Common use of Postponed Vacations Clause in Contracts

Postponed Vacations. 6.5.1 With the exception of new employees as outlined in Item 6.4.3, vacations appropriate to the particular calendar year may be granted at any time but normally must be completed by the end of that year. Carry-over or postponement of vacations beyond the end of that year shall be in accordance with the following: 1. Where it is mutually agreeable, the employee may carry-over a maximum of two week's vacation to the following year (to be taken by April 30th of that following year). Request for carry-over must be made prior to September 1st. 2. Under special extenuating circumstances (as identified in Subsections 6.4.1, 6.5.2 and 6.5.4), application for postponement or carry-over of more than two week's vacation may be made to the respective director, or official of equivalent rank, but the vacation must be completed by April 30th of the next year. 3. Upon eligibility of 25 working days (5 weeks) of annual vacation, employees may defer and accumulate any vacation entitlement beyond 15 days per year. A maximum of 30 weeks’ vacation may be banked. Banked vacation may be taken at a later date, subject to the supervisor’s approval, or may be taken as a cash payment upon retirement. 6.5.2 An employee who is on sick leave shall not be granted a vacation until judged fit to return to work. If still disabled when sick leave credits expire, however, the employee may be placed on earned vacation. 6.5.3 An employee who becomes ill while on vacation shall not be placed on sick leave until after termination of the vacation. Under exceptional circumstances in case of very serious illness, sick leave may be granted at the discretion of the Chief Physician/Manager Health Services. The employee would then be entitled to the unused portion of his/her vacation after recovery from the illness. Minor illnesses and injuries may cause some degree of discomfort or disability to an employee while on vacation. Yet for the most part, these do not necessitate complete removal from the vacation setting or loss of the beneficial effects of the holiday. However, when an employee on vacation becomes seriously ill or injured and as a result must be removed from vacation setting entirely, he or she should be entitled to sick leave. The decision as to when an illness or non-occupational injury is sufficiently severe to justify transfer from vacation to sick leave should be made on medical grounds and rests with the Health and Safety Division. Normally hospitalization or complete confinement to bed in the home under regular physician's care have been the criteria used to judge severity, often after consultation with the attending doctor. "Exceptional circumstances" may include a number of things such as hospitalization, the need to be flown home from a trip abroad, becoming seriously ill on the first day of vacation, etc. The decision to transfer from vacation to sick leave must be based on reliable medical evidence and made by a physician in the Health and Safety Division. All cases of requests for such consideration should be referred to the Health and Safety Division without exception. 6.5.4 Where an employee is on sick leave or workers' compensation and thereby is unable to use his or her vacation credit during the current year such vacations may be carried over to the following year in accordance with Items 6.1 and 6. 5.1. Any outstanding vacation credit that has not been approved for carry over into the next year shall be paid out by Dec. 31st of the current year.

Postponed Vacations. 6.5.1 With the exception of new employees as outlined in Item Section 6.4.3, vacations appropriate to the particular calendar year may be granted at any time but normally must be completed com pleted by the end of that year. Carry-over or postponement of vacations beyond the end of that year shall be in accordance with the following: 1. Where it is mutually agreeableagreea ble, the employee may carry-over a maximum of two one (1) week's vacation to the following year (to be taken by April 30th of that following yearyear ). Request for carry-over must be made prior to September 1st. 2. Under special extenuating circumstances circumsta nces (as identified in Subsections 6.4.16.4.2, 6.5.2 and 6.5.4), application for postponement or carry-over of more than two one (1) week's vacation may be made to the respective director, or official of equivalent rank, but the vacation must be completed com pleted by April 30th of the next year. 3. Upon eligibility of 25 working days (5 weeks) of annual vacation, employees may defer and accumulate any vacation entitlement beyond 15 days per year. A maximum of 30 weeks’ vacation may be banked. Banked vacation may be taken at a later date, subject to the supervisor’s approval, or may be taken as a cash payment upon retirement. 6.5.2 An employee who is on sick leave shall not be granted a vacation until judged fit to return to work. If still disabled when sick leave credits expire, however, the employee may be placed on earned vacation. 