Pandemic Sick Leave Sample Clauses

Pandemic Sick Leave. 9 Nurses may have access to Pandemic Sick Leave hours up to 10 a maximum of two (2) weeks based on their FTE for Regular 11 FT and PT Nurses (.5 FTE or greater). This agreement 12 provides a bank of hours. This agreement provides a one-time 13 bank of hours. Any additions to the Pandemic Sick Leave hours 14 can be separately negotiated. These hours are non- 15 transferable.
Sample 1
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Pandemic Sick Leave. Nurses may have access to Pandemic Sick Leave hours up to a maximum of two (2) weeks based on their FTE for Regular FT and PT Nurses (.5 FTE or greater). This agreement provides a one-time bank of hours. Any additions to the Pandemic Sick Leave hours can be separately negotiated. These hours are non-transferable. Guidelines for accessing Pandemic Sick Leave: The employee must use at least the level of PPE required by hospital policy, and have had no leisure travel within 14 days to a county that that has been identified as an area with a positive infection rate of 5% or more by testing or presumption (in the case of limited testing materials or capacity) or is considered a “hot spot” by OHA, the Oregon Governor’s office, or the state health authority governing that state, and either 1. The employee has a positive test result or symptomatic inclusion per health care provider or Lane County Public Health or 2. The employee is required to be off work for being symptomatic or caring for symptomatic family members, where family member is defined by FMLA or OFLA, whichever is more advantageous for the employee. Exempted from this travel consideration is Lane County, the RN’s county of residence, and any counties the RN must pass through to get from one to the other. The requirement to remain off work will be determined and directed by the Employee Health Nurse or the local public health department. Nurses on pandemic sick leave may return to work when cleared by Employee Health and either their PCP or our Infectious Disease physician. Absences due to COVID-19 related illnesses as described in Section 2 will not result in disciplinary action in the unscheduled absence policy. Unsafe Assignment: The Association and the Hospital recognize caregiver safety is of paramount importance to ensure continued delivery of patient care. Any nurse who believes that the PPE manufacturer’s specifications or other precautions, based on well-established evidence, shall use the following chain of command: charge nurse, unit manager or house supervisor, chief nursing officer (CNO). If the CNO or designee does not respond to the nurse within one hour of their start time, or the CNO or designee directs the nurse to accept the assignment and the nurse refuses, the nurse shall be placed on paid administrative leave for that shift. No nurse who in good faith refuses a patient assignment based upon non-compliance of PPE or other precautions shall be disciplined. Nurses may use the SRDF p...
Sample 1
Pandemic Sick Leave. During each academic year, faculty members will be entitled to additional sick time as set forth in this section during the period of a pandemic declared by the Los Angeles County Department of Public Health. Any additional sick leave provided under this section shall expire at the end of the academic year and does not carry forward to the next academic year.
Sample 1
Pandemic Sick Leave. 17.3.1 During each academic year, faculty members will be entitled to additional sick time as set forth in this section during the period of a pandemic declared by the Los Angeles County Department of Public Health. Any additional sick leave provided under this section shall expire at the end of the academic year and does not carry forward to the next academic year. 17.3.2 Full-time faculty shall be entitled to five days of additional leave and part-time faculty shall be entitled to 20 hours of additional sick leave. 17.3.3 The additional sick leave may be used if the employee is unable to work or telework due to any of the following reasons: 1. If the covered employee is subject to a quarantine or isolation period related to the pandemic as defined by an order or guidance of the Los Angeles County Department of Public Health. 2. The covered employee has been advised by a health care provider to isolate or quarantine due to the declared pandemic. 3. The covered employee is attending an appointment for themselves or a family member to receive a vaccine or a vaccine booster for protection against the declared pandemic. 4. The covered employee is experiencing symptoms, or caring for a family member experiencing symptoms, related to a vaccine or vaccine booster that prevent the employee from being able to work or telework. 5. The covered employee or an immediate family member is experiencing pandemic-related symptoms and is seeking a medical diagnosis. 6. The covered employee is caring for a family member who is subject to an order or guidance of the Los Angeles County Department of Public Health. 7. The covered employee is caring for a child whose school or place of care is closed or otherwise unavailable for reasons related to the pandemic. The District may require reasonable confirmation concerning the existence of a qualifying event (e.g., note from medical provider, proof of vaccination, proof of school closure). 17.3.4 In the event pandemic-related sick leave is mandated by any federal, state, or other governmental authority, the additional sick leave provided by this section shall be concurrent with any such mandate.
Sample 1
Pandemic Sick Leave. Employees may have access to Pandemic Sick Leave hours up to a maximum of two (2) weeks based on their FTE for Regular FT and PT Employees (.5 FTE or greater). This agreement provides a one-time bank of hours. Any additions to the Pandemic Sick Leave hours can be separately negotiated. These hours are non-transferable. Guidelines for accessing Pandemic Sick Leave: The employee must use at least the level of PPE required by hospital policy, and have had no leisure travel within 14 days to a county/country that has been identified as an area with a positive infection rate of 5% or more by testing or presumption (in the case of limited testing materials or capacity) or is considered a “hot spot” by OHA, the Oregon Governor’s office, or the state health authority governing that state, and either i. The employee has been quarantined by Employee Health, a positive test result or symptomatic inclusion per their health care provider or Lane County Public Health or ii. The employee is required to be off work for being symptomatic or caring for symptomatic family members, where family member is defined by FMLA or OFLA, whichever is more advantageous for the employee. Exempted from this travel consideration is Lane County, the Employee’s county of residence, and any counties the Employee must pass through to get from one to the other. The requirement to remain off work will be determined and directed by the Employee Health Nurse or the local public health department. Employees on pandemic sick leave may return to work when cleared by Employee Health and either their PCP or our Infectious Disease physician. Absences due to COVID-19 as described in Section 2 will not result in disciplinary action in the unscheduled absence policy.
Sample 1

