REST AND RECREATION LEAVE Sample Clauses

REST AND RECREATION LEAVE. (1) This clause will apply to Distant Workers – 3/1 Roster Employees as defined. (2) The Company shall obtain, and the Employee shall provide the Company with a declaration in writing (stipulated in the standard Registration of Interest application form) of their usual place of residence that they are maintaining their current place of residence, at the time the Employee is engaged, and no subsequent change of address shall entitle an Employee to the provisions of this clause unless the Company agrees. (3) The Company may accept documentary proof of address such as long service leave registration card or driver’s licence as proof of the Employee’s usual place of residence on engagement in support of the Employee’s declaration in writing referred to in paragraph (2) above. (4) The Employee shall inform the Company through a re-issued Registration of Interest Form and further documentary proof as referred to in paragraph (2), of any subsequent change in their usual place of residence. (5) The address of the Employee’s usual place of residence and not the point of hire shall determine the application of this clause. (6) Distant Workers as defined shall be entitled to rest and recreation leave (R&R) after the completion of 21 days’ continuous service on site. (7) The Company shall provide an economy airfare ticket to the Employee’s point of hire and return to site. (8) The Company shall be responsible for all air bookings associated with the taking of R&R. (9) The R&R leave shall be taken as soon as practicable after it becomes due as agreed between the Company and Employee. (10) For reasons of operational requirements, the Company may require the Employee to postpone the taking of the R&R entitlement for a period not exceeding 2 weeks. (11) To ensure a proper period of recuperation, an Employee shall have a minimum period off site on R&R leave of at least 2 days and an adjacent weekend. (12) The maximum period off site on R&R leave shall not exceed 7 calendar days. (13) There shall be no payment for travelling time or other costs that may be incurred when an Employee is on R&R including departing from the site to the Employee’s point of hire and returning to the site after a period of R&R. (14) Time off on R&R does not count towards service for determining the next R&R cycle.
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REST AND RECREATION LEAVE. 10.1 For the purpose of this Agreement, a distant employee is an employee who is engaged or selected or advised by the company to proceed to the project to perform duties under their contract of employment and the employee does so such that the employee cannot return to their usual place of residence each night. 10.2 The company shall obtain and the applicant shall provide the company with a statement in writing of their usual place of residence and their current place of residence, at the time the employee is engaged and no subsequent change of address shall entitle an employee to the provisions of this clause unless the company agrees. 10.3 Documentary proof of address such as long service leave registration card or drivers licence may be accepted by the company as proof of the employee’s usual place of residence on engagement, in lieu of the statement in writing referred to in paragraph (10.2) above. 10.4 The employee shall inform their company in writing of any subsequent change in their usual place of residence. 10.5 The address of the employee’s usual place of residence and not the point of hire shall determine the application of this clause. 10.6 Distant employees as defined shall be entitled to one (1) week (7 days) of rest and recreation leave (R&R) after the completion of four (4) weeks continuous service on site. 10.7 The company will provide an economy airfare ticket to the employee’s point of hire or to another mutually agreed place and return to site, provided the actual cost to the company (including FBT liability where applicable) does not exceed the cost of an economy airfare available to the company from the project to Perth and return. 10.8 The company will be responsible for all air bookings associated with the taking of R&R. 10.9 The R&R leave shall be taken as soon as practicable after it becomes due as agreed between the company and employee. 10.10 To ensure a proper period of recuperation, an employee shall have a maximum period off site on R&R of at least two (2) days and an adjacent weekend. 10.11 Payment on R&R leave will be as follows: 10.12 There shall be no payment for travelling time or other costs that may be incurred when an employee is on R&R including departing from the site to the employees’ point of hire and returns to the site after a period of R&R. 10.13 Time off on R&R does not count towards service for determining the next R&R cycle. 10.14 Employees who qualify for the provisions of this subclause may return to thei...
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REST AND RECREATION LEAVE. 13.1 An Employee may be required to work a system of works that includes Rest and Recreation Leave (R&R). R&R usually consists of a period of unpaid authorised leave, accrued RDOs (if applicable) and any paid leave which has been requested and approved. 13.2 If, in such a case, the Employer elects to roster the Employee on a system which provides for R&R, any accrued RDO's shall generally be taken concurrently with the Employee's R&R.
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REST AND RECREATION LEAVE. Employees shall be entitled to 9 days rest and recreation leave (R&R) after the completion of 26 days on site.
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REST AND RECREATION LEAVE. 13.1 An Employee may be required to work a system of works that includes Rest and Recreation Leave (R&R). R&R usually consists of a period of unpaid authorised leave, accrued RDOs (if applicable) and any paid leave which has been requested and approved. 13.2 Where a system is worked that includes that includes R&R Employees will be afforded any entitlements, they would otherwise have received under clause 25.6(f) of the Award. 13.3 If, in such a case, the Employer elects to roster the Employee on a system which provides for R&R, any accrued RDO’s shall generally be taken concurrently with the Employee’s R&R.
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REST AND RECREATION LEAVE. 31.1 Up until this Agreement is approved by Employees, Employees shall be entitled to 9 days rest and recreation leave (R&R) after the completion of 26 days on Site. 31.2 As soon as practicable after this Agreement has been approved by Employees but no later than 2 work cycles following its’ approval, Employees shall transition to a work cycle with entitlement to 10 days rest and recreation leave (R&R) after the completion of 25 days on Site.
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REST AND RECREATION LEAVE. 20.1 Unless otherwise specified in writing by Decmil prior to mobilisation to Site, the following conditions apply to Rest and Recreation Leave (R&R Leave) for a Distant Worker. 20.2 A Distant Worker may return to their home, to Perth or any other place at a weekend to be mutually agreed upon between the Distant Worker and Decmil where: (1) the Distant Worker has completed 228 ordinary hours of service on the Site with Decmil, entitling the Distant Worker to 2 days leave on ordinary pay (to be taken in conjunction with a weekend) subject to clause 20.3; and (2) after each further 228 ordinary hours of service on the Site with Decmil, the Distant Worker shall be entitled to 1 days leave on ordinary pay (to be taken in conjunction with a weekend) subject to clause 20.3. 20.3 Where a Distant Worker incurs an airfare expense, Decmil will reimburse the Distant Worker in the first pay period after such R&R Leave subject to the following conditions: (1) payment will not be made unless the Distant Worker returns and commences work at the time arranged with Decmil on the first working day immediately following the period of leave specified in clauses 20.2(1) and 20.2(2); or (2) where Decmil and the Distant Worker agree, Decmil will book and pay for an R&R Leave airfare within the terms of this clause in lieu of the procedure set out in clause 20.3(1). Should the Distant Worker terminate or abandon the employment whilst absent from Site on this R&R Leave, then Decmil may deduct the cost of the airfare from any monies otherwise owing to the Employee. 20.4 The entitlement to R&R Leave may be taken as soon as reasonably practicable after it becomes due. If the R&R Leave is not taken by the Distant Worker within 1 month after it becomes due, the entitlement to R&R Leave shall lapse. 20.5 Decmil may for operational reasons, require the Distant Worker to postpone taking entitled R&R Leave for a period not exceeding 1 month. 20.6 Distant Workers who qualify for the provisions of this clause may return to their home, Perth or any other place for Christmas by: (1) taking the entitlement to R&R Leave prior to the completion of the next accrual period; or (2) taking R&R Leave in advance. 20.7 Where a Distant Worker has taken R&R Leave in advance and their employment is subsequently terminated, Decmil may deduct any amount to be refunded to the Distant Worker from any monies otherwise due to the Distant Worker. 20.8 Where a Distant Worker travels on R&R Leave other than to thei...
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REST AND RECREATION LEAVE. In line with the same provision expressed as part of the Wellness Policy, in recognition of the stress associated with accumulative loss, clinical staff may take Rest & Recreation days on full pay at the rate of:
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Related to REST AND RECREATION LEAVE

