Other Leave Policies Sample Clauses

Other Leave Policies. A. If an employee is not at work for any reason other than sick leave or other leave that has been approved in advance, he/she will not be paid. If an employee fails to notify the school office that he/she will be absent 3 times in the contract year, the employee may be subject to termination. If the employee will not be at work at their assigned time he/she must contact their immediate supervisor or the principal of their assigned building in person or verbally with a phone call (no texting). (Amended July 2009) (Amended July 2017)
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Other Leave Policies. During the nominal term of this Agreement, ANZ will maintain Policies that provide: (a) reasonable access to facilities for women regarding breastfeeding in the workplace; (b) career breaks (with eligibility and approval requirements to be contained in the Policy); (c) an ability for Employees with elder care responsibilities to apply for flexible working arrangements; (d) Lifestyle Leave (such leave will not be unreasonably refused and managers should seek to accommodate such requests); (e) the ability through the Special Leave Policy for Employees to request up to 10 days’ paid or unpaid leave to participate in significant cultural, community or sporting events, where they have exhausted other available leave entitlements; and (f) long service leave for casual Employees. In addition to this Agreement, ANZ has a range of leave Policies published on ANZ’s intranet (MAX) which you can access in accordance with their terms as available from time to time. To avoid doubt, none of the Policies listed in this Section 4 form part of this Agreement.
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Other Leave Policies. Residents and fellows are also eligible for compensated leaves of absence under UMass Chan Policies for Bereavement Leave, Military Leave, Small Necessities Leave, Domestic Violence Leave and Jury Duty. There is a Graduate Medical Education Policy for Absence due to Inclement Weather. The applicable UMass Chan policies are incorporated herein by reference unless expressly modified by this agreement. DocuSign Envelope ID: 58D9E704-9A76-4E5F-AB43-ADD3EB84CD05 DocuSign Envelope ID: 4CD3FB19-FC99-4BE9-9918-54B516579735 DocuSign Envelope ID: 971BB080-1924-4C69-8C26-A0D1E8533F51
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Other Leave Policies. A. If an employee is not at work for any reason other than sick leave or other leave that has been approved in advance, he/she will not be paid. If an employee fails to notify the school office that he/she will be absent 3 times in the contract year, the employee may be subject to termination. If the employee will not be at work at their assigned time he/she must contact their immediate supervisor or the principal of their assigned building in person or verbally with a phone call (no texting). (Amended July 2009) (Amended July 2017) B. Leave Without Pay may only be used when vacation and personal leave has been exhausted. (Enacted July 2024)
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Other Leave Policies 
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Related to Other Leave Policies

  • Personal Illness and Injury Leave 10.1.1 Full-time bargaining unit members shall be entitled to ten (10) days leave with full pay for each school year for purposes of personal illness or injury. Bargaining unit members who work less than full-time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining unit member shall be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. 10.1.6 A bargaining unit member who is absent for one-half day or less may have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated leave. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.

  • Other Leaves Other short-term leaves may be granted at the discretion of the Chancellor. The Chancellor’s decision to approve or deny the request shall be final.

  • Other Leave Granting of leave is a matter between the employees and the mill management. The Company will consider length of service and will endeavour to arrange leave of absence to suit the employee's wishes. Employees with ten or more years service will be given special consideration.

  • Educational Leave of Absence Leaves of absence may be granted up to six (6) months under the above provisions only if the course would be beneficial to both the University and the employee.

  • Personal Leave of Absence The Administrator may grant a request for leave of absence for personal reasons without pay provided that he receives at least one (1) month's clear notice, in writing, unless impossible, and provided that such leave may be arranged without undue inconvenience to the normal operations of the Nursing Home. Employees when applying for such leave shall indicate the proposed date of departure and return. Such leave shall not be unreasonably withheld.

  • Extended Personal Leave Leave without pay for up to one (1) year may be granted to a teacher provided said teacher has been actively employed for five (5) continuous contract years preceding the granting of this leave and has not been granted an extended part-time leave within that period. Application for said leave shall include a statement indicating the purpose of the leave and shall be submitted, except in unusual circumstances, as determined by the District, thirty (30) days prior to the date the leave is to commence.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Other Leaves of Absence In the event that you are on a bona fide leave of absence, not otherwise described in this definition, from which you have not returned to employment with the Company or an Affiliate, your Separation from Service has occurred on the first day on which your leave of absence period exceeds six months or, if earlier, upon your termination of employment (provided that such termination of employment constitutes a Separation from Service in accordance with the last sentence of the first paragraph of this definition).

  • Personal Leave With Pay Full-time employees who are eligible to accrue sick leave may use up to a maximum of six days personal leave with pay per year provided that such days shall be charged against the employee's currently accrued sick leave. This leave is non-cumulative.

  • General Leave of Absence a) Leave of absence without pay may be granted to employees for valid reasons as set out by Company policy. b) An employee on general leave of absence shall not accumulate sick leave credits, or earn vacation but shall retain the seniority, sick leave credits, and vacation credits earned prior to commencing leave of absence. c) Employees do not have the option of continuing their benefit coverage during the leave. d) Employees on leave of absence shall be required to apply for any extension.

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