Reasons for sick leave use Sample Clauses

Reasons for sick leave use a. For mental or physical illness, injury or health condition, need for medical care, diagnosis, treatment, or preventive medical care of a mental or physical illness, injury or health condition, for employees or for a qualifying family member. A qualifying family member includes an employee’s spouse, domestic partner, parent, parent-in-law, step parent, and in loco parentis; biological, adopted, step and xxxxxx child; grandchild, grandparent and grandparent-in-law; sibling and any other person for which the employee is a legal guardian; or as otherwise required by law or regulation. b. When leave is requested in accordance with policy and authorized by Human Resources for purposes under the federal Family and Medical Leave Act (FMLA) or Oregon Family Leave Act (OFLA). c. To address domestic violence, harassment, sexual assault, or stalking in accordance with state law and Metro’s Domestic Violence, Sexual Assault, Criminal Harassment and Stalking Protections Policy. d. In the event of a public health emergency, which includes but is not limited to the closure of the school or place of care of the employee’s child, by order of a public official due to a public health emergency, or due to the exclusion of the employee from the workplace under any law or rule that requires the employer to exclude the employee for health reasons.
Sample 1Sample 2Sample 3See All (4)
AutoNDA by SimpleDocs
Reasons for sick leave use. Employees may use accrued sick leave: a) For mental or physical illness, injury or health condition, medical care, diagnosis and treatment, or preventive medical care of a mental or physical illness, injury or health condition, for themselves or for a qualifying family member. A qualifying family member includes an employee’s spouse, domestic partner, parent, parent-in-law, step parent, and in loco parentis; biological, adopted, step and xxxxxx child; grandchild, grandparent and grandparent-in-law; sibling and any other person for which the employee is a legal guardian; or as otherwise required by law or regulation. b) When leave is authorized under the federal Family and Medical Leave Act (FMLA) or Oregon Family Leave Act (OFLA). c) To address domestic violence, harassment, sexual assault, or stalking in accordance with state law and Metro’s Domestic Violence, Sexual Assault, Criminal Harassment and Stalking Protections Policy. d) In the event of a public health emergency, which includes closure of the school or place of care of the employee’s child, or by order of a public official due to a public health emergency.
Sample 1Sample 2Sample 3See All (4)
Reasons for sick leave use a. For mental or physical illness, injury or health condition, medical care, diagnosis and treatment, or preventive medical care of a mental or physical illness, injury or health condition, for themselves or for a qualifying family member. A qualifying family member includes an employee’s spouse, domestic partner, parent, parent-in-law, step parent, and in loco parentis; biological, adopted, step and xxxxxx child; grandchild, grandparent and grandparent-in-law; sibling and any other person for which the employee is a legal guardian; or as otherwise required by law or regulation. b. When leave is requested in accordance with policy and authorized by Human Resources under the federal Family and Medical Leave Act (FMLA) or Oregon Family Leave Act (OFLA). c. To address domestic violence, harassment, sexual assault, or stalking in accordance with state law and Metro’s Domestic Violence, Sexual Assault, Criminal Harassment and Stalking Protections Policy. d. In the event of a public health emergency, which includes closure of the school or place of care of the employee’s child, or by order of a public official due to a public health emergency.
Sample 1Sample 2Sample 3
Reasons for sick leave use a. For mental or physical illness, injury or health condition, need for medical care, diagnosis, treatment, or preventive medical care of a mental or physical illness, injury or health condition, for employees or for a qualifying family member. A qualifying family member includes an employee’s spouse, domestic partner, parent, parent-in-law, stepparent, and in loco parentis; biological, adopted, step and xxxxxx child; grandchild, grandparent and grandparent-in-law; sibling and any other person for which the employee is a legal guardian; or as otherwise required by law or regulation. b. When leave is requested in accordance with policy and authorized by Human Resources for purposes under the federal Family and Medical Leave Act (FMLA) or Oregon Family Leave Act (OFLA). c. To address domestic violence, harassment, sexual assault, or stalking in accordance with state law and Employer’s Crime Victims and Domestic Violence Leave Law. d. In the event of a public health emergency, which includes but is not limited to the closure of the school or place of care of the employee’s child, by order of a public official due to a public health emergency, or due to the exclusion of the employee from the workplace under any law or rule that requires the employer to exclude the employee for health reasons.
Sample 1

Related to Reasons for sick leave use

  • Sick Leave Use An employee shall be granted sick leave with pay to the extent of the employee's accumulation for absences necessitated by the following conditions:

  • Reasons for Leave Family Care and Medical Leave may be granted for reason of the birth of a child of the employee, or the placement of a child with an employee in connection with the adoption or xxxxxx care of the child by the employee. If the leave is taken for any of these reasons, the leave must be concluded within twelve (12) months of the birth, the adoption, or the xxxxxx care placement of the child. In addition, leave may be granted because of the serious health condition of a child of the employee, the employee's own serious health condition, or the care of a parent or spouse who has a serious health condition.

  • Overtime Meals When employees are required to work more than two (2) hours beyond their regular work days, the Employer will provide hot meals at no cost to the employees, up to a maximum of sixteen dollars ($16.00) (receipts to be submitted) plus paid meal periods of one-half (1/2) hour at the prevailing rate and thereafter at four (4) hour intervals. Any early morning start before regular starting time is entitled to a paid meal. The breakfast limit is thirteen dollars ($13.00) (receipts to be submitted). Employees called out on overtime shall be paid for meals as above, after four (4) hours work.

