Other Time Off. Time off may not be taken without completing the appropriate form prior to taking such leave. Such form must be approved by the EMPLOYEE'S SUPERVISOR, and the MANAGER.
Other Time Off. Section 1. (University Holidays):
(a) It is expected that a Graduate Assistant’s duties shall generally be performed during the Academic Year from the first day of the Fall semester through the last day of the Spring semester, as defined by the University’s Academic Year Calendar (“Academic Year”). Graduate Assistants shall not be required to work on University Holidays, as defined by the University’s Holiday Schedule (including any Bonus Day(s) and Orange Appreciation Day(s)), except as provided below in Section (b). The University sets the Academic Year Calendar and Holiday Schedule in its sole discretion.
(b) On University Holidays, a Graduate Assistant’s supervisor, in their sole discretion, may determine that a Graduate Assistant constitutes “Holiday Essential Personnel” for the continued performance of a lab, course or other duties. If a Graduate Assistant has been deemed Holiday Essential Personnel, the Graduate Assistant shall be required to perform assistantship duties on the Holiday. A supervisor shall provide reasonable notice to the Graduate Assistants in advance of the Holiday for which they have been deemed Holiday Essential Personnel. Before identifying a Graduate Assistant as Holiday Essential Personnel, the respective supervisor, as applicable, shall use reasonable efforts to ensure that the scheduling of Holiday Essential Personnel is distributed evenly among Graduate Assistants under their supervision. If a Graduate Assistant is required to perform duties on a University Holiday, the Graduate Assistant shall be permitted to choose alternate day(s) off that the Graduate Assistant can take off within the same semester (i.e., either Fall or Spring semester), with their supervisor’s permission, without any reduction in stipend. Such approval shall not be unreasonably denied.
Other Time Off. An employee shall or may be granted necessary time off from his/her duties with compensation for any of the following reasons:
A. Attendance at professional or other conventions, institutes, courses or meetings when such attendance, in the opinion of the City Manager or designee, may be expected to contribute to the betterment of the City service.
B. Attendance at in-service training and other in-service meetings or programs sponsored by the City when, in the opinion of the City Manager or designee, such meetings or programs are designed to improve the City services and/or the employee's performance or to prepare him/her for advancement. The provisions of this paragraph shall be deemed to include authorized safety meetings and City-sponsored volunteer programs.
C. An employee may be permitted to adjust his/her schedule within a specific workweek, or may be permitted to utilize paid leave, or may be granted time off without compensation upon the expiration of all paid leave for attendance at meetings other than those specified in the subsections above, or to attend urgent personal business, provided that such employee shall request approval from his/her department head in sufficient time to permit the latter to make arrangements therefore, and further provided that such time off will not seriously affect the efficient operation of the Department.
D. Employees shall be released from duty without loss of pay while competing in City promotional examinations that are scheduled during duty hours.
Other Time Off. Employees shall be granted time off with pay for required service upon a jury. All pay for such service on duty time, except mileage reimbursement, must be remitted to the District. Shift personnel shall report for the remainder of the shift upon completion of jury service for the day. Employees who the District requires to appear as a witness in litigation that arose out of the normal performance of duties will be compensated at the appropriate rate of pay while serving as a witness. All moneys received as witness fees shall be signed over to the District. Employees who appear in legal or administrative proceedings which are unrelated to their employment, or proceedings undertaken on their own behalf, or in a capacity and with a personal interest adverse to the District, charge the time to vacation, personal leave or request leave without pay. In the event an employee is forced to sit through a trial that extends over multiple days, if the employee is too tired to return to work, the District and the employee will cooperate in arranging paid time off (sick leave or other paid time).
Other Time Off. For all other leaves in the Collective Agreement, a “day” shall be considered seven and one half (7.5) hours and a “week” shall be considered thirty-seven and one half (37.5) hours.
Other Time Off. The first day of a child’s sickness is a day off on full pay. Weekends and public holidays are also days off on full pay. In addition, 24 December, 31 December, the Friday after Ascension Day as well as 5 June are days off on full pay.
