technician (CAT)shall be step 11. Progression through steps 11 to 13 shall be by automatic annual increment. Progression above step 13 shall be by merit. Where the employer requires employees to attend classes of instruction or examinations as part of their education the time so occupied shall be deemed to form part of their hours of work. Employees will not be required to change between day and night duties more than once in any 80- hour fortnight. Every employee who participates for one year in the provision of the afternoon or night shifts or on call roster shall receive one week shift leave. • 20 years continuous service shall be granted two weeks long service leave.
Sample 1
On-Call Leave. Employees who are required to participate on on-call rosters, shall be granted 2 hours leave for each weekend day or part thereof subject to the following: • The on-call period is 8 ormore hours. • The on-call period is during normal off duty hours. The on-call leave shall be up to a maximum of 3 days additional leave per annum and leave entitlement shall be applied on anniversary date. On call leave shall be paid at annual leave averages and is accumulative. Employees who work qualifying shifts under 11.7.1 are also entitled to leave under this sub clause provided that the total leave entitlement under all provisions does not exceed 5 days per year. The following clause specifically relate to Hawke’s Bay DHB only.
Sample 1
On-Call Leave. Employees who are required to participate on on-call rosters, shall be granted 2 hours leave for each weekend day or part thereof subject to the following: The on-call period is 8 ormore hours. The on-call period is during normal off duty hours. The on-call leave shall be up to a maximum of 3 days additional leave per annum and leave entitlement shall be applied on anniversary date. On call leave shall be paid at annual leave averages and is accumulative. Employees who work qualifying shifts under 11.7.1 are also entitled to leave under this sub clause provided that the total leave entitlement under all provisions does not exceed 5 days per year. :-r�pE� & DHBs Anaesthetic Technicians Multi- Employer Collective Agreement Page 56 of 56 • We negotiate collective agreements for members in both the public and private sectors. And of course, we enforce those agreements ensuring our members do get their rightful entitlements. • We give members employment advice generally. This includes around your employment rights under legislation and at common law as well as your collective agreements, pay and in relation to any disputes that could arise. • We provide advice, support and action with respect to health and safety. This includes psychological risks (e.g. bullying), physiological risks (e.g. fatigue) and physical risks (e.g. temperature in workplaces. hazardous substances, lifting etc) • We support over hundreds of delegates in workplaces around NZ, providing them with training and access to professional advice whenever they need it. Our delegates are immediately available to you in the workplace and are a critical link between members and the professional advocates and staff employed by APEX. • We produce Journals and newsletters to keep you up to date with what is happening within your world, the wider Allied Scientific and Technical Health Practitioners space and whole of health and industrial environments. • APEX monitors legislation and other policy drivers to ensure you know what might be happening that could affect you, and to ensure you have the opportunity to have a say, if you wish. • We provide a public face to the media not just in relation to industrial matters but also health policy, health and safety issues and so that we can promote the invaluable work you perform. • We provide access to indemnity insurance. • We maintain the provision of Facebook and Website facilities to keep us all in touch and provide ready access to information and resources....
Sample 1
On-Call Leave. Employees who do not work shift work as defined in clause
Sample 1
On-Call Leave. From 27 February 2017, employees who are required to participate on the on-call roster shall be granted 2 hours leave for each weekend day or part thereof where the on-call period is 8 or more hours they are rostered to be on-call, up to a maximum of 3 days’ additional leave per annum. Such leave shall be treated the same as annual leave in respect of the rules regarding accumulation.
Sample 1
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Related to On-Call Leave

  • Vacation Leave on Retirement ‌ An employee scheduled to retire and to receive pension benefits under the Public Service Pension Plan Rules or who has reached the mandatory retiring age, shall be granted full vacation entitlement for the final calendar year of service.

  • Maternity Disability Leave Parental Leave

  • Cashing out annual leave The employee may, with the agreement of the employer, request in writing, to cash out up to two weeks of their annual leave during each 12 month period. Annual leave cannot be cashed out in advance of it being credited to the employee. Cashed out annual leave will be paid at the rate of pay that the employee receives at the time when the request is made.

