Common use of Personal/Family Responsibilities Clause in Contracts

Personal/Family Responsibilities. Leave of Absence for Personal/Family Responsibilities is drawn from an employee’s accumulated sick leave credits for carrying out a personal or a family responsibility where the employee has an obligation or duty and where the employee may be held accountable or answerable in some manner if the obligation is not met. This leave does not apply to purely discretionary personal or family matters. The individual employee’s judgment should be tempered with good faith reasoning and an understanding that if abused the ability to take time off with pay for important personal or family responsibilities may be denied. In order to meet the Employer’s need and patient’s need for effective, efficient Cancer treatment and research programs and services, there needs to be a balance between personal/family responsibilities and service delivery to the patients. Employees should provide reasonable notice when they intend to utilize personal/family leave to minimize the negative effect on service delivery and co- worker workload. Requests for leave of absence for Pressing Necessity and/or Personal/Family Responsibilities shall be made in writing to the employee’s immediate supervisor. Granting leave of absence for Personal/Family Responsibilities is restricted to a portion of the employee’s accumulated sick leave credits due to the Federal Government Employment Insurance Regulations. An employee who maintains a minimum balance of seventy-five (75) sick leave credits may be permitted by the Employer to use up to five (5) sick leave credits each fiscal year (April 1 to March 31) for personal/family responsibilities. An employee who has an accumulation of less than seventy-five (75) sick leave credits may be permitted by the Employer to use up to three (3) sick leave credits each fiscal year (April to March 31) for personal/family responsibilities. The Employer reserves the right to request evidence from the employee that the leave is for personal/family responsibilities. An explanation will be provided to the employee where the Employer denies the employee’s request for leave under this Article. Employees who are denied leave under this Article or who have exceeded their yearly maximum sick leave credits (3 or 5 days) may use EDO’s, vacation, or other leave provisions.

Personal/Family Responsibilities. Leave of Absence for Personal/Family Responsibilities is drawn from an employee’s accumulated sick leave credits for carrying out a personal or a family responsibility where the employee has an obligation or duty and where the employee may be held accountable or answerable in some manner if the obligation is not met. This leave does not apply to purely discretionary personal or family matters. The individual employee’s judgment should be tempered with good faith reasoning and an understanding that if abused the ability to take time off with pay for important personal or family responsibilities may be denied. In order to meet the Employer’s need and patient’s need for effective, efficient Cancer treatment and research programs and services, there needs to be a balance between personal/family responsibilities and service delivery to the patients. Employees should provide reasonable notice when they intend to utilize personal/family leave to minimize the negative effect on service delivery and co- co-worker workload. Requests for leave of absence for Pressing Necessity and/or Personal/Family Responsibilities shall be made in writing to the employee’s immediate supervisor. Granting leave of absence for Personal/Family Responsibilities is restricted to a portion of the employee’s accumulated sick leave credits due to the Federal Government Employment Insurance Regulations. An employee who maintains a minimum balance of seventy-five (75) sick leave credits may be permitted by the Employer to use up to five (5) sick leave credits each fiscal year (April 1 to March 31) for personal/family responsibilities. An employee who has an accumulation of less than seventy-five (75) sick leave credits may be permitted by the Employer to use up to three (3) sick leave credits each fiscal year (April to March 31) for personal/family responsibilities. The Employer reserves the right to request evidence from the employee that the leave is for personal/family responsibilities. An explanation will be provided to the employee where the Employer denies the employee’s request for leave under this Article. Employees who are denied leave under this Article or who have exceeded their yearly maximum sick leave credits (3 or 5 days) may use EDO’sEDOs, vacation, or other leave provisions.

Personal/Family Responsibilities. Leave of Absence for Personal/Family Responsibilities is drawn from an employee’s accumulated sick leave credits for carrying out a personal or a family responsibility where the employee has an obligation or duty and where the employee may be held accountable or answerable in some manner if the obligation is not met. This leave does not apply to purely discretionary personal or family matters. The individual employee’s judgment should be tempered with good faith reasoning and an understanding that if abused the ability to take time off with pay for important personal or family responsibilities may be denied. In order to meet the Employer’s need and patient’s need for effective, efficient Cancer treatment and research programs and services, there needs to be a balance between personal/family responsibilities and service delivery to the patients. Employees should provide reasonable notice when they intend to utilize personal/family leave to minimize the negative effect on service delivery and co- worker workload. Requests for leave of absence for Pressing Necessity and/or Personal/Family Responsibilities shall be made in writing to the employee’s immediate supervisor. Granting leave of absence for Personal/Family Responsibilities is restricted to a portion of the employee’s accumulated sick leave credits due to the Federal Government Employment Insurance Regulations. An employee who maintains a minimum balance of seventy-five (75) sick leave credits may be permitted by the Employer to use up to five (5) sick leave credits each fiscal year (April 1 to March 31) for personal/family responsibilities. An employee who has an accumulation of less than seventy-five (75) sick leave credits may be permitted by the Employer to use up to three (3) sick leave credits each fiscal year (April to March 31) for personal/family responsibilities. The Employer reserves the right to request evidence from the employee that the leave is for personal/family responsibilities. An explanation will be provided to the employee where the Employer denies the employee’s request for leave under this Article. Employees who are denied leave under this Article or who have exceeded their yearly maximum sick leave credits (3 or 5 days) may use EDO’sEDOs, vacation, or other leave provisions.

Personal/Family Responsibilities. Leave of Absence for Personal/Family Responsibilities is drawn from an employee’s accumulated sick leave credits for carrying out a personal or a family responsibility where the employee has an obligation or duty and where the employee may be held accountable or answerable in some manner if the obligation is not met. This leave does not apply to purely discretionary personal or family matters. The individual employee’s judgment should be tempered with good faith reasoning and an understanding that if abused the ability to take time off with pay for important personal or family responsibilities may be denied. In order to meet the Employer’s need and patient’s need for effective, efficient Cancer treatment and research programs and services, there needs to be a balance between personal/family responsibilities and service delivery to the patients. Employees should provide reasonable notice when they intend to utilize personal/family leave to minimize the negative effect on service delivery and co- worker workload. Requests for leave of absence for Pressing Necessity and/or Personal/Family Responsibilities shall be made in writing to the employee’s immediate supervisor. Granting leave of absence for Personal/Family Responsibilities is restricted to a portion of the employee’s accumulated sick leave credits due to the Federal Government Employment Insurance Regulations. An employee who maintains a minimum balance of seventy-five (75) sick leave credits may be permitted by the Employer to use up to five (5) sick leave credits each fiscal year (April 1 to March 31) for personal/family responsibilities. An employee who has an accumulation of less than seventy-five (75) sick leave credits may be permitted by the Employer to use up to three (3) sick leave credits each fiscal year (April to March 31) for personal/family responsibilities. The Employer reserves the right to request evidence from the employee that the leave is for personal/family responsibilities. An explanation will be provided to the employee where the Employer denies the employee’s request for leave under this Article. Employees who are denied leave under this Article or who have exceeded their yearly maximum sick leave credits (3 or 5 days) may use EDO’s, vacation, or other leave provisions.