Planned Leave. (a) An employee must obtain the prior approval of their Supervisor for a planned leave and provided they make arrangements with their Supervisor to make up the missed class(es) and lost time, such leave will be without loss of pay. When making up the class(es) is a practical impossibility, an alternate arrangement, approved by the Supervisor, will be made. Requests for such leave(s) and alternate arrangements shall not be unreasonably denied.
(b) Planned leaves may be arranged for the purposes of academic conference attendance, observance of religious holidays, Union convention attendance, grievance attendance where the employee is a party to the grievance, arbitration hearings under this Collective Agreement for the purpose of the employee testifying and court attendance where the employee is a party to the court proceedings.
Planned Leave. Planned leave relief includes night relief, annual, medical education, days in lieu, parental, jury, EREL, planned special leave and long term and elective sick leave. Long term planned leave relief may also be covered by employment of staff on fixed term agreements. Relievers must not be used to supplement staffing levels required to meet service demand except as provided for in this Schedule.
1. A planned leave reliever covers the roster of an absent RMO. A minimum of 14 days notice of the RMO’s roster must be given except that:
a. where a planned leave reliever is not allocated to cover planned leave they can be allocated to cover an unexpected absence of an RMO during the ordinary hours. Clause 4 and 5 of the short notice leave relievers provision below shall apply in these circumstances.
b. Where a planned leave reliever is not allocated to cover planned leave or to cover an unexpected absence of an RMO during the ordinary hours they may be allocated to report for duty relief. Clause 4 of the Report for Duty relievers provision below shall apply in these circumstances.
Planned Leave. (a) An employee must obtain the prior approval of their Supervisor for a planned leave and provided they make arrangements with their Supervisor to make up the missed class(es) and lost time, such leave will be without loss of pay. When making up the class(es) is a practical impossibility, an alternate arrangement, approved by the Supervisor, will be made.
(b) Planned leaves may be arranged for the purposes of academic conference attendance, observance of religious holidays, Union convention attendance, grievance attendance where the employee is a party to the grievance, arbitration hearings under this Collective Agreement for the purpose of the employee testifying and court attendance where the employee is a party to the court proceedings.
Planned Leave. Employees, upon completion of each period of five (5) years of continuous service, at least two (2) years of which are in their current position, may request unpaid leave for a fixed period of between four (4) months and six (6) months. In each office, no more than one employee in a position or eight percent (8%) of the employees in a position, whichever is greater, may be on planned leave at the same time. When the number of employees requesting planned leave exceeds the number who may be on planned leave pursuant to this article, approval of the requests for planned leave will be subject to service seniority. Application should normally be made at least three (3) months prior to the requested commencement date. Approval for planned leave and the commencement date of the planned leave shall be subject to operational requirements. The Employer shall communicate its decision regarding the request for unpaid leave within thirty (30) days and once approval has been given it shall not be rescinded. The Employer shall pay twenty-five percent (25%) of the total premiums for medical, extended health, dental and group life for the period an employee is on planned leave. The Employee shall pay seventy- five percent (75%) of the total premiums for these benefits prior to commencement of the planned leave. Employees on planned leave do not accumulate seniority [except as per Article 12.3(a)] or receive benefits other than medical, extended health, dental and group life benefits and shall return to their former position or to a position of equal rank or pay upon their return from planned leave. Employees who do not return to work from a planned leave, or who terminate their employment within one hundred and eighty (180) days of return, shall reimburse the Employer the actual cost of the twenty- five percent (25%) benefit premium cost.
Planned Leave. If school is closed due to any reason and a teacher had a planned leave day scheduled, the teacher will not be charged for the leave day requested.
Planned Leave. 19.01 An Employee may request that her name be temporarily suspended from the List of Employees for reasons of Pregnancy or Parental Leave for a period up to the maximum period of such leave under the Employment Standards Act, 2000. The Employer will provide any necessary documentation of employment that may be required by the Employee.
19.02 An Employee may request that her name be temporarily suspended from the List of Employees for reasons of an unpaid leave for up to 3 months.
Planned Leave. Employees will be required to give 4 weeks of advance notice of intent to use EPL for any reason except emergency, illness, or sudden necessity. Operational needs dictate that employees should generally follow the procedures outlined in Article 10 when requesting to use EPL for reasons other than emergency, illness, or sudden necessity. Requests for planned leave may be denied where granting the leave would result in undue hardship.
Planned Leave. Employee shall revert back to five (5) day work week
Planned Leave. Planned leave relief includes night relief, annual, medical education, days in lieu, parental, jury, EREL, planned special leave and long term and elective sick leave. Long term planned leave relief may also be covered by employment of staff on fixed term agreements. Relievers must not be used to supplement staffing levels required to meet service demand except as provided for within this appendix and clause 16.1.
Planned Leave. Planned leave relief includes night relief, annual, medical education, days in lieu, parental, jury, EREL, planned special leave and long term and elective sick leave. Long term planned leave relief may also be covered by employment of staff on fixed term agreements. Relievers must not be used to supplement staffing levels required to meet service demand except as provided for within this appendix and clause 16.1.
1. A planned leave reliever covers the roster of an absent RMO. A minimum of 14 days’ notice of the RMO’s roster must be given except in circumstances that:
(a) where a planned leave reliever is not allocated to cover planned leave, they can be allocated to cover an unexpected absence of an RMO during the ordinary hours. Clause 4 and 5 of the short notice leave relievers provision below shall apply in these circumstances.
(b) where a planned leave reliever is not allocated to cover planned leave, they can be allocated to report for duty relief. Clause 4 of the report for duty relievers provision below shall apply in these circumstances.
2. Generally, one leave reliever will be required for each 7 HOs/SHOs employed. Generally, one leave reliever will be required for each 5.5 Registrars employed. In addition, where an RMO is on a night shift, a reliever may need to be provided to cover that RMO’s rostered day duties where night shifts are not covered internally as a regular predictable part of the rostering pattern.
3. Priority must be given to keeping planned leave relievers on consistent specialties, wards and teams as much as possible. For example, keeping a medical RMO on medical cover, or where a period of night cover is followed by annual leave cover keeping the same RMO on the same team or xxxx.
(a) Discipline preference: Where possible house officers and SHOs preference for surgical or medical specialty will be respected. Where an RMO specifies a preference, e.g., medical or surgical cover that they should have priority to cover in these areas.
(b) Team continuity: An individual reliever should remain with the one team or xxxx as much as possible.
(c) RMOs can only be allocated to cover runs that are within their scope of practice.
4. Limits on hours apply to relievers.
5. Relievers must have the skills to provide cover for the RMOs they are relieving. A SHO reliever may have the skills to cover both house officers and SHO duties and may also act up as a Registrar. Registrar relief must be provided by those with the skills and experience in...