Protected Sick Leave. An employer is required by Labor Code 233 to allow an employee to use one-half (1/2) of the employee’s annual accrued personal illness and injury leave for the reasons outlined in Articles 15.4.12.1 – 15.4.12.3. Leave under Article 15.4.12 will be hereinafter referred to as Protected Sick Leave,
15.4.12.1 The diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee.
15.4.12.2 The diagnosis, care, or treatment of an existing health condition of, or preventative care for parent, parent-in law, child, spouse, registered domestic partner, grandparent, grandchild or sibling of the unit member. The District and Association agree to expand this list to include any member of the employee’s immediate family defined in Article 15.2.
15.4.12.3 An employee who is a victim of domestic violence, sexual assault or stalking for the purposes defined in Labor Code 230.1.
15.4.12.4 A part-time, hourly unit member may use up to six (6) hours of accumulated personal illness and injury leave per semester or an amount not less than the personal illness and injury leave accrued during six months at the employee’s then current rate of entitlement, whichever is greater, for the reasons outlined in Articles 15.4.12.2 and 15.4.12.3, in addition to any personal necessity leave to which they are entitled, based on current faculty agreement language.
15.4.12.5 A full-time, temporary faculty members employed for an entire academic year may use up to five (5) days of accumulated personal illness and injury leave in respective academic year for reasons outlined in Article 15.4.12.2 and 15.4.12.3, in addition to any personal necessity leave for which they are entitled, based on current faculty agreement language. A unit member employed as a full-time, temporary faculty member for less than a full academic year will have Protected Sick Leave prorated accordingly.
Protected Sick Leave. 025 per hour worked will accrue as Washington Protected Sick Leave. Employees may utilize this leave in accordance with the minimum requirements of the Washington State Sick Leave Law, RCW 49.46.
Protected Sick Leave. An employer is required by Labor Code 233 to allow an employee to use one-half of the employee’s annual accrued personal illness and injury leave for the reasons outlined in Articles 11.3.8.1 to 11.3.8.3. Leave under Article 11.3.8 will be hereinafter referred to as Protected Sick Leave.
11.3.8.1 The diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee.
11.3.8.2 The diagnosis, care, or treatment of an existing health condition of, or preventative care for parent, parent-in law, child, spouse, registered domestic partner, grandparent, grandchild or sibling of the employee. The District and Union agree to expand this list to include any member of the employee’s immediate family defined in Article 11.2.
11.3.8.3 An employee who is a victim of domestic violence, sexual assault or stalking for the purposes defined in Labor Code 230.1.
11.3.8.4 An employee may use accrued personal illness and injury leave for reasons defined in Article 11.3.8.1 as described in Articles 11.3.1 through 11.3.7.
11.3.8.5 A full-time employee may use a maximum of six (6) days of personal illness or injury leave per fiscal year for the reasons outlined in Articles 11.3.8.2 and
Protected Sick Leave. An employer is required by Labor Code 233 to allow an employee to use one-half of the employee’s annual accrued personal illness and injury leave for the reasons outlined in Articles 11.4.10.1 – 11.4.10.3. Leave under Article 11.4.10 will be hereinafter referred to as Protected Sick Leave:
11.4.10.1 The diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee.
11.4.10.2 The diagnosis, care, or treatment of an existing health condition of, or preventative care for parent, parent-in law, child, spouse, registered domestic partner, grandparent, grandchild or sibling of the unit member. The District and Association agree to expand this list to include any member of the employee’s immediate family defined in Article 11.2.
11.4.10.3 An employee who is a victim of domestic violence, sexual assault or stalking for the purposes defined in Labor Code 230.1.
11.4.10.4 A unit member may use accrued personal illness and injury leave for reasons defined in Article 11.4.10.1 as described in Articles 11.4.1 through 11.4.9.
11.4.10.5 Full-time contract/regular faculty may use a maximum of five (5) days of personal illness or injury leave per academic year for the reasons outlined in Articles 11.4.10.2 and 11.4.10.3. Less-than-full-time regular/contract faculty will have their Protected Sick Leave entitlement prorated and unit members who work an 11 or 12-month year as part of regular their schedule will have Protected Sick Leave entitlement adjusted accordingly.
11.4.10.6 When leave is used under Articles 11.4.10.1 through 11.4.10.3, the leave must be designated as Protected Sick Leave on the Request for Leave Form. Any absence which exceeds five (5) days duration shall be supported by a written statement of a licensed health care practitioner indicating the reason for the absence.
Protected Sick Leave. Each fiscal year, employees will be allowed to use for themselves and family members up to the hours of Annual Leave accrued and available in six months for Protected Sick Leave for the purposes identified in California Labor Code Section 233. The first three days or twenty-four hours, whichever is greater, of used Protected Sick Leave shall also be considered leave taken under California Labor Code Section 246.5 (i.e., AB 1522, Healthy Workplace Healthy Family Act of 2014).
Protected Sick Leave. One-half of a full time employee’s accrued and available annual sick leave is protected and may be used for any of the purposes stated in this Administrative Instruction. (Labor Code §§ 233(b)(2); 233(b)(3)(A); 246(d).)
Protected Sick Leave. Physicians in Training shall be provided six (6) days of paid sick leave as provided by applicable State law and/or local ordinance. Paid sick leave can be used for personal time and kin care as well as personal illness and/or any other purpose provided by applicable State law and/or local ordinance. CHLA’s Sick Leave policy is not otherwise applicable to Physician in Training.
Protected Sick Leave. Protected sick leave may be taken and if taken, shall be charged to sick leave or, with the concurrence of the Fire Chief or designee, to vacation or discretionary leave for the following reasons: • The diagnosis, care or treatment of an existing health condition of, or preventative care for, an employee. • The diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee’s family member, as defined in California Labor Code 245(c). • An employee who is a victim of domestic violence, sexual assault or stalking. No more than six (6) days of such protected sick leave shall be granted in any one calendar year. However, if extenuating circumstances exist, at the discretion of the Fire Chief or designee, the employee may be granted a reasonable extension of the six (6) day limit. Any additional leave so granted shall be charged against the employee’s accumulated sick leave.
Protected Sick Leave. Employees are permitted to use up to half of their annual sick leave accrual, in any calendar year, for the diagnosis, care, or treatment of an existing health condition of, or preventative care for the employee themselves or any family member as defined below, or any other purpose required by law.
Protected Sick Leave. Members shall be allowed to take up to * * * half of their annual accrued sick leave per fiscal year for Protected Sick Leave under Labor Code 233. Protected Sick Leave may be used for kin care or any other purpose defined in California Labor Code section 233. The member shall elect whether Xxxx Leave taken will be designated Protected Sick Leave pursuant to this Subsection. * * *
