PERSONAL AND XXXXX’S LEAVE Sample Clauses

PERSONAL AND XXXXX’S LEAVE. Personal and Xxxxx’s leave is generally as per Part 7 of the Workplace Relations Act 1996 including the Standard. To avoid any doubt, the following conditions are specifically described; To the extent that the following clauses provide an entitlement to the Employee that is inconsistent with the Standard contained in Part 7 of the Workplace Relations Act 1996 and the entitlement is no less favourable to the Employee than the Standard the Agreement will prevail. 12.1 From 27 March 2006, paid personal/carers leave will accrue at the rate of 1/26th of the nominal hours worked by an Employee for each completed 4- week period of continuous service with the Employer. 12.2 Leave accrued in accordance with 12.1 will be credited to the Employee each month. 12.3 Leave entitlements will accrue on a pro-rata basis during the calendar year of commencing or ceasing employment. 12.4 Any unused personal leave entitlements shall accumulate year to year. 12.5 The Employee is entitled to 2 days bereavement leave on production of satisfactory evidence (if required by the employer) on each occasion of the death of a member of the employee’s immediate family, in or outside, of Australia. Bereavement leave does not accumulate. 12.6 The Employee is entitled to 2 days paid carers leave on production of satisfactory evidence (if required by the employer) on each occasion of the illness or injury of a member of the Employee’s immediate family, in or outside, of Australia. 12.7 If an Employee is absent from work due to sickness, the Employee must notify the Company as soon as practicable from the commencement of the employees shift or day work. 12.8 As soon as is practicable, the Employee is to provide the Company with a medical certificate from a registered health practitioner the certificate must set out that in the practitioner’s opinion, the Employee is or will be unfit for work as a result of illness or injury. 12.9 Where the provision of such a certificate is not reasonably practical, a statutory declaration sworn by the Employee must be provided to the Employer. The declaration must state that the Employee is or will be unfit for work as a result of illness or injury. 12.10 The requirements in 12.9 do not apply in circumstances beyond the employee’s control. 12.11 Personal leave is not paid for any leave of absence or any period in respect to a period of entitlement for Workers Compensation. 12.12 Any personal leave accrued prior to signing this agreement will be carried over ...
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PERSONAL AND XXXXX’S LEAVE. (a) Personal and Xxxxx’s leave is to be read in conjunction with the NES. (b) Xxxx and xxxxx’s leave comes under the same leave entitlement which is known as personal / xxxxx’s leave. (c) An employee can take paid personal leave when they can’t work because of a personal illness or injury (including pregnancy-related illness). An employee can take paid xxxxx’s leave to care for or support a member of their immediate family or household who is sick, injured or has an unexpected emergency. A household member is any person who lives with the employee. (d) All employees (except casuals) are entitled to paid personal and xxxxx’s leave. (e) Employees will be required to give notice and provide evidence for personal and xxxxx’s leave in the following circumstances: (i) For two (2) consecutive days or more on either side of a weekend or public holiday an employee will be required to provide a certificate from a qualified health practitioner. The Employer may dispense with the requirements of a certificate from a qualified health practitioner where, in the Employer’s opinion, the circumstances are such as not to warrant such requirement. (ii) Employees (except for casuals) get: (A) Ten (10) days each year for full-time employees; (B) Pro rata of ten (10) days each year depending on the hours of work for part-time employees; (C) Full-time and part-time employees accumulate personal and xxxxx’s leave during a year of work. It starts to accrue from an employee’s first day of work and is based on the number of hours they work; (D) The balance of leave at the end of each year carries over to the next year. (iii) Personal and xxxxx’s leave accumulates when an employee is on paid leave, including the following: (A) paid leave such as annual leave and paid personal and xxxxx’s leave; (B) community service leave including jury duty; (C) long service leave; (iv) Personal and xxxxx’s leave does not accumulate when the employee is on unpaid leave, including the following: (A) unpaid annual leave; (B) unpaid personal / carer’s leave; (C) unpaid parental leave; (D) unpaid family and domestic violence leave.
Sample 1
PERSONAL AND XXXXX’S LEAVE. 29.1. Leave Entitlement a) Personal leave is leave taken because a Team Member is not fit for work because of a personal illness or injury (sick leave) or to provide care or support to a member of the Team Member's immediate family who requires care or support because of a personal illness or injury affecting that member (Xxxxx's Leave). b) A Permanent Full-Time Team Member will receive 10 days Personal/Xxxxx's Leave per year, to accrue on a pro-rata basis. A Permanent Part-Time Team Member will accrue this leave on a pro-rata basis. Personal/ Xxxxx's Leave will accumulate from year to year. c) Personal leave taken and approved shall be deducted from the Permanent Team Member's accrued entitlement and paid at the Team Member's ordinary base rate. 29.2. Definition of immediate family The definition an immediate family member is defined as the following persons to the Team Member: a) Spouse or former spouse b) De facto partner or former de facto partner c) Child 18 d) Parent e) Grandparent f) Grandchild g) Sibling, or h) Child, parent, grandparent, grandchild or sibling of the employee's spouse or de facto partner (or former spouse or de facto partner). 29.3. Notice and evidence requirements A Team Member must provide a medical certificate from a registered medical practitioner (either for the Team Member or the member of their immediate family or household for whom they were required to provide care) for each occasion personal leave is taken. Where the Team Member can demonstrate in writing the reason(s) why it was not reasonably practical to obtain a medical certificate, a properly completed Statutory Declaration may be accepted as satisfactory evidence. For the avoidance of doubt, a properly completed Statutory Declaration must state reason(s) for the absence and why a medical certificate was not/could not be provided.
Sample 1
PERSONAL AND XXXXX’S LEAVE. In accordance with the NES, an OM Employee will be entitled to use personal/carer’s leave during periods where the OM Employee is unable to attend work because of personal illness or injury or the need to care for a member of their immediate family or household because of personal illness or injury. A medical certificate will normally be required for absences beyond two consecutive days. The OM Employee must take reasonable steps to minimise the duration of any absence. The Company will record the OM Employee’s use of personal and carer’s leave, and the amount of leave used will reduce the balance available for carer’s leave. Where the OM Employee’s illness or injury is expected to be of an extended duration, the OM Employee and the Company will discuss appropriate arrangements. This may include the use of annual leave, or part-time working, to enable the OM Employee to balance the need to provide care to the family member, and to attend work.
Sample 1
PERSONAL AND XXXXX’S LEAVE. 29.1 Each full-time, non-casual employee of the Guild is entitled to 15 days of personal leave per annum. 29.1.1 Part-time employees will accrue this entitlement on a pro-rata basis. 29.1.2 Any unused portion of this leave will accumulate from year to year.
Sample 1
PERSONAL AND XXXXX’S LEAVE. 44.1 The provisions of this clause apply to full time and part-time Employees. See Clause
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PERSONAL AND XXXXX’S LEAVE 
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Related to PERSONAL AND XXXXX’S LEAVE