Related to Pandemic Sick Leave

  • Paid Sick Leave For those jurisdictions that have passed or will pass legislation requiring Paid Sick Leave, Paid Sick Time will be billed back to Client at the straight-time bill rate for all hours taken by any Consultant assigned to Client. This section is not applicable until the effective date of such legislation has been reached.

  • Sick Leave Abuse ‌ When the Employer suspects sick leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their sick leave use prior to disciplining the employee, or making reference to sick leave use in the employee’s performance evaluation. The Employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in disciplinary action for an authorized purpose. The Employer may not discriminate or retaliate against an employee for the use of paid sick leave for an authorized purpose.

  • Sick Leave 1. Employees will be granted one (1) day for each month of their contract year. The days granted will be available as of the first official day of the school year or the contract, whichever is applicable. 2. Sick leave may be accrued to the amount earned which shall be shown on each salary check. 3. The Board may require proof of illness whenever there is reasonable cause to believe that an absence is not due to a bona fide illness. 4. Days of accrued sick leave may be used to assist in the health care of persons who live in the employee's household, or to care for a parent, spouse, or a child regardless of their residence or for other relatives requested in writing and approved by the Superintendent/Designee prior to the leave. The Board may require proof of illness under the same requirements as the employee’s illness. 5. The absences in excess of available sick leave, deductions from salary shall be at the rate of 1/182 for Food Services Employees and 1/189 for Food Services Managers in excess of the number provided. 6. Employees hired prior to July 1, 1997: Employee will be paid for unused sick days in the following manner: a. Payment for unused sick days will be made to the employee upon that employee’s early or full service retirement or, upon the employee’s death, to the employee’s estate. Employees eligible for early or full service retirement who resign from employment and do not receive a retirement benefit, shall forfeit all rights to payment for unused sick days. b. Employees, who have a balance of less than 250 unused sick days as of June 30, 2002, will receive payment for 50% of the employee’s accumulated unused sick days up to a maximum of 250 unused days at their average daily rate*. c. Employees who have a balance of unused sick days greater then 250 days as of June 30, 2002, will receive payment for 50% of the employee’s accumulated unused sick days up to their June 30, 2002, unused sick leave balance, at their average daily rate*. d. Payments for unused sick days in amounts greater than $5,000 will be paid in equal amounts over five consecutive years beginning with the year of retirement. e. Payments for unused sick days in the amount at $5,000 or less or for the death of an employee will be paid in a lump sum to the employee or the employee’s estate in the year of retirement or death.

  • Sick Leave Donation 10.3.1 A worker may donate days of sick leave to individual District workers who, due to a serious health condition, have exhausted all accumulated sick leave. Donating workers must retain a sixty (60) day balance of sick leave after their donation. No worker may receive more than 40 days of donated leave per year. 10.3.1.1 A “serious health condition” is defined as an illness, injury, impairment or physical or mental condition which involves inpatient care in a hospital, hospice, or residential health care facility, or continuing treatment or continuing supervision by a health care provider as defined in 29 USC 825.114(a) and as certified by a worker’s physician or other qualified medical practitioner. 10.3.1.2 The Vice Chancellor of Human Resources and the Chief Stewards by mutual agreement will verify the certification for eligibility. If the certification from the worker’s physician is insufficient, a certification by a physician of the District’s choosing may be required, at District expense. The District may require additional medical opinions. 10.3.2 Donated leave must be in one-day increments (no less than 8 hours). Recipients of donated sick leave shall be solely responsible for any state and federal taxes on the donated time. Such taxes shall be withheld at the normal rate for the recipient worker. In the event that the state or federal governments rule that tax liability is due other than as taxed, the recipient shall be solely liable for such liabilities. 10.3.2.1 The donated sick leave may be used only when the worker has exhausted accumulated sick leave and either is not eligible for long- term disability or is eligible but has not begun to receive the long-term coverage. 10.3.2.2 The Vice Chancellor of Human Resources shall be notified of solicitation of donations. Solicitations of donations may be made by the individual or his/her representative(s). 10.3.2.3 Donation of sick leave shall be authorized by a signed pledge form prepared by and filed with the District Office of Human Resources. In the event several workers donate sick leave, the sick leave shall be used in the order in which the signed pledge forms are filed with Human Resources. 10.3.2.4 If the worker does not use all donated sick leave, the sick leave shall be returned to the donating worker(s).

