Personal / Carers leave including sick leave Sample Clauses

Personal / Carers leave including sick leave. All full time employees are entitled to 76 hours paid personal leave per year. Paid personal leave is available to full time and part time employees, when absent due to: • personal illness or injury (sick leave); or • for the purposes of caring for an immediate family or household member who is ill; plus up to 2 days unpaid leave on each occasion • In addition in the event of the death of an immediate family or household member (2 days bereavement leave) which is not counted in the 76 hours allowed; or • the employee is entitled to take unpaid parental leave of up to 12 months (including Maternity and Adoption Leave) in accordance with Schedule 14 of the Workplace Relations Act 1996. Employees taking personal leave may be required to provide proof relating to the reason for their absence on each occasion. Part time employees accrue their personal leave entitlements on a pro-rata basis based on the average number of hours they usually work. The employee, where practicable, shall notify the employer at least an hour before his or her rostered starting time on the first day of absence, of his or her inability to attend for duty, and where practicable state the nature of the illness or injury and the estimated duration of the absence. Where the employee is paid under the Table 1 wage rate, such leave will be paid at the relevant hourly rate where accrued
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Personal / Carers leave including sick leave. 22.1.1 Full-time employees who work an average of 38 hours per week shall be entitled to eight (8) days paid personal/carer’s leave per year based on the amount the employee would reasonably have expected to be paid by the Company had the employee worked. 22.1.2 Part-time employees shall be entitled to and accrue personal/carer’s leave in accordance with sub-clause 24 on a pro-rata basis. 22.1.3 Casual employees shall not be entitled to paid personal/carer’s leave. 22.1.4 Eligible employees may use their entitlement to paid personal/carer’s leave for the purposes of personal injury or illness (sick leave) or to provide care or support for a member of the employee’s immediate family or household who requires care or support due to personal injury or illness (carer’s leave). 22.1.5 For the purposes of Compassionate Leave and Parental Leave immediate family means the employee’s spouse (including de facto spouse, former spouse or former de facto spouse), child, parent, grandparent, grandchild or sibling of the employee’s current or former spouse (including de facto spouse). 22.1.6 Employees may use up to a maximum of ten (10) days of paid personal/carer’s leave in any given year for xxxxx’s leave purposes. 22.1.7 All employees (including casual employees) shall be entitled to two days of unpaid carer’s leave in any given year for carer’s leave purposes. 22.1.8 With the exception of casual employees unpaid personal/carer’s leave shall only be available where the employee concerned does not have any paid personal/carer’s leave available. 22.1.9 Employees must notify the Company as soon as reasonably practicable when taking a period or periods of personal/carer’s leave for any reason. 22.1.10 The Company may request a medical certificate (or other appropriate evidence, such as a Statutory Declaration, to the satisfaction of the Company) for any period or periods of paid or unpaid personal/carer’s leave taken for any reason. 22.1.11 Notwithstanding sub-clause 22.1.10 employees shall not be obligated to provide medical certificates (or other evidence to the satisfaction of the Company) for up to two (2) single day absences per annum unless directed to the contrary as part of the employee’s performance management.
Sample 1
Personal / Carers leave including sick leave. 13.1 Each permanent Employee shall accrue Personal/carer’s leave (including sick leave) of 10 days’ paid leave a year after 12 months’ service. This leave will be cumulative and up to 10 days a year can be used as carer’s leave.‌ 13.2 An additional two days of unpaid carer’s leave will be available for emergencies for Employees who have used up their personal leave entitlement, and for casual Employees. 13.3 In order to take Personal/Xxxxx’s Leave in terms of clause 13.1 above the Employee must provide documentary evidence including a medical certificate from a medical practitioner as soon as reasonably practicable to the effect that: (a) the Employee will be unfit for work during the relevant period of sick leave because of a personal illness or injury; or (b) a member of the Employee’s immediate family or of the Employee’s household who requires care or support has had or will have a personal illness or injury during the relevant period. 13.4 For all personal leave accrued by an Employee after the date of signing of this Agreement, the following will apply: (a) The Employee may convert 100% of any accrued sick leave entitlement to a cash payment upon termination of their employment.‌ (b) If the Employee: (i) was or has been terminated by the Employer without exercising the option referred to in sub-clause 13.1(a); and (ii) is re-employed by the Employer within a period of 6 months, the unpaid balance of sick leave will continue from the date of re-employment. 13.5 The Employee shall as far as practicable prior to the first day of any sick leave taken, and in any event within 24 hours of the commencement of such absence, inform the employer of his intention to take sick leave.
Sample 1

Related to Personal / Carers leave including sick leave

  • BEREAVEMENT/TANGIHANGA LEAVE 18.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 18.2 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 18.1 above. This provision will not apply if the employee is on leave without pay. 18.3 In granting time off and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • 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.

  • 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.

  • Paid Bereavement Leave An employee who is absent from work due to the death of a member of his/her immediate family (spouse, sibling, child, parent, parent-in-law, grandparent, grandparent-in-law or domestic partner) may use up to three (3) days of paid bereavement leave each school year. The use of bereavement leave shall not count against the employee’s sick leave. If an employee requires additional time off for bereavement purposes beyond these three

  • Sick Leave Use An employee shall be granted sick leave with pay to the extent of the employee's accumulation for absences necessitated by the following conditions:

  • Vacation; Sick Leave During the Employment Term, the Executive shall be entitled to not less than four (4) weeks of vacation during each calendar year and sick leave in accordance with the Company’s policies and practices with respect to its executives.

  • 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.

  • 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.

  • Vacation, Holidays and Sick Leave During the Term, the Executive shall be entitled to paid vacation, paid holidays and sick leave in accordance with the Company's standard policies for its senior executive officers.

  • Carer’s Leave An employee may use up to 10 days accrued sick days as carers leave to tend to the care for members of the employee’s immediate household. The leave will be subject to the employee providing reasonable proof of the need for the use of xxxxx’s leave. In circumstances where the employee has exhausted all of the paid leave, a further 2 days unpaid leave may be taken.

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