Management Leave The County will credit each full-time management employee who is exempt under the Fair Labor Standards Act (FLSA) and not eligible for time-and-a-half overtime under this Agreement with forty (40) hours of management leave effective July 1, 2008 and every July 1st thereafter. Employees in seventy-five- (75) hour, eligible job classes, part-time employees in eligible job classes, and employees hired into eligible job classes after the effective date will be credited with a pro-rated amount of management leave. Employees, newly appointed between July 1 and October 31, shall be credited with 5 standard workdays (40 hours) as management leave for that fiscal year. Any employee appointed between November 1 and February 28 (29) shall be credited with 2.5 standard workdays (20 hours) as management leave for the balance of that fiscal year. Any employee appointed between March 1 and May 31 shall be credited with 1 standard workday (8 hours) as management leave for the balance of that fiscal year. Any employee appointed between June 1 and June 30 shall receive no management leave for that fiscal year. Management leave is credited to eligible employees as acknowledgement of the extra hours that management employees are required to work from time to time. Management leave is not a vested right nor compensation for services rendered and as such is not subject to payout upon separation from employment. Unused management leave will carry over from fiscal year to fiscal year as long as the incumbent is a regular-hire employee of the County.
Bereavement Leave With Pay (a) For the purpose of this clause, immediate family is defined as the father, mother, child (or alternatively stepparent, ▇▇▇▇▇▇ parent, stepchild or ▇▇▇▇) or grandchild of the employee or the employee’s spouse or common-law spouse; brother, sister, spouse or common-law spouse or grandparent of the employee; legal ▇▇▇▇ or any other relative permanently residing in the employee’s household or with whom the employee permanently resides. (b) When a member of an employee’s immediate family dies, the employee shall be entitled to a bereavement period of five (5) working days away from duty which does not extend beyond the day following the day of the funeral or memorial service. (i) During such period, the employee shall be paid for those days which are not regularly scheduled days of rest for that employee. (ii) In special circumstances and at the request of the employee, the five (5) day bereavement period may be moved beyond the day following the day of the funeral or memorial service but must include the day of the funeral or memorial service. (iii) In addition, the employee may be granted up to three (3) days’ leave with pay for the purpose of travel related to the death. (c) An employee is entitled to up to one (1) day’s bereavement leave with pay for a purpose related to the death of the employee’s son-in-law, daughter-in-law, brother-in-law or sister-in-law or grandparent of the employee’s spouse or common-law spouse. (d) It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the Employer may, after considering the particular circumstances involved, grant leave with pay for a period greater than that provided for in paragraphs (b) and (c) above. (e) If, during a period of compensatory leave, an employee is bereaved in circumstances under which the employee would have been eligible for bereavement leave with pay under this clause, the employee shall be granted bereavement leave with pay and compensatory leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted. (f) An employee may request annual, compensatory, personal leave or leave without pay in order to attend the funeral or memorial service of individuals not meeting the definition of “immediate family” as described in paragraph (a) or individuals not mentioned in paragraph (c) of the present article. Such a request shall not be unreasonably denied.
Bereavement Leave (a) Upon the death of an employee's spouse, spouse to include same sex partner, child or stepchild, an employee shall be granted leave up to a maximum of five (5) continuous calendar days without loss of pay. One of the days of leave shall include the day of the funeral or equivalent service. Additional days off with or without pay may be granted by the Employer. Part-time employees will be credited with seniority and service for all such leave. In the event of a delayed interment or ceremony for reason of religion or other protected grounds under the Ontario Human Rights Code, an Employee may save one of the days identified above without loss of pay to attend the interment or ceremony. (b) When a death occurs in the immediate family of an employee, the employee shall be granted leave up to a maximum of three (3) continuous calendar days without loss of pay around the date of the funeral or equivalent service provided that the employee must be regularly scheduled to work such days to receive pay. (c) Immediate family shall be defined as parent, step-parent, father-in-law, mother-in-law, brother, sister, brother-in-law, sister-in-law, daughter-in- law, son-in-law, legal guardian, grandmother, grandfather, and grandchildren. (d) An employee shall be granted one (1) day bereavement leave without loss of pay to attend the funeral, or if there is no funeral, an equivalent service for his or her aunt or uncle, niece or nephew. Where there is a funeral but the employee cannot attend by reason of religion or other protected grounds under the Ontario Human Rights Code, the employee shall be granted one (1) day bereavement leave without loss of pay to attend an equivalent service within a week following the funeral. (e) An employee will not be eligible to receive payment for any period in which she is receiving any other payments. For example, holiday pay or sick pay. (f) Where it is necessary, with as much notice as possible, the employee may apply for personal leave of absence in addition to bereavement leave. Permission for such leave shall not be unreasonably withheld.
Intermittent Leave If medically necessary due to the serious medical condition of the employee, or that of the employee's spouse, child, parent, registered domestic partner within the meaning of Minneapolis Code of Ordinances Chapter 142, or other dependents and/or members of their households who have a serious medical condition, leave may be taken on an intermittent schedule. In cases of the birth, adoption or ▇▇▇▇▇▇ placement of a child, family and medical leave may be taken intermittently only when expressly approved by the Employer.