  • Paternity Leave 7.4.6(a) An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:

  • Annual Leave 17.1 An employee shall be entitled to four weeks annual leave for each twelve months’ service with the Company, exclusive of public holidays. Annual leave accumulates monthly on a pro rata basis. 17.2 The annual leave entitlement for each part time employee shall be calculated pro rata according to the ordinary hours he or she actually works. 17.3 The time of giving and taking of leave shall be by mutual arrangement between the Company and the employee concerned. 17.4 The Company may direct an employee to take annual leave during any shut down, including any such shut down over the Christmas and New Year period, provided the employee has an accrued annual leave balance that will at least cover the period of the shut down. 17.5 The Company may direct an employee to take up to a quarter of his or her total accrued annual leave entitlement if the employee’s accrued annual leave entitlement exceeds 8 weeks. 17.6 Payment for annual leave shall be made at the relevant minimum rate of pay in clause 19 – Minimum wages, plus a loading of 17.5 per cent on that rate of pay. 17.7 The Company may allow annual leave to be taken by an employee before the right thereto has accrued due. 17.8 An employee has no entitlement to the payment of the loading, when annual leave is taken wholly or partly in advance, until an entitlement accrues due and the loading is then payable in respect of the period of such leave and is calculated on the relevant minimum rate of pay in clause 19 – Minimum wages, payable at the accruing of the entitlement. 17.9 Where leave has been granted to an employee before the leave has accrued due, the Company may deduct the balance of the payment to the employee for that leave period from whatever remuneration is payable to him or her upon the cessation of employment. 17.10 An employee whose employment is terminated by the Company or who lawfully leaves the employment shall be entitled to a pro rata payment calculated on his or her relevant minimum rate of pay in clause 19 – Minimum wages, for the period in respect of which annual leave has not been taken, provided that the loading in clause 17.6 shall only be paid in respect of paid out annual leave for employees who have been employed for a minimum 12 months with the Company.

  • Child Rearing Leave Subd. 1 Child rearing leave of absences shall be available to teachers for a period of time, not to exceed twelve (12) calendar months, for the purpose of caring for a newborn infant or pre-school adopted child for which the applicant has the legal responsibility for the care and/or support of said child. Such leave may be taken subsequent to birth of the teacher's child, or in the case of adoption, when the child is physically turned over to the teacher-parent. a. At least two (2) calendar months prior to the estimated delivery date of the child, the employee shall be required to notify the Employer in writing whether or not the employee intends to take child rearing leave. This election may be changed at any time before the teacher is no longer disabled from working due to childbirth or pregnancy related disability or before the fifteenth (15th) day after the birth of the child, whichever is sooner. b. Upon filing an application for adoption of a pre-school child, the employee shall be required to notify the Employer, in writing, of the teacher's intention to take a child rearing leave. Such notice to include the estimated date when such leave shall become effective. Subd. 3 In connection with the election to take child rearing leave, the teacher shall submit a request for such leave in writing. Such request shall include an estimated commencement date and return date. The estimated commencement date shall be the physician's projected date the teacher will no longer be disabled from teaching due to childbirth or pregnancy related disability, or in the case of an adoption, the agency's estimated date when the child will be turned over to the parent. Subd. 4 In making the final determination under Subd. 3 concerning the duration of a child rearing leave of absence, the Employer shall not be required to grant a leave of absence in excess of two (2) semesters. The actual commencement date of child rearing leave shall be the date on which the teacher is no longer disabled due to childbirth and pregnancy related disability as determined by the physician; or, in the case of an adoption, the date when the child is physically turned over to the teacher-parent. The return date shall be twelve (12) calendar months following the actual commencement of the leave except as may be provided in Subd. 7.

  • Entitlement to Annual Leave For each year of service with the Employer a full-time or part-time Employee is entitled to four (4) weeks of paid annual leave.

  • Casual Leave Employees may be granted casual leave with pay to a maximum of two (2) hours for the following purposes:

  • 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.

  • Recall from Vacation Leave When during any period of vacation leave an employee is recalled to duty, he shall be reimbursed for reasonable expenses, as normally defined by the Employer, that he incurs:

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