  • Personal/Xxxxx’s Leave 7.3.1 All full time employees shall be entitled to accrue paid personal / xxxxx's leave on the basis of 10 days per year (or pro-rata thereof for any period less than one year). Part-time employees are entitled to a pro-rata benefit. Paid personal / carer's leave is cumulative. 7.3.2 All accrued personal leave shall be available for use as carer's leave in accordance with the provisions outlined below. 7.3.3 As part of its commitment to provide a family-friendly workplace, the employer will allow employees to use any amount of accrued personal /xxxxx's leave to enable employees to: (a) provide primary care to partners, children and/or other household or family members. (b) attend the funerals of family or household members or close family relatives (if compassionate leave is not available in the circumstances). 7.3.4 The leave provided for in this clause will be granted subject to the following: (a) The employee must notify the employer of the reason and likely duration of the absence before 7.00 am on the first day of the absence, unless this is not possible due to an unexpected emergency in which case the employee must notify the employer as soon as practicable. (b) Where circumstances permit, an employee must endeavour to arrange leave to minimise the impact on operational needs. (c) The provision of appropriate documentary evidence. 1. For sick leave, a medical certificate or if not reasonably practicable to provide a medical certificate- a statutory declaration made by the employee. 2. For xxxxx's leave, a medical certificate in respect to the family or household member, or a statutory declaration by the employee. 3. For compassionate leave, any evidence that the employer reasonably requires. 7.3.5 The employee is not entitled to take more than 10 days of paid xxxxx’s leave (1/26th of the nominal hours worked by the employee) per year, regardless of the amount of personal leave the employee has accumulated over time. 7.3.6 An employee may request to cash out any amount of paid personal/xxxxx’s leave that they have accrued that is excess of 3/52 of the number of nominal hours worked over the past 12 months. For example, an employee working 38 hours per week over 12 months must retain 15 days of paid personal/carer’s leave and may cash out any further personal/carer’s leave that has been accumulated. 7.3.7 In addition to the above, a request to cash out personal/xxxxx’s leave will only be granted where: (a) the employee elects to cash out their leave in writing; and (b) the employer agrees. 7.3.8 Casual Employees engaged in continuous service shall be entitled to personal leave limited to the provision of sub clause 7.3.