  • Recreation Leave Relationship with By-laws and other instruments The provisions of this clause set out all entitlements in relation to recreation leave, and replace all By-law entitlements relating to recreation leave.

  • 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.

  • Vacation Leave 11.1 Employees will retain and carry forward any eligible and unused vacation leave that was accrued prior to the effective date of this Agreement.

  • Education Leave If required by the Hospital, an employee shall be entitled to leave of absence with pay and without loss of seniority and benefits to write examinations to upgrade his or her employment qualifications. Where employees are required by the Hospital to take courses to upgrade or acquire new employment qualifications, the Hospital shall pay the full costs associated with the courses. Subject to operational requirements, the Hospital will make every reasonable effort to grant requests for necessary changes to an employee's schedule to enable attendance at a recognized up-grading course or seminar related to employment with the Hospital."

  • 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.

  • Vacation Leave Accrual ‌ After a full-time employee has been in pay status for eighty (80) non-overtime hours in a calendar month, the employee will accrue vacation leave according to the rate schedule below. Vacation leave accrual for part-time employees will be proportionate to the number of hours the part-time employee is in pay status during the month to that required for full-time employment.

  • Restoration of Vacation Leave In the event an employee is injured or becomes ill while on vacation leave, the employee may submit a written request to use sick leave and have the equivalent amount of vacation leave restored. The supervisor may require a written medical certificate.

  • Entitlement to Leave An employee shall be granted Workers' Compensation leave with pay in the event that the Workers' Compensation Board (WorkSafe BC) determines that the employee has established a claim (time loss benefits) and they are unable to perform their duties by reason of the compensable injury which occurred while employed by the Employer. For the purposes of this clause, pay is defined as the employee's regular take-home wages to ensure that the non-taxable status of Workers' Compensation benefits does not provide an opportunity for an injured worker to earn more while on claim than if they were working. The term claim will not include any form of WCB allowance or pension, and this section will not be operative while an employee is receiving such a different form of payment from WCB arising from this claim.

  • Vacations; Leave The Employee shall be entitled to annual paid vacation in accordance with the policies established by the Board of Directors for executive employees and to voluntary leave of absence, with or without pay, from time to time at such times and upon such conditions as the Board of Directors may determine in its discretion.

  • Maternity Leave Allowance ‌ (a) An employee who qualifies for maternity leave pursuant to Clause 21.1, shall be paid a maternity leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer, proof that she has applied for and is eligible to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for maternity leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan, the maternity leave allowance will consist of 15 weekly payments equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee and 85% of the employee's basic pay.

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