6.5.3 An employee who becomes ill while on vacation shall not be placed on sick leave until after termination of the vacation. Under exceptional circumstances in case of very serious illness, sick leave may be granted at the discretion of the Chief Company appointed Physician/Manager Health Services. The employee would then be entitled to the unused portion portio n of his/her vacation after recovery from the illness. Minor illnesses and injuries may cause some degree of discomfort or disability to an employee while on vacation. Yet for the most part, these do not necessitate complete removal from the vacation setting or loss of the beneficial effects of the holiday. However, when an employee on vacation becomes seriously ill or injured and as a result must be removed from vacation setting entirely, he or he/she should be entitled to sick leave. The decision as to when an illness or non-occupational occu pational injury is sufficiently severe to justify transfer from vacation vacati on to sick leave should be made on medical grounds and rests with the Health and Safety Divisionth e Company appointed Physician. Normally hospitalization or complete confinement to bed in the home under regular physician's care have been the criteria used to judge severity, often after consultation with the attending doctor. "Exceptional circumstances" may include a number of things such as hospitalization, the need to be flown home from a trip abroad, becoming seriously ill on the first day of vacation, etc. The decision to transfer from vacation vacati on to sick leave must be based on reliable medical evidence and made by a physician in the Health and Safety DivisionCompany appointed Physician. All cases of requests for such consideration should be referred to the Health and Safety Division Company appointed Physician without exception. 6.5.4 Where an employee is on sick leave or workers' compensation com pensation and thereby is unable to use his or his/her vacation credit during du ring the current year such vacations may be carried over to the following year in accordance with Items Sections 6.1 and 6. 5.1. Any outstanding vacation credit that has not been approved for carry over into the next year shall be paid out by Dec. 31st 31 of the current year.

Postponed Vacations. 6.5.1 With the exception of new employees as outlined in Item Section 6.4.3, vacations appropriate to the particular calendar year may be granted at any time but normally must be completed by the end of that year. Carry-over or postponement of vacations beyond the end of that year shall be in accordance with the following: 1. Where it is mutually agreeable, the employee may carry-over a maximum of two week's vacation to the following year (to be taken by April 30th 30 of that following year). Request for carry-over must be made prior to September 1st1. 2. Under special extenuating circumstances (as identified in Subsections 6.4.1, 6.5.2 and 6.5.4), application for postponement or carry-over of more than two week's vacation may be made to the respective director, or official of equivalent rank, but the vacation must be completed by April 30th 30 of the next year. 3. Upon eligibility of 25 working days (5 weeks) of annual vacation, employees may defer and accumulate any vacation entitlement beyond 15 days per year. A maximum of 30 weeks’ vacation may be banked. Banked vacation may be taken at a later date, subject to the supervisor’s approval, or may be taken as a cash payment upon retirement. 6.5.2 An employee who is on sick leave shall not be granted a vacation until judged fit to return to work. If still disabled when sick leave credits expire, however, the employee may be placed on earned vacation. 6.5.3 An employee who becomes ill while on vacation shall not be placed on sick leave until after termination of the vacation. Under exceptional circumstances in case of very serious illness, sick leave may be granted at the discretion of the Chief Physician/Manager Health Services. The employee would then be entitled to the unused portion of his/her vacation after recovery from the illness. Minor illnesses and injuries may cause some degree of discomfort or disability to an employee while on vacation. Yet for the most part, these do not necessitate complete removal from the vacation setting or loss of the beneficial effects of the holiday. However, when an employee on vacation becomes seriously ill or injured and as a result must be removed from vacation setting entirely, he or she should be entitled to sick leave. The decision as to when an illness or non-occupational injury is sufficiently severe to justify transfer from vacation to sick leave should be made on medical grounds and rests with the Health and Safety Division. Normally hospitalization or complete confinement to bed in the home under regular physician's care have been the criteria used to judge severity, often after consultation with the attending doctor. "Exceptional circumstances" may include a number of things such as hospitalization, the need to be flown home from a trip abroad, becoming seriously ill on the first day of vacation, etc. The decision to transfer from vacation to sick leave must be based on reliable medical evidence and made by a physician in the Health and Safety Division. All cases of requests for such consideration should be referred to the Health and Safety Division without exception. 6.5.4 Where an employee is on sick leave or workers' compensation and thereby is unable to use his or her vacation credit during the current year such vacations may be carried over to the following year in accordance with Items Sections 6.1 and 6. 5.16.5.1. Any outstanding vacation credit that has not been approved for carry over into the next year shall be paid out by Dec. 31st 31 of the current year.