  • Service Core Allowance As of 1 March 2024 the Employer shall pay $1.75 per hour for all work carried out in the construction of service core where the Employee is physically isolated from the top deck and working in an enclosed space. This allowance will be adjusted annually in accordance with CPI (All Groups, Melbourne) movements measured in the twelve month period ending the previous December quarter effective as of 1 March 2025, rounded to the nearest 5 cents. For a period of up to five working days, when Employees working in the service core are required to walk beyond four levels and up to a maximum of six levels, they will be paid double the Service Core Allowance.

  • Integration With Other Disability Income In the event a totally disabled employee Is entitled to any other income as a result of the same accident, sickness, mental or nervous disorder that caused him to be eligible to receive benefits from this Plan, the benefits from this Plan will be reduced by one hundred (100) percent of such other disability income. Other disability income shall include, but not necessarily be limited to: (a) Any amount payable under the Workers' Compensation Act or law or any other legislation of similar purpose. (b) Any amount the disabled employee receives from any group insurance, wage continuation or pension plan of the Employer that provides disability or retirement income. (c) Any amount of disability income provided by any compulsory act or law. (d) Any periodic primary benefit payment from the Canada or Quebec Pension Plans or other similar Social security plan of any country to which the disabled employee is entitled or to which he would be entitled if his application for such a benefit were approved. (e) Any amount of disability income provided by any group or association disability plan to which the disabled employee might belong or subscribe. The amount by which the disability benefit from this Plan is reduced by other disability income will normally be the amount to which the disabled employee is entitled upon becoming first eligible for such other disability income. Future increases in such other disability income resulting from increases in the Canadian Consumer Price Index or similar indexing arrangements will not further reduce the benefit from this Plan. Notwithstanding the above, in the case of ICBC Weekly Indemnity payments or, in the case of personal insurance coverage, integration will apply to the extent that the combination of Plan benefits and ICBC Weekly Indemnity payments or, personal insurance disability income benefits exceed either: (1) One hundred (100) percent of basic pay; or (2) The applicable benefit percentage of the individual average total monthly income in the twelve (12) month period immediately preceding commencement of the disability, whichever is the greater. Where this provision is to apply the employee will be required to provide satisfactory evidence of his total monthly income. Notwithstanding the above, where an employee makes a successful wage loss claim against a third party for an injury for which the employee received or would receive LTD benefits, the Employer will be entitled to recover or decrease Plan benefits by an amount equal to the amount that the Plan benefits in combination with the wage loss claim paid exceed one hundred (100) percent of pay. This Section does not apply to a war disability pension paid under an Act of the Governments of Canada or other Commonwealth countries.

  • Reporting of Total Compensation of Subrecipient Executives 1. Applicability and what to report. Unless you are exempt as provided in paragraph d. of this award term, for each first-tier subrecipient under this award, you shall report the names and total compensation of each of the subrecipient's five most highly compensated executives for the subrecipient's preceding completed fiscal year, if-- i. in the subrecipient's preceding fiscal year, the subrecipient received-- (A) 80 percent or more of its annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and (B) $25,000,000 or more in annual gross revenues from Federal procurement contracts (and subcontracts), and Federal financial assistance subject to the Transparency Act (and subawards); and ii. The public does not have access to information about the compensation of the executives through periodic reports filed under section 13(a) or 15(d) of the Securities Exchange Act of 1934 (15 U.S.C. 78m(a), 78o(d)) or section 6104 of the Internal Revenue Code of 1986. (To determine if the public has access to the compensation information, see the U.S. Security and Exchange Commission total compensation filings at xxxx://xxx.xxx.xxx/answers/execomp.htm.) 2. Where and when to report. You must report subrecipient executive total compensation described in paragraph c.1. of this award term: i. To the recipient. ii. By the end of the month following the month during which you make the subaward. For example, if a subaward is obligated on any date during the month of October of a given year (i.e., between October 1 and 31), you must report any required compensation information of the subrecipient by November 30 of that year.

  • Contractor Responsibility for System Agency’s Termination Costs If the System Agency terminates the Contract for cause, the Contractor shall be responsible to the System Agency for all costs incurred by the System Agency and the State of Texas to replace the Contractor. These costs include, but are not limited to, the costs of procuring a substitute vendor and the cost of any claim or litigation attributable to Contractor’s failure to perform any Work in accordance with the terms of the Contract.

  • Pregnancy and Maternity Services This plan covers physician services and the services of a licensed midwife for prenatal, delivery, and postpartum care. The first office visit to diagnose a pregnancy is not included in prenatal services. This plan covers hospital services for mother and newborn child for at least forty-eight

  • Overtime for Part-Time Employees ‌ (a) A part-time employee working less than the normal hours per day of a full-time employee, and who is required to work longer than their regular workday, shall be paid at the rate of straight-time for the hours so worked, up to and including the normal hours in the workday of a full-time employee. (b) A part-time employee working less than the normal days per week of a full-time employee, and who is required to work other than their regularly scheduled workdays, shall be paid at the rate of straight-time for the days so worked up to and including the normal workdays in the workweek of a full-time employee. (c) Overtime rates shall apply to hours worked in excess of (a) and (b) above.

  • No Layoff to Compensate for Overtime Employees shall not be required to layoff during regular hours to equalize any overtime worked.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!