Personal Illness/Injury Leave Sample Clauses

Personal Illness/Injury Leave. The following leaves may be available to cover absences for personal illness, injury, or pregnancy-related disability: ▪ Sick Leave with Full Pay ▪ Extended Sick Leave with Half Pay ▪ Industrial (work-related) Illness/Injury Leave
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Personal Illness/Injury Leave. 16.2.1 Full-time unit members shall be allocated ten (10) days per fiscal year for illness/injury leave (pro-rated for part-time unit members). Unit members may use illness/injury leave for absence due to accidents or illness; pregnancy, miscarriage, childbirth, and related recovery; personal necessity; medical and dental appointments, in increments of no less than one (1) hour; industrial accidents or illnesses when leave for that purpose has been exhausted; to bond with a child within one (1) year of the child’s birth, adoption, or xxxxxx care placement; need of the unit member or the unit member’s family member (as defined in Labor Code 245.5) for the diagnosis, care, or treatment of an existing health condition or for preventative care; and need of the unit member to seek or obtain relief or medical attention for domestic violence, sexual assault, or stalking. 16.2.2 Unused days of sick leave shall accumulate from year to year. 16.2.3 After any absence of more than three (3) consecutive duty days due to illness or injury, the unit member must verify the absence by submitting a completed and signed absence form to the site supervisor. The Supervisor or designee may require verification whenever a unit member’s absence record shows chronic absenteeism or a pattern of absences immediately before or after weekends and/or holidays or whenever available evidence clearly indicates that an absence is not related to illness or injury.
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Personal Illness/Injury Leave. (cf. 4261.1
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Personal Illness/Injury Leave. An employee who is, or whose family member is suffering from a catastrophic illness or injury may request donations of accrued vacation or sick leave credits under the catastrophic leave program.
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Personal Illness/Injury Leave. (Workers’ Compensation)
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Personal Illness/Injury Leave. 8.2.1 Ten days sick leave with pay will be granted to each full-time unit member who is absent from duty because of sickness, quarantine, or accident for each full year of service. This provision shall apply only to illness, quarantine, or accident for the unit member himself/herself. If such unit member does not take the full amount of leave allowed in any school year under this Article, the amount not taken shall be cumulative from year to year (EC 44978). Part-time unit members will be granted a proportionate part of sick leave. The Board shall comply with provisions of the Education Code for extended illness. Each unit member shall receive a yearly verification with the April 30 warrant of accrued sick leave. 8.2.1.1 In accordance with Section 233 of the California Labor Code, a unit member may use up to one-half the number of sick leave days earned and available in one school year to attend to an illness of a child, parent, or spouse. 8.2.2 The Superintendent may require verification of claimed illness or accident, based on reasonable cause. 8.2.3 After all earned sick leave days at full pay have been used and additional absence due to illness or accident is necessary, the unit member shall receive the difference between his/her own salary and the actual amount paid a substitute up to the long term substitute rate, excluding the cumulative incentive pay rate, up to a total of 100 school days.
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Personal Illness/Injury Leave. Personal Illness/Injury Leave will be for a period of one hundred (100) days, beginning with the first day of absence, and will run concurrently with sick leave and unpaid statutory leave (e.g., FMLA/CFRA), if applicable. It shall not be accumulative and shall be exclusive of any other paid leave, holidays, or vacation time to which the employee may be entitled. When accumulated sick leave at full pay is exhausted, the remainder of the 100 days of leave shall be compensated at 50% of the regular rate of pay. At the election of the employee vacation may be used to supplement days of half pay after regular sick leave is exhausted, may be used after the 100 days of half pay are exhausted, or may be paid out at the end of the 100 days. Should a bargaining unit member fail to request any of the above options or to respond to Agency requests to choose an option, the Agency shall require the employee exhaust their vacation days after the 100 days of half pay are exhausted. Any unused days shall not accumulate from year to year. After the employee has exhausted all leaves of absence, paid or unpaid, they will be placed on the 39-month rehire list.
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Personal Illness/Injury Leave. Superintendent shall annually be entitled to the use of twelve (12) sick days and three (3) personal business days. Any sick days unused within a given work year shall accumulate up to a maximum of 20 days and be available for use in later years within the term of this Contract, but shall not be available for reimbursement upon his termination from employment. Use of three (3) or more consecutive leave days may, at the Board's sole discretion, require a doctor's note verifying the medical reason for the absence.
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Personal Illness/Injury Leave. To insure the reasonable safety of employees against any further injury or aggravation of an existing injury.
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Related to Personal Illness/Injury Leave

  • 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/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 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.

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