Pressing Necessity and Personal/Family Responsibilities. A) Leave for Pressing Necessity is drawn from an employee’s sick leave balance and may be used for emergent and compassionate leave situations in accordance with the Collective Agreement and Employer’s policy on Pressing Necessity.
B) Personal/Family Leave is also drawn from an employee’s sick leave balance and is to be used for carrying out a personal or a family responsibility within the context of today’s societal demands and pressures. These responsibilities include matters where the employee has an obligation or duty and where he may be held accountable or answerable in some manner if the obligation is not met. This leave does not apply to purely discretionary personal or family matters. The individual employee’s judgment should be tempered with good faith reasoning and an understanding that if abused the ability to take time off with pay for important personal or family responsibilities may be denied.
C) The usage of these paid leaves is restricted to a portion of the employee’s accumulated sick leave balance due to Federal Government Employment Insurance Regulations. By complying with these regulations we significantly reduce the cost of Group Life Insurance Premiums to individual employees.
D) In order to meet the Employer’s need of running an effective, efficient work environment there needs to be a balance between personal/family responsibilities and service delivery to the public. Employees should provide reasonable notice when they intend to utilize personal/family leave in order to minimize the negative effect on service delivery.
Pressing Necessity and Personal/Family Responsibilities. Leave for Pressing Necessity is drawn from an employee’s sick leave balance and may be used for emergent and compassionate leave situations. Personal/Family Leave is also drawn from an employee’s sick leave balance and is to be used for carrying out a personal or a family responsibility within the context of today’s societal demands and pressures. These responsibilities include matters where the employee has an obligation or duty and where he may be held accountable or answerable in some manner if the obligation is not met. This leave does not apply to purely discretionary personal or family matters. The individual employee’s judgment should be tempered with good faith reasoning and an understanding that if abused the ability to take time off with pay for important personal or family responsibilities may be denied. In order to meet the Employer’s need of running an effective, efficient work environment there needs to be a balance between personal/family responsibilities and service delivery to the public. Employees should provide reasonable notice when they intend to utilize personal/family leave in order to minimize the negative effect on service delivery. Pressing necessity and personal/family leave shall be administered as follows:
a) An employee who maintains a minimum of seventy-five (75) sick leave credits may be permitted by the Employer to use sick leave credits for pressing necessity, and to a maximum of five (5) days per fiscal year for personal/family responsibilities.
b) An employee with less than seventy-five (75) sick leave credits may be granted up to three (3) days sick leave by his immediate supervisor to be used for pressing necessity or personal/family responsibilities, cumulative from year to year until a minimum of seventy-five (75) sick leave credits have been accumulated (and subject to using a maximum of five (5) days per fiscal year for personal/family responsibilities).
c) An employee with less than seventy-five (75) sick leave credits who requires leave with pay in excess of permitted limits, may be granted an advance to a maximum of three (3) sick leave credits (subject to using a maximum of five (5) days per fiscal year for personal/family responsibilities). This advance shall be charged against the employee's sick leave credits in the following year.
d) Unless there are unusual circumstances, leave for personal/family responsibilities should be utilized one day at a time.
e) Leave with pay for pressing necessity or personal/fa...
Pressing Necessity and Personal/Family Responsibilities. 16.5.1 Leave for Pressing Necessity is drawn from an employee’s sick leave balance and may be used for emergent and compassionate leave situations in accordance with the Collective Agreement and Employer’s policy on Pressing Necessity.
Pressing Necessity and Personal/Family Responsibilities a) Leave for Pressing Necessity is drawn from an employee’s sick leave balance and may be used for emergent and compassionate leave situations.
b) Personal/Family Leave is also drawn from an employee’s sick leave balance and is to be used for carrying out a personal or a family responsibility within the context of today’s societal demands and pressures. These responsibilities include matters where the employee has an obligation or duty and where he may be held accountable or answerable in some manner if the obligation is not met. This leave does not apply to purely discretionary personal or family matters. The individual employee’s judgment should be tempered with good faith reasoning and an understanding that if abused the ability to take time off with pay for important personal or family responsibilities may be denied.
c) In order to meet the Employer’s need of running an effective, efficient work environment there needs to be a balance between personal/family responsibilities and service delivery to the public. Employees should provide reasonable notice when they intend to utilize personal/family leave in order to minimize the negative effect on service delivery.
d) Pressing Necessity and Personal/Family Leave shall be administered as follows:
i) an employee who maintains a minimum of seventy-five
Pressing Necessity and Personal/Family Responsibilities
