Pressing Necessity and Bereavement Leave Sample Clauses

Pressing Necessity and Bereavement Leave. 18.2.1 Pressing necessity and bereavement leave shall be considered definite leave. Employees shall be allowed leave of absence with pay and without loss of seniority and benefits in cases of leave under this Article. Requests for any days that may be required, if reasonable, shall be deducted from the employees sick leave credits. In an instance where an employee does not have enough sick leave credits, advancement of three (3) days of sick leave will be provided to the employee in accordance with the maximums allowable in Article 16.
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Pressing Necessity and Bereavement Leave. 15.1 Employees shall be allowed leave of absence with pay without loss of benefits in cases of leave under this Article to a maximum of five (5) days per request. The leave shall be granted for urgent personal reasons or for bereavement or serious illness of a member of the employee's immediate family.
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Pressing Necessity and Bereavement Leave. (a) Employees shall be allowed leave of absence with pay and without loss of seniority and benefits in cases of bereavement (includes employees’ immediate family and spouse’s immediate family). A maximum of three
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Pressing Necessity and Bereavement Leave. In the case of leave under this article, a maximum of five (5) days per occasion without loss of pay or benefits may be allowed. Additional amounts if approved will be deducted from accumulated sick leave credits limited to days earned in excess of nine (9) days during the employee's first year and days accumulated to the employee's credit which exceed twelve (12) days in each year thereafter. An employee with less than the sick leave credits specified above may be granted an advance to a maximum of three (3) days sick leave credit. This advance will be charged against the employee sick leave credits in the following year. Employees shall be allowed to designate one (1) of the five (5) days in this article as a Personal Wellness Day.
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Pressing Necessity and Bereavement Leave. Family means the employee’s mother, father, spouse, same-sex spouse, common-law spouse, former guardian, fiancé, brother, sister, brother-in-law, sister-in-law, child, step-child, mother-in-law, father-in-law, grandchild, aunt or uncle. 17.2.1 Employees shall be allowed leave of absence with pay and without loss of seniority and benefits in cases of bereavement (includes employees’ immediate family and spouse’s immediate family). A maximum of five (5) days per year may be allowed. Additional amounts may be granted but will be deducted from accumulated sick leave. 17.2.2 Leave of absence with pay, chargeable to an employee's sick leave credits, may be granted on the basis of pressing necessity. Requests to use sick leave credits for this purpose shall be made in writing to the Mayor or Supervisor. Requests may be granted, or rejected to an extent considered fair and reasonable to the Supervisor on the basis of the particular situation encountered. 17.2.3 An employee absent from duty shall inform the Supervisor as soon as is possible unless the delay is shown to be justifiable. 17.2.4 The Council agrees to continue the existing discretionary practice of granting short-term leave with pay for the purpose of required visits to medical and dental offices. Any such absences of one half (1/2) day or more shall be deducted from accumulated sick leave credits. On request, employees will be required to show proof of medical or dental care.
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Pressing Necessity and Bereavement Leave. 18.2.1 Pressing necessity and bereavement leave shall be considered definite leave. Employees shall be allowed leave of absence with pay and without loss of seniority and benefits in cases of leave under this Article. Requests for any days that may be
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Pressing Necessity and Bereavement Leave. Employees shall be allowed leave of absence with pay and without loss of seniority and benefits in cases of leave under this Article. A maximum of five (5) days per year may be allowed. Reasonable request for additional days shall be granted and will be deducted from sick leave credits.
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Pressing Necessity and Bereavement Leave. 21.1 Vision Super shall grant leave on account of pressing necessity for up to 3 days without loss of pay to any employee on account of death or serious illness of his or her “Immediate Family” or on account of pressing necessity considered by Vision Super to warrant such leave. 21.2 Leave granted under this clause shall be included as service for the purpose of recreation, sick and long service leave. 21.3 The parties agree that this leave will not be additional to any Personal Leave as set out under clause 16 of Appendix 4.
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Related to Pressing Necessity and Bereavement Leave

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • 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.

  • Volunteer Firefighting Leave Leave without pay will be granted when an employee who is a volunteer firefighter is called to duty to respond to a fire, natural disaster or medical emergency.

  • BEREAVEMENT/TANGIHANGA LEAVE 18.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 18.2 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 18.1 above. This provision will not apply if the employee is on leave without pay. 18.3 In granting time off and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • Paid Bereavement Leave An employee who is absent from work due to the death of a member of his/her immediate family (spouse, sibling, child, parent, parent-in-law, grandparent, grandparent-in-law or domestic partner) may use up to three (3) days of paid bereavement leave each school year. The use of bereavement leave shall not count against the employee’s sick leave. If an employee requires additional time off for bereavement purposes beyond these three

  • 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 xxxxxx placement of a child, family and medical leave may be taken intermittently only when expressly approved by the Employer.

  • Maternity and Parental Leave Employees are eligible for unpaid leave of absence from employment subject to the conditions in this article. Every employee who intends to take a leave of absence under this article will give at least four weeks' notice in writing to the Employer unless there is a valid reason why such notice cannot be given and will inform the Employer in writing of the length of leave intended to be taken. Each employee who wishes to change the effective date of approved leave will give four weeks' notice of such change unless there is a valid reason why such notice cannot be given.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Assault Leave 1. An employee of Alliance City Schools who, without fault, must be absent due to physical disability resulting from an assault which occurs in the course of Board employment while on duty on school grounds during school hours or where required to be in attendance at a school sponsored function shall, after using all or three (3) days of accumulated and unused sick leave, whichever is less, be eligible for assault leave. [When an employee has no accumulated sick leave, three days of sick leave will be advanced.] Assault leave shall be granted for the period of physical disability not to exceed one-hundred eighty (180) school days upon the member's delivering to the Superintendent a signed statement indicating the nature of the injury, the date of its occurrence, the identity of the individual(s) causing the assault and the facts surrounding the assault. If medical attention is required, the member shall supply a certificate from a licensed physician stating the nature of the disability and its anticipated duration. 2. Full payment for assault leave, less Worker's Compensation, shall not exceed the member's per diem rate of pay exclusive of supplementary pay and will not be approved for payment unless and until the statement and certificate, as provided above, are submitted to the Superintendent. Falsification of either the signed statement or a physician's certificate is grounds for suspension or termination of employment under Section 3319.16 of the Ohio Revised Code. 3. Where the member exhausts his/her assault leave, he/she may use sick leave for the period of physical disability. If sick leave and the assault leave provided for herein become exhausted, the member may apply for further assault leave. Whether such additional assault leave is granted shall be determined solely by the Board in its discretion. Where the assaulted member becomes eligible for benefits under the State Teachers' Retirement System because of any disability or because of age or where the member's employment by the Board ceases for any reason whatsoever, this leave provision shall no longer apply and any assault leave payments shall automatically terminate.

  • Health Leave Any regular employee of the District may, at the discretion of the Board, be granted a leave of absence without pay for reasons of health, such leave to be specified for a period of not more than one year. Such leave may be extended in case of serious health conditions.

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