Safety Release Leave Sample Clauses

Safety Release Leave. A. An employee who is required by the County to work sixteen (16) or more hours in any twenty-four (24) hour period of time and who is required by the County to work in the next contiguous twenty-four (24) hour period of time shall be offered the opportunity for at least eight (8) hours off duty before being required to return to active duty status. B. Prior to working sixteen (16) or more hours in any twenty-four (24) hour period of time, the employee shall make the on-duty shift sergeant/supervisor aware that the employee believes their current work assignment may result in the employee working sixteen (16) or more hours in the twenty-four (24) hour period of time and such work may result in safety release leave. C. In order to effectuate how safety release leave is to be provided, the following example demonstrates how the employee will be compensated: 1. A Graveyard shift employee works 1900 to 0700 (12 hours worked). The Graveyard shift employee is then required to be in court from 0830-1230 (4 hours worked). A total of 16 hours was worked within a 24-hour period of time. 2. To ensure that the employee gets 8 hours off duty from 1230-2030, the employee is not due back to work until 2030 and the employee will be compensated for their regular work hours from 1900 to 2030 as safety release leave by the employee choosing to use any of their accrued paid leave except sick leave or Xxxxx time leave, and the employee will work from 2030 until 0700. D. If an employee in such a situation chooses not to take safety release time out of his or her leave balance and is assigned safety release time by the shift sergeant, that safety release time shall be paid by the County at the straight time rate.
Sample 1
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Safety Release Leave. A. An employee who is assigned to patrol and who is required by the County to work sixteen (16) or more hours in any twenty-four (24) hour period of time and who is required by the County to work in the next contiguous twenty-four (24) hour period of time shall be offered the opportunity for at least eight (8) hours off duty before being required to return to active duty status. X. Xxxxx to working sixteen (16) or more hours in any twenty-four (24) hour period of time, the employee assigned to patrol shall make the on-duty shift sergeant/supervisor aware that the employee believes their current work assignment may result in the employee working sixteen (16) or more hours in the twenty-four (24) hour period of time and such work may result in safety release leave. C. In order to effectuate how safety release leave is to be provided, the following example demonstrates how the employee will be compensated: 1. A Graveyard shift employee works 1900 to 0700 (12 hours worked). The Graveyard shift employee is then required to be in court from 0830-1230 (4 hours worked). A total of 16 hours was worked within a 24-hour period of time. 2. To ensure that the employee gets 8 hours off duty from 1230-2030, the employee is not due back to work until 2030 and the employee will be compensated for their regular work hours from 1900 to 2030 as safety release leave by the employee choosing to use any of their accrued paid leave except sick leave or Xxxxx time leave, and the employee will work from 2030 until 0700. D. If an employee in such a situation chooses not to take safety release time out of his or her leave balance and is assigned safety release time by the shift sergeant, that safety release time shall be paid by the County at the straight time rate.
Sample 1

Related to Safety Release Leave

  • 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.

  • Study Leave Credits for study leave will be given for educational commitments falling due between an employee's nominated starting and finishing times.

  • Carer’s Leave An employee may use up to 10 days accrued sick days as carers leave to tend to the care for members of the employee’s immediate household. The leave will be subject to the employee providing reasonable proof of the need for the use of xxxxx’s leave. In circumstances where the employee has exhausted all of the paid leave, a further 2 days unpaid leave may be taken.

  • Xxxx Leave For laid off employees, sick leave accruals shall remain on the books and be reinstated if such employees are reappointed. Whenever a person becomes ineligible for reemployment, and such person has not been re-employed, then, if at the point of layoff such person was eligible to receive a sick leave accrual payoff, such person shall be paid for existing sick leave accruals in accordance with Section 1408 of this Agreement.

  • Child Bonding Leave A prospective father, spouse, domestic partner or adoptive parent is entitled to child bonding leave of up to six (6) months, within one year of the qualifying event. Child bonding leave runs concurrently with FMLA and CFRA. The scheduling of child bonding leave (either on FMLA or CFRA) on an intermittent basis and/or requests for a reduced work schedule are subject to mutual agreement by the employee and the Agency/Department Head as allowed by law. An employee may elect to take accrued vacation or compensating time off during the period of child bonding leave, except that in the case of an employee who is regularly scheduled to work less than the normal full-time work week for the classification, paid leave shall be granted only for those days, or fractions thereof, on which such an employee would have worked but for child bonding leave. The use of sick leave during child bonding leave shall not be permitted unless the employee is otherwise eligible to use it as provided in Section 11. Reinstatement subsequent to child bonding leave of absence shall be to the same classification from which leave was taken and the Agency/Department Head shall make its best effort to return such employee to the same geographical location, shift, and where there is specialization within a classification, to the same specialization. Questions as to whether or not the Agency/Department Head has made its best effort herein, shall not be subject to the grievance procedure.

  • Child Rearing Leave Subd. 1 Child rearing leave of absences shall be available to teachers for a period of time, not to exceed twelve (12) calendar months, for the purpose of caring for a newborn infant or pre-school adopted child for which the applicant has the legal responsibility for the care and/or support of said child. Such leave may be taken subsequent to birth of the teacher's child, or in the case of adoption, when the child is physically turned over to the teacher-parent. a. At least two (2) calendar months prior to the estimated delivery date of the child, the employee shall be required to notify the Employer in writing whether or not the employee intends to take child rearing leave. This election may be changed at any time before the teacher is no longer disabled from working due to childbirth or pregnancy related disability or before the fifteenth (15th) day after the birth of the child, whichever is sooner. b. Upon filing an application for adoption of a pre-school child, the employee shall be required to notify the Employer, in writing, of the teacher's intention to take a child rearing leave. Such notice to include the estimated date when such leave shall become effective. Subd. 3 In connection with the election to take child rearing leave, the teacher shall submit a request for such leave in writing. Such request shall include an estimated commencement date and return date. The estimated commencement date shall be the physician's projected date the teacher will no longer be disabled from teaching due to childbirth or pregnancy related disability, or in the case of an adoption, the agency's estimated date when the child will be turned over to the parent. Subd. 4 In making the final determination under Subd. 3 concerning the duration of a child rearing leave of absence, the Employer shall not be required to grant a leave of absence in excess of two (2) semesters. The actual commencement date of child rearing leave shall be the date on which the teacher is no longer disabled due to childbirth and pregnancy related disability as determined by the physician; or, in the case of an adoption, the date when the child is physically turned over to the teacher-parent. The return date shall be twelve (12) calendar months following the actual commencement of the leave except as may be provided in Subd. 7.

  • Xxxxx’s leave 22.2.1 In normal circumstances an employee is not entitled to take carer's leave where another person has taken simultaneous leave to care for the same person. 22.2.2 The employee must, if required by the Employer, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another. 22.2.3 The employee must where practicable, give the Employer notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the employee, the reason for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee must notify the Employer by telephone of such absence at the first opportunity on the day of the absence. 22.2.4 The same considerations in quantum of carer’s leave applicable to part time Employees may be extended to eligible casuals but on an unpaid basis

  • 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.

  • Family Responsibility Leave An employee is entitled to up to 5 days of unpaid leave during each employment year to meet responsibilities related to: (a) the care, health or education of a child in the employee’s care; or (b) the care or health of any other member of the employee’s immediate family.

  • Investigatory Leave The Appointing Authority/designee may place an employee who is the subject of a disciplinary investigation on an investigatory leave with pay provided a reasonable basis exists to warrant such leave.

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