Section 4 - Bereavement Leave Sample Clauses

Section 4 - Bereavement Leave. An employee may be absent without loss of salary for up to a total of three (3) workdays for the death of a member of the employee's immediate family, which shall include parents and stepparents, children and stepchildren, spouse, grandparents, grandchildren, great grandparents, great grandchildren, siblings and step-siblings, and in-laws of like relationship. These days are not to be deducted from sick leave.
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Section 4 - Bereavement Leave. Each employee shall be granted two (2) working shifts of bereavement leave when death occurs in the employee’s immediate family. Immediate family shall include: Spouse, children, step-children, mother, father, sister, brother, mother-in-law, father-in-law, grandparents and grandchildren. Additional shifts may be granted with reasonable justification provided to the Fire Chief or his designee. One shift will be granted for brother-in-law, sister-in-law and stepchildren.
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Section 4 - Bereavement Leave. Each employee shall be granted up to five (5) days leave for each death in the 39 immediate family (parents, father-in-law, mother-in-law, siblings, brother-in-law, sister-in- 40 law, spouse, children, grandparents, grandparents-in-law and grandchildren) without loss 41 of pay. If no workdays exist between the date the death occurs and the end of the fifth 42 day, no bereavement leave shall be granted. Verification of the event and attendance 43 may be required
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Section 4 - Bereavement Leave. A faculty member shall be granted up to five (5) days of 14 approved leave as necessary for bereavement purposes. Bereavement leave of up to five (5) days 15 shall not be deducted from sick leave in the event of death in the immediate family or of death of 16 any individual who is named a beneficiary in the individual’s retirement program. The term
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Section 4 - Bereavement Leave. An employee may be absent without loss of salary for up to a total of three (3) working days for the death of a member of the employee's immediate family, which shall include father, mother, children, spouse, grandparents, grandchildren, brother, sister, or step-relatives of a like relationship or in-laws of like relationship. These days are not to be deducted from sick leave. Two (2) additional working days will be granted to attend to necessary arrangements pertaining to an immediate family member with such days being deducted from sick leave or personal business leave, at the discretion of the employee. Such use of days shall not be counted against an employee in relation to eligibility for or calculation of the “Financial Incentive” referenced in Section 11.
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Section 4 - Bereavement Leave. Employees shall be entitled to five (5) non-accumulative days with pay per occurrence per year for the death of a relative. A relative shall be defined as spouse, child, mother, father, sister, brother, father-in-law, mother-in-law, son-in-law, daughter-in-law, aunt or uncle, grandparents, and others as approved by the Superintendent. Up to two (2) days with pay per occurrence per year shall be granted for the death of a close friend.
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Section 4 - Bereavement Leave. Death in the immediate family or of a grandparent, grandchild, or parent – or sibling-in-law, niece or nephew, aunt or uncle, first cousin, ex-spouse, xxxxxx child, step children, and members of the same household shall entitle the employee up to seven (7) days bereavement leave, not deductible from sick leave. If additional days absence are required, all days in excess of the seven will be deductible from sick leave. A request for an exception to this list of individuals may be submitted by the employee to the Superintendent or his/her designee.
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Section 4 - Bereavement Leave. Notwithstanding the Article 44 - Sick Leave or 26 Article 45 - Hardship Leave eligibility criteria, full-time employees shall be eligible for a 27 maximum of twenty-four (24) hours paid bereavement leave per occurrence, prorated for 28 part-time employees. The Agency may request documentation. 29 If additional earned leave is needed, an employee may request to use earned sick leave 30 credits, or leave without pay, at the option of the employee for any period of absence from 31 employment to discharge the customary obligations arising from a death in the immediate 32 family or the employee’s spouse. If accrued sick leave has been exhausted, employees 33 may, with prior authorization, use accrued vacation leave or compensatory time. 1 Regular and Trial Service employees may be eligible to receive up to forty (40) 2 hours of donated leave, to be used consecutively. The employee must have exhausted all 3 available accumulated leave and qualify to receive hardship leave.
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Related to Section 4 - Bereavement Leave

  • 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.

  • Paid Bereavement Leave An employee who is absent from work due to the death of a member of his/her immediate family (spouse, sibling, child, parent, parent-