Parental Leave Absence Filled by Temporary Appointee Sample Clauses

Parental Leave Absence Filled by Temporary Appointee. If a position held open for an employee on parental leave is filled on a temporary basis, the employer must inform the temporary appointee that their employment will terminate on the return of the employee from parental leave.
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Parental Leave Absence Filled by Temporary Appointee. If a position held open for an employee on parental leave is filled on a temporary basis, NZBS must inform the temporary appointee that their employment will terminate on the return of the employee from parental leave.
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Parental Leave Absence Filled by Temporary Appointee. If a position held open for an Employee on parental leave is filled on a temporary basis, the Employer must inform the temporary appointee that their employment will terminate on the return of the Employee from parental leave. You will find set out in this Schedule information relating to the services available to you for the resolution of employment relationship problems and the time limit you have to raise a personal grievance. Employment relationship problems include: a. unjustifiable dismissal; b. unjustifiable action resulting in a disadvantage; c. discrimination;
Sample 1
Parental Leave Absence Filled by Temporary Appointee. If a position held open for an Employee on parental leave is filled on a temporary basis, the Employer must inform the temporary appointee that their employment will terminate on the return of the Employee from parental leave. You will find set out in this Schedule information relating to the services available to you for the resolution of employment relationship problems and the time limit you have to raise a personal grievance. Employment relationship problems include: a. unjustifiable dismissal; b. unjustifiable action resulting in a disadvantage; c. discrimination; d. sexual or racial harassment; e. duress; f. withholding or failing to pay wages, salary or any other benefit; g. failing to comply with the terms of your employment agreement.
Sample 1
Parental Leave Absence Filled by Temporary Appointee. If a position held open for an employee on parental leave is filled on a temporary basis, the employer must inform the temporary appointee that their employment will terminate on the return of the employee from parental leave. Upon completion of 6 months service and in accordance with the Holidays Act 2003, if an employee is affected by family violence they are entitled to a maximum of 10 days paid leave each year (Family Violence Leave) An employee is entitled to Family Violence Leave regardless of how long ago the family violence occurred and even if the family violence occurred before they became an employee. An employee intending to take family violence leave must notify the company as early as possible before the commencement of employment of the intention to take the leave, or if that is not practicable . as soon as possible after that time. In accordance with the Employment Relations Act 2000, if an employee qualifies for Family Violence Leave under this clause, an employee may also request, in writing, a short-term (up to two month) variation of his/her working arrangements for the purpose of assisting to deal with the effects of being affected by family violence. The request may include changes to hours, days of work, location and duties of work. The Company will respond to a request no later than 10 working days after receiving it. Unused Family Violence Leave does not carry over from year to year and is not paid out on termination of employment.
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Related to Parental Leave Absence Filled by Temporary Appointee

  • TEMPORARY LEAVE OF ABSENCE A. Members shall be entitled to the following temporary leaves of absence with full pay each school year. Such days of temporary leave must be taken as either one-half (1/2) or one (1) full working day. No personal leaves of absence shall be taken immediately prior to or immediately after holidays or vacations. Any exceptions must be requested in writing to the Superintendent or his designee and must have written approval. 1. Members are entitled to three (3) days personal leave annually subject to advance notice and approval secured from the Superintendent or designee. Personal leave means an activity that requires the member’s presence during the working day and is of such a nature that it cannot be attended to at a time when schools are not in session. Unused personal days shall be transferred to accumulated sick leave time on July 1st each year of this Agreement and all succeeding Agreements. 2. Up to five (5) working days at any one time shall be granted to members in the event of death of a member’s spouse, child, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, brother, sister, brother-in-law, sister-in-law, grandparent, or any person with whom the member has made his/her home, and any other member of the immediate household. 3. In the case of the death of a near relative, defined as first cousin, uncle, aunt, niece or nephew, there shall be no deduction from personal leave entitlement of up to three (3) days, subject to advance notice to and approval of the Superintendent. 4. A member shall also be granted a reasonable amount of bereavement time with full pay for the purpose of travel in cases where the funeral is out of state. Such time off is subject to the approval of the Assistant Superintendent to whom the member is reportable. 5. Any other leave of absence granted by the Board may be without pay. 6. No leave of absence with pay shall be granted due to the requirements of a second job. 7. Professional leave for such purposes as attending meetings, seminars and visiting other schools may be granted. 8. If a member is subpoenaed by a court of law to appear on behalf of the Board, such member shall do so without loss of pay.