Other Time Off. 14.1 Employees shall be granted time off with pay for required service upon a jury. All pay for such service on duty time, except mileage reimbursement, must be remitted to the District. Day personnel will report for duty for the remainder of the day if excused from jury service two (2) hours or more before the end of their regular work day. Shift personnel shall report for the remainder of the shift upon completion of jury service for the day. In no event will an employee receive more than two (2) weeks paid leave for jury duty in any one fiscal year (120 hours for 53-hour employees, 108 hours for 48-hour employees, or 88 hours for 40-hour employees).
14.2 An employees who the District requires to appear as a witness in litigation that arose out of the normal performance of duties will be compensated at the prevailing rate of overtime while serving as a witness off duty. On duty time spent as a witness in response to a subpoena as a result of the performance of an employee's duties as a firefighter or spent in jury service shall be paid at straight time. All moneys received as witness fees shall be signed over to the District.
14.3 Employees required to appear in legal or administrative proceedings that are unrelated to their employment must charge the time to vacation or personal leave or request leave without pay.
14.4 For employees in military service, the District shall comply with USERRA. SOG 8.
2.1 will contain a summary of the District’s planned treatment of leaving and returning military personnel.
14.5 This article may be reverted to its “status quo ante” (the 2004-05 version) by either party, unilaterally, during the term of this agreement, by means of 60-days, advance, written notice to the other party.
Other Time Off. 25.01 No employee shall suffer any loss in basic pay for time off from scheduled working hours to:
(a) attend a meeting between the Company and a duly appointed committee of the Union,
(b) attend a grievance meeting with a representative of the Company, including fifteen (15) minutes of preparation time prior to the meeting,
(c) attend, and travel from, an arbitration hearing that involves the employee as the grievor. It is understood in these situations that the Union is responsible for all travel, board and lodging costs incurred by the grievor in travel to, from, and during the hearing.
25.02 An employee shall be allowed reasonable time off from scheduled working hours, without pay, to attend to all other Union business during those hours. The Company shall pay the employee for all such time off, on behalf of the Union, and the amount so paid by the Company shall be billed to and reimbursed by the Union. The amount billed to and reimbursed by the Union shall include an additional 25% to cover benefit and other Company related costs.
25.03 Requests for time off, pursuant to sections 25.01 and 25.02 will be made in writing, on a Company provided form specifying the reason, amount of time required and when, to the employee’s immediate manager. Requests pursuant to section 25.02 must have the prior approval of the Secretary-Treasurer or designate of the Union. Requests for time off will be made as soon as practical. While requests for time off shall not unreasonably be denied, it is recognized that the approval of the request by the immediate manager is subject to service requirements.
(a) The Company shall grant a Leave of Absence for a minimum of one (1) year and up to a maximum of three (3) years without pay to an employee requesting a full time leave for Union business as an elected Table Officer (i.e. National President, National Vice- President, Secretary Treasurer). The employee, upon returning to the Company, shall be provided a job in the same headquarters area and the same job if possible or the equivalent classification held at the time the Leave of Absence was granted.
(b) A Leave of Absence request to continue a full-time leave for Union business as an elected Table Officer (i.e. National President, National Vice-President, Secretary Treasurer) shall be renewed by the Company, however, after three (3) years of cumulative leave the employee upon returning to the Company shall be provided with an available job for which the employee is qualified....
Other Time Off. 26.01 Bereavement
26.01.01 An employee shall be entitled to leave with pay (at the employee’s straight rate) for a maximum of three (3) days or twenty-four (24) scheduled work hours. For the purposes of the Administrative Leave Program, "members of the immediate family" include spouse, children, stepchildren, brothers, sisters, parents, stepparents, stepbrothers, stepsisters, xxxxxx parents, xxxxxx children, parents-in-law, brother-in-law, sister-in-law, legal guardians, grandparents, and grandchildren.
26.01.02 Leave under this section shall be conditioned upon the employee submitting to the Company proof of death of the deceased and of the employee’s relationship to the deceased. Payment for such time lost from work in this Section shall be paid at the straight time rate in effect on the day in which the leave is taken. In the case of the death of a family member, the employee may use vacation or leave without pay.