Postponed Vacations. 6.5.1 4.5.1 With the exception of new employees as outlined in Item 6.4.3Section 4.4.2, vacations appropriate to the particular calendar year may be granted at any time but normally must be completed by the end of that year. Carry-over or postponement of vacations beyond the end of that year shall be in accordance with the following: 1. Where it is mutually agreeable, the employee may carry-over a maximum of two week's vacation to the following year (to be taken by April 30th December 31 of that following year). Request for carry-over must be made prior to September 1st1. 2. Under special extenuating circumstances (as identified in Subsections 6.4.14.4.1, 6.5.2 4.5.2 and 6.5.44.5.4), application for postponement or carry-over of more than two one week's vacation may be made to the respective directormanager, or official of equivalent rank, but the vacation must be completed by April 30th 30 of the next year. 3. Upon eligibility of 25 working days (5 weeks) of annual vacation, employees may defer and accumulate any vacation entitlement beyond 15 days per year. A maximum of 30 52 weeks’ vacation may be banked. Banked vacation may be taken at a later date, subject to the supervisor’s approval, or may be taken as a cash payment upon retirement. 6.5.2 4.5.2 An employee who is on sick leave shall not be granted a vacation until judged fit to return to work. If still disabled when sick leave credits expire, however, the employee may be placed on earned vacation. 6.5.3 4.5.3 An employee who becomes ill while on vacation shall not be placed on sick leave until after termination of the vacation. Under exceptional circumstances in case of very serious illness, sick leave may be granted at the discretion of the Chief Physician/Manager Health ServicesCompany. The employee would then be entitled to the unused portion of his/her vacation after recovery from the illness. Minor illnesses and injuries may cause some degree of discomfort or disability to an employee while on vacation. Yet for the most part, these do not necessitate complete removal from the vacation setting or loss of the beneficial effects of the holiday. However, when an employee on vacation becomes seriously ill or injured and as a result must be removed from vacation setting entirely, he or she should be entitled to sick leave. The decision as to when an illness or non-occupational injury is sufficiently severe to justify transfer from vacation to sick leave should be made on medical grounds and rests with the Health and Safety DivisionCompany. Normally hospitalization or complete confinement to bed in the home under regular physician's care have been the criteria used to judge severity, often after consultation with the attending doctor. "Exceptional circumstances" may include a number of things such as hospitalization, the need to be flown home from a trip abroad, becoming seriously ill on the first day of vacation, etc. The decision to transfer from vacation to sick leave must be based on reliable medical evidence and made by a physician in the Company’s Occupational Health and Safety DivisionServices. All cases of requests for such consideration should be referred to the Company’s Occupational Health and Safety Division Services without exception. 6.5.4 4.5.4 Where an employee is on sick leave or workers' compensation and thereby is unable to use his or her vacation credit during the current year such vacations may be carried over to the following year in accordance with Items 6.1 Sections 4.1 and 6. 5.14.5.1. Any outstanding vacation credit that has not been approved for carry over into the next year shall be paid out by Dec. 31st 31 of the current year.

Postponed Vacations. 6.5.1 With the exception of new employees as outlined in Item Section 6.4.3, vacations appropriate to the particular calendar year may be granted at any time but normally must be completed by the end of that year. Carry-over or postponement of vacations beyond the end of that year shall be in accordance with the following: 1. Where it is mutually agreeable, the employee may carry-over a maximum of two one week's vacation to the following year (to be taken by April 30th December 31 of that following year). Request for carry-over must be made prior to September 1st1 of the current year. 2. Under special extenuating circumstances (as identified in Subsections 6.4.16.4.2, 6.5.2 and 6.5.4), application for postponement or carry-over of more than two one week's vacation may be made to the respective director, or official of equivalent rank, but the vacation must be completed by April 30th 30 of the next year. 3. Upon eligibility of 25 working days (5 weeks) of annual vacation, employees may defer and accumulate any vacation entitlement beyond 15 days per year. A maximum of 30 weeks’ vacation may be banked. Banked vacation may be taken at a later date, subject to the supervisor’s approval, or may be taken as a cash payment prior to or upon retirement. 6.5.2 An employee who is on sick leave shall not be granted a vacation until judged fit to return to work. If still disabled when sick leave credits expire, however, the employee may be placed on earned vacation. 6.5.3 An employee who becomes ill while on vacation shall not be placed on sick leave until after termination of the vacation. Under exceptional circumstances in case of very serious illness, sick leave may be granted at the discretion of the Chief Physician/Manager Health Services. The employee would then be entitled to the unused portion of his/her vacation after recovery from the illness. Minor illnesses and injuries may cause some degree of discomfort or disability to an employee while on vacation. Yet for the most part, these do not necessitate complete removal from the vacation setting or loss of the beneficial effects of the holiday. However, when an employee on vacation becomes seriously ill or injured and as a result must be removed from vacation setting entirely, he or she should be entitled to sick leave. The decision as to when an illness or non-occupational injury is sufficiently severe to justify transfer from vacation to sick leave should be made on medical grounds and rests with the Health and Safety Division. Normally hospitalization or complete confinement to bed in the home under regular physician's care have been the criteria used to judge severity, often after consultation with the attending doctor. "Exceptional circumstances" may include a number of things such as hospitalization, the need to be flown home from a trip abroad, becoming seriously ill on the first day of vacation, etc. The decision to transfer from vacation to sick leave must be based on reliable medical evidence and made by a physician in the Health and Safety Division. All cases of requests for such consideration should be referred to the Health and Safety Division without exception. 6.5.4 Where an employee is on sick leave or workers' compensation and thereby is unable to use his or her vacation credit during the current year such vacations may be carried over to the following year in accordance with Items Sections 6.1 and 6. 5.1. Any outstanding vacation credit that has not been approved for carry over into the next year shall be paid out by Dec. 31st 31 of the current year.