  • Catastrophic Leave Program Leave credits, as defined below, may be transferred from one (1) or more employees to another employee, on an hour-for-hour basis, in accordance with departmental policies upon the request of both the receiving employee and the transferring employee and upon approval of the employee's appointing authority, under the following conditions: A. The receiving employee is required to be absent from work due to injury or the prolonged illness of the employee, employee's spouse, registered domestic partner, a domestic partner listed on an “Affidavit for Enrollment of Domestic Partners,” submitted to employee benefits, parent or child, has exhausted all earned leave credits, including but not limited to sick leave, compensatory time, holiday credits and disability leave and is therefore facing financial hardship. B. The transfers must be for a minimum of four (4) hours and in whole hour increments thereafter. C. Transfers shall be allowed to cross-departmental lines in accordance with the policies of the receiving department. D. The total maximum leave credits received by an employee shall normally not exceed five hundred twenty (520) hours; however, if approved by his/her appointing authority, the total leave credits may be up to one thousand forty (1,040) hours. Total leave credits in excess of one thousand forty (1,040) hours will be considered on a case-by-case basis by the appointing authority subject to the approval of the Chief Administrative Officer. E. The transfers are irrevocable, and will be indistinguishable from other leave credits belonging to the receiving employee. Transfers will be subject to all taxes required by law. F. Leave credits that may be transferred under this program are defined as the transferring employee’s vacation credits or up to twenty-four (24) hours of sick leave per fiscal year. G. Transfers shall be administered according to the rules and regulations of the Auditor and Controller, and made on a form prescribed by the Auditor and Controller. Approvals of the receiving and donating employee, the donating employee's appointing authority and the receiving employee's appointing authority (in the case of an interdepartmental transfer) will be provided for on such form. H. This program is not subject to the Grievance Procedure of this Agreement.

  • Family Sick Leave An employee may use sick leave credits for family illness or injury only if the employee must provide direct care to an immediate family member. For purposes of family sick leave, “immediate family member” will mean the employee’s parent, spouse, or child, including step-child and xxxxxx child.

  • Catastrophic Leave The County will administer a Catastrophic Leave procedure designed to permit individual donations of annual leave, vacation, healthcare leave (8 hours maximum per fiscal year), compensatory and/or PIP leave time to an employee who is required to be on an extended unpaid leave due to a catastrophic medical condition or other serious circumstances.

  • Personal Sick Leave The following provisions will apply to all employees (other than casual employees) covered by this Agreement.

  • Sick Leave Pool The purpose of the emergency sick leave pool is to furnish additional sick days for certified staff under the negotiated agreement. This leave can only be used during the school year after the teacher has exhausted all regular accumulated sick leave and discretionary leave. Leave will be granted for catastrophic illness or injury of the employee only, on a first-come, first-ask basis. The emergency sick leave pool will be funded by the days certified staff has over the 80-day maximum sick leave this is given to each employee on July 1 of each year. All days over the 80-day accumulated sick leave the employees receive will be put into an emergency sick leave pool with an accumulation not to exceed 80 days for the pool. The maximum number of emergency sick leave pool days that may be accumulated during the school year is 20 days. A written application along with a physician’s statement documenting the nature of the catastrophic illness or injury must be sent to the building principal. The Emergency Sick Leave Pool Committee will meet within 10 calendar days after receiving the application to consider the request. The application may be sent to the building principal before the employee’s regular sick leave ends. The Emergency Sick Leave Pool Committee will consist of six members. One member from each of the four schools (“Primary, Intermediate, Middle, and High School”) the Superintendent and the building principal from the building of the applicant. All members will meet to determine ach request; however, the committee member representing the same building as the applicant will not vote. The building principal and superintendent will vote in all cases. The committee members will serve for a period of two years. The Primary and Middle School members will be elected on even calendar years and the Intermediate and the High School members will be elected on odd calendar years. If a member of the committee leaves the employment of the USD 210 before the end of his/her term, the committee will appoint a new committee member form the affected building. The committee members will be in place by September 1 of each year. The emergency sick leave bank may not be used to cover employees who are receiving pay, salary protection payments, and disability insurance payments or are eligible to receive compensation from workers’ compensation or KPERS disability.

  • Sick Leave Benefits Sick leave is an indemnity benefit and not an acquired right. A Nurse who is absent from a scheduled shift on approved sick leave shall only be entitled to sick leave pay if the Nurse is not otherwise receiving pay for that day, and providing the Nurse has sufficient sick leave credits.

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