  • Excused Absences Absences will be excused only under the following circumstances.

  • Reporting Absences Employees are responsible for reporting to work on time on each scheduled work day. When an Employee is absent from work, they will notify their Supervisor or designate by telephone before the beginning of the work period or as soon as practicable. The Employee shall inform their Supervisor or designate of the reason for the absence, the expected time of their return to work and a telephone number where they may be reached in their absence.

  • Leave of Absence for Union Business 20.1 On reasonable notice in writing and where operational requirements permit the Employer may grant a leave of absence without pay to an Employee who is elected or selected: (a) as a member of the Board of Directors of the Union for the attendance at Board meetings; (b) as a delegate to attend special conventions, conferences and/or educational programs of the Union and affiliated bodies including the National Union of Public and General Employees Canadian Labour Congress and the Nova Scotia Federation of Labour; (c) as members of standing Committees of the Union for the attendance at meetings of the standing Committees; (d) as members of the Bargaining Union negotiating committee of the Local for attendance at Committee meetings; (e) as members of the Executive to attend Executive Meetings of the Nova Scotia Government and General Employees Union and the Nova Scotia Federation of Labour; or (f) for such other Union business as may be authorized by the Union. Such leaves will not be unreasonably refused. Such leaves shall be without pay but without loss of benefits or seniority during the period of the leave. The Employer will continue the salary and benefits of an Employee, who is granted leave without pay for Union business, and will invoice the Union for the Employee's salary and benefits. 20.2 On reasonable notice in writing and where operational requirements permit, an Employee who is seconded for a position with the Union or anybody with which the Union is affiliated may be granted a leave of absence without loss of seniority and benefits during the period of the leave. Such leave shall not be unreasonably refused. The Employer will continue the salary of an Employee who is seconded without pay and will invoice the Union for the Employee's salary and the Union shall reimburse the Employer for all pay or benefits during the period of the leave.

  • Approved Leave of Absence During Vacation Where it can be established by the employee through a doctor's certificate that an illness or accident occurred, or where an employee qualifies for bereavement or any other approved leave during his/her period of vacation, there shall be no deduction from vacation credits for such absence. The period of vacation so displaced shall either be added to the vacation or reinstated for use at a later date, at the employee's option, as mutually agreed.

  • Extended Absences In the event Tenant will be away from the Premises for more than 7 consecutive days, Tenant agrees to notify Landlord in writing of such absence. During such absence, Landlord may enter the premises at times reasonable necessary to maintain the property and inspect for damages and needed repairs.

  • Sick Leave During Leave of Absence (F/T) When an Employee is given leave of absence without pay for any reason, or is laid off on account of lack of work, he/she shall not continue to accumulate sick leave and shall not be entitled to receive pay for sickness for the period of such absence, but shall retain his/her cumulative credit, if any, existing at the time of such leave or lay-off.

  • Approved Leave of Absence With Pay During Vacation When an employee is qualified for bereavement leave, sick leave or any other approved leave with pay during her vacation period, there shall be no deduction from the vacation credits for such leave. In the case of sick leave, this section shall only apply when the period of illness or injury is in excess of two (2) days and a note from a physician may be required. The period of vacation so displaced shall be taken at a mutually agreed time. An employee intending to claim displaced vacation leave must advise the Employer and provide necessary documentation within seven (7) days of returning to work.

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