Postponed Vacations. 6.5.1 4.5.1 With the exception of new employees as outlined in Item 6.4.3Section 4.4.2, vacations appropriate to the particular calendar year may be granted at any time but normally must be completed by the end of that year. Carry-over or postponement of vacations beyond the end of that year shall be in accordance with the following: 1. Where it is mutually agreeable, the employee may carry-over a maximum of two week's vacation to the following year (to be taken by April 30th December 31 of that following year). Request for carry-over must be made prior to September 1st1. 2. Under special extenuating circumstances (as identified in Subsections 6.4.14.4.1, 6.5.2 4.5.2 and 6.5.44.5.4), application for postponement or carry-over of more than two one week's vacation may be made to the respective directormanager, or official of equivalent rank, but the vacation must be completed by April 30th 30 of the next year. 3. Upon eligibility of 25 working days (5 weeks) of annual vacation, employees may defer and accumulate any vacation entitlement beyond 15 days per year. A maximum of 30 52 weeks’ vacation may be banked. Banked vacation may be taken at a later date, subject to the supervisor’s approval, or may be taken as a cash payment upon retirement. 6.5.2 4.5.2 An employee who is on sick leave shall not be granted a vacation until judged fit to return to work. If still disabled when sick leave credits expire, however, the employee may be placed on earned vacation. 6.5.3 4.5.3 An employee who becomes ill while on vacation shall not be placed on sick leave until after termination of the vacation. Under exceptional circumstances in case of very serious illness, sick leave may be granted at the discretion of the Chief Physician/Manager Health ServicesCompany. The employee would then be entitled to the unused portion of his/her vacation after recovery from the illness. Minor illnesses and injuries may cause some degree of discomfort or disability to an employee while on vacation. Yet for the most part, these do not necessitate complete removal from the vacation setting or loss of the beneficial effects of the holiday. However, when an employee on vacation becomes seriously ill or injured and as a result must be removed from vacation setting entirely, he or she should be entitled to sick leave. The decision as to when an illness or non-occupational injury is sufficiently severe to justify transfer from vacation to sick leave should be made on medical grounds and rests with the Health and Safety Division. Normally hospitalization or complete confinement to bed in the home under regular physician's care have been the criteria used to judge severity, often after consultation with the attending doctor. "Exceptional circumstances" may include a number of things such as hospitalization, the need to be flown home from a trip abroad, becoming seriously ill on the first day of vacation, etc. The decision to transfer from vacation to sick leave must be based on reliable medical evidence and made by a physician in the Health and Safety Division. All cases of requests for such consideration should be referred to the Health and Safety Division without exception. 6.5.4 4.5.4 Where an employee is on sick leave or workers' compensation and thereby is unable to use his or her vacation credit during the current year such vacations may be carried over to the following year in accordance with Items 6.1 Sections 4.1 and 6. 5.14.5.1. Any outstanding vacation credit that has not been approved for carry over into the next year shall be paid out by Dec. 31st 31 of the current year.