  • Personal/Carer’s Leave 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

  • Personal Leaves 8.11.4.1 As approved by the Board, personal leaves without pay may be granted in cases of exceptional need for up to six (6) months. Any such leave exceeding one (1) semester shall not be counted toward tenure or promotion or for computing salary increments. These leaves may be extended by the PVPAA upon recommendation of the xxxx for up to one (1) year.

  • Personal Leave Written request for a personal leave of absence without pay will be considered on an individual basis by the Hospital. Such requests are to be submitted to the employee's immediate supervisor at least four (4) weeks in advance, unless not reasonably possible to give such notice, and a written reply will be given within fourteen (14) days except in cases of emergency in which case a reply will be given as soon as possible. Employees needing personal leave days for appointments with medical practitioners may utilize the personal leave language. Such leave shall not be unreasonably withheld.

  • Personal Illness Employees may use accumulated sick leave for hours off due to personal illness. The employee may be required to furnish a medical certificate from a qualified physician as evidence of illness or physical disability in order to qualify for paid sick leave as per District practice. Accumulated sick leave may also be granted for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc.

  • Personal Medical Leave 1. Accrued 100% sick leave may be used at the employee's discretion. Such leave may be taken before or after the vacation described in No. 3 below. 2. Accrued 75% sick leave may be used following use of all 100% sick leave at the employee’s discretion. Such leave may be taken before or after the vacation described in No. 3 below.

  • Paid Personal Leave A. During the first full pay period in each January, persons employed as of September 1, 2011 will be credited annually with paid personal leave credits at the following rate (including such employees laid off and subsequently recalled): Scheduled Hours per Week Personal Leave Credits 37.5 hours per week 37.500 hours 40.0 hours per week 40.000 hours B. During the first full pay period in each January, full-time employees hired after September 1, 2011 will be credited annually with paid personal leave credits at the following rate: Scheduled Hours per Week Personal Leave Credits 37.5 hours per week 22.500 hours 40.0 hours per week 24.000 hours Such personal leave may be taken during the following twelve (12) months at a time or times requested by the employee and approved by his/her Appointing Authority. Full- time employees hired or promoted into the bargaining unit after the first full pay period in January of each year will be credited with personal leave days in accordance with the following schedule: Date of Hire or Promotion Scheduled Hours per Week Personal Leave Credited January 1-March 31 37.5 22.500 hours 40.0 24.000 hours April 1-June 30 37.5 15.000 hours 40.0 16.000 hours July 1-September 30 37.5 7.500 hours 40.0 8.000 hours October 1-December 31 37.5 0.000 hours 40.0 0.000 hours Any paid personal leave not taken by the last Saturday to the first full pay period in January will be forfeited by the employee. Personal leave days for regular part-time employees will be granted on a pro-rata basis. Personal leave may be used in half-hour increments and may be used in conjunction with vacation leave. C. Nothing in this section shall be construed as giving more than three (3) personal days (to employees hired after September 1, 2011) in a given year, or more than five (5) personal days (to employees on the payroll as of September 1, 2011) in a given year. Any employee who has used one or more days leave while employed in state service shall have such time deducted from the formula contained herein

  • Unpaid Personal Leave Where an employee has exhausted all paid personal leave entitlements, they are entitled to take unpaid personal leave to care for members of their immediate family or household who are sick and require care and support or who require care due to an unexpected emergency. The employer and the employee shall agree on the period. In the absence of agreement, the employee is entitled to take up to two days (up to a maximum of 16 hours) of unpaid leave per occasion, provided the requirements of 7.2.5(a) and 7.2.5(b) are met.

  • 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.

  • Personal Leave Day Each employee who has been continuously employed by the College for more than four

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