Postponed Vacations. 6.5.1 With the exception of new employees as outlined in Item Section 6.4.3, vacations appropriate to the particular calendar year may be granted at any time but normally must be completed by the end of that year. Carry-over or postponement of vacations beyond the end of that year shall be in accordance with the following: 1. Where it is mutually agreeable, the employee may carry-over a maximum of two week's vacation to the following year (to be taken by April 30th 30 of that following year). Request for carry-over must be made prior to September 1st1. 2. Under special extenuating circumstances (as identified in Subsections 6.4.1, 6.5.2 and 6.5.4), application for postponement or carry-over of more than two week's vacation may be made to the respective director, or official of equivalent rank, but the vacation must be completed by April 30th 30 of the next year. 3. Upon eligibility of 25 working days (5 weeks) of annual vacation, employees may defer and accumulate any vacation entitlement beyond 15 days per year. A maximum of 30 weeks’ vacation may be banked. Banked vacation may be taken at a later date, subject to the supervisor’s approval, or may be taken as a cash payment upon retirement. 6.5.2 An employee who is on sick leave shall not be granted a vacation until judged fit to return to work. If still disabled when sick leave credits expire, however, the employee may be placed on earned vacation. 6.5.3 An employee who becomes ill while on vacation shall not be placed on sick leave until after termination of the vacation. Under exceptional circumstances in case of very serious illness, sick leave may be granted at the discretion of the Chief Physician/Manager Health Services. The employee would then be entitled to the unused portion of his/her vacation after recovery from the illness. Minor illnesses and injuries may cause some degree of discomfort or disability to an employee while on vacation. Yet for the most part, these do not necessitate complete removal from the vacation setting or loss of the beneficial effects of the holiday. However, when an employee on vacation becomes seriously ill or injured and as a result must be removed from vacation setting entirely, he or she should be entitled to sick leave. The decision as to when an illness or non-occupational injury is sufficiently severe to justify transfer from vacation to sick leave should be made on medical grounds and rests with the Health and Safety Division. Normally hospitalization or complete confinement to bed in the home under regular physician's care have been the criteria used to judge severity, often after consultation with the attending doctor. "Exceptional circumstances" may include a number of things such as hospitalization, the need to be flown home from a trip abroad, becoming seriously ill on the first day of vacation, etc. The decision to transfer from vacation to sick leave must be based on reliable medical evidence and made by a physician in the Health and Safety Division. All cases of requests for such consideration should be referred to the Health and Safety Division without exception. 6.5.4 Where an employee is on sick leave or workers' compensation and thereby is unable to use his or her vacation credit during the current year such vacations may be carried over to the following year in accordance with Items Sections 6.1 and 6. 5.1. Any outstanding vacation credit that has not been approved for carry over into the next year shall be paid out by Dec. 31st 31 of the current year.

Postponed Vacations. 6.5.1 With the exception of new employees as outlined in Item Section 6.4.3, vacations appropriate to the particular calendar year may be granted at any time but normally must be completed by the end of that year. Carry-over or postponement of vacations beyond the end of that year shall be in accordance with the following: 1. Where it is mutually agreeable, the employee may carry-over a maximum of two one week's vacation to the following year (to be taken by April 30th December 31 of that following year). Request for carry-over must be made prior to September 1st1 of the current year. 2. Under special extenuating circumstances (as identified in Subsections 6.4.16.4.2, 6.5.2 and 6.5.4), application for postponement or carry-over of more than two one week's vacation may be made to the respective director, or official of equivalent rank, but the vacation must be completed by April 30th 30 of the next year. 3. Upon eligibility of 25 working days (5 weeks) of annual vacation, employees may defer and accumulate any vacation entitlement beyond 15 days per year. A maximum of 30 weeks’ vacation may be banked. Banked vacation may be taken at a later date, subject to the supervisor’s approval, or may be taken as a cash payment upon retirement. 6.5.2 An employee who is on sick leave shall not be granted a vacation until judged fit to return to work. If still disabled when sick leave credits expire, however, the employee may be placed on earned vacation. 6.5.3 An employee who becomes ill while on vacation shall not be placed on sick leave until after termination of the vacation. Under exceptional circumstances in case of very serious illness, sick leave may be granted at the discretion of the Chief Physician/Manager Health Services. The employee would then be entitled to the unused portion of his/her vacation after recovery from the illness. Minor illnesses and injuries may cause some degree of discomfort or disability to an employee while on vacation. Yet for the most part, these do not necessitate complete removal from the vacation setting or loss of the beneficial effects of the holiday. However, when an employee on vacation becomes seriously ill or injured and as a result must be removed from vacation setting entirely, he or she should be entitled to sick leave. The decision as to when an illness or non-occupational injury is sufficiently severe to justify transfer from vacation to sick leave should be made on medical grounds and rests with the Health and Safety Division. Normally hospitalization or complete confinement to bed in the home under regular physician's care have been the criteria used to judge severity, often after consultation with the attending doctor. "Exceptional circumstances" may include a number of things such as hospitalization, the need to be flown home from a trip abroad, becoming seriously ill on the first day of vacation, etc. The decision to transfer from vacation to sick leave must be based on reliable medical evidence and made by a physician in the Health and Safety Division. All cases of requests for such consideration should be referred to the Health and Safety Division without exception. 6.5.4 Where an employee is on sick leave or workers' compensation and thereby is unable to use his or her vacation credit during the current year such vacations may be carried over to the following year in accordance with Items Sections 6.1 and 6. 5.1. Any outstanding vacation credit that has not been approved for carry over into the next year shall be paid out by Dec. 31st 31 of the current year.

Postponed Vacations. 6.5.1 (a) With the exception of new employees as outlined in Item 6.4.3Section 4.4.5 (c), vacations appropriate to the particular calendar year may be granted at any time but normally must be completed by the end of that year. Carry-over or postponement of vacations beyond the end of that year shall be in accordance with the following: 1. (i) Where it is mutually agreeable, the employee may carry-over a maximum of two one (1) week's vacation to the following year (to be taken by April 30th 30 of that following year). Request for carry-over must be made prior to September 1st1. 2. (ii) Under special extenuating circumstances (as identified in Subsections 6.4.1, 6.5.2 and 6.5.44.4.5 (b), application for postponement or carry-over of more than two week's vacation may be made to the respective director, or official of equivalent rank, but the vacation must be completed by April 30th of the next year., 3. (iii) Upon eligibility of 25 working days (5 five (5) weeks) of annual vacation, employees may defer and accumulate any vacation entitlement beyond 15 days per year. This deferred vacation is to be used in combination with any deferred- banked time as per Part A Item 5.4.5 (f) (i), to obtain a maximum of 30 weeks’ vacation may thirty (30) weeks of paid time off to be bankedused immediately preceding retirement. Banked vacation may Starting September 1, 2004, employees who wish to take this paid time off immediately preceding retirement must give a minimum of four (4) months notice of the commencement of the paid time off. This commencement date can be taken at deferred to a later date, subject date upon notification from the employee. Under special circumstances the employee can request Management to waive the supervisor’s approval, or may be taken as a cash payment upon retirementfour (4) months notice. 6.5.2 (b) An employee who is on sick leave shall not be granted a vacation until judged fit to return to work. If still disabled when sick leave credits expire, however, the employee may be placed on earned vacation. 6.5.3 (c) An employee who becomes ill while on vacation shall not be placed on sick leave until after termination of the vacation. Under exceptional circumstances in the case of very serious illness, sick leave may be granted at the discretion of the Chief Physician/Manager Health Services. The employee would then be entitled to the unused portion of his/her vacation after recovery from the illness. Minor illnesses and injuries may cause some degree of discomfort or disability to an employee while on vacation. Yet for the most part, these do not necessitate complete removal from the vacation setting or loss of the beneficial effects of the holiday. However, when an employee on vacation becomes seriously ill or injured and as a result must be removed from vacation setting entirely, he or she should be entitled to sick leave. The decision as to when an illness or non-occupational injury is sufficiently severe to justify transfer from vacation to sick leave should be made on medical grounds and rests with the Health and Safety Division. Normally hospitalization or complete confinement to bed in the home under regular physician's care have been the criteria used to judge severity, often after consultation with the attending doctor. "Exceptional circumstances" may include a number of things such as hospitalization, the need to be flown home from a trip abroad, becoming seriously ill on the first day of vacation, etc. The decision to transfer from vacation to sick leave must be based on reliable medical evidence and made by a physician in the Health and Safety Division. All cases of requests for such consideration should be referred to the Health and Safety Division without exception. 6.5.4 (d) Where an employee is on sick leave or workers' compensation and thereby is unable to use his or her vacation credit during the current year such vacations may be carried over to the following year in accordance with Items 6.1 Sections 4.4.1 and 6. 5.14.4.6 (a). Any outstanding vacation credit that has not been approved for carry over into the next year shall be paid out by Dec. 31st 31 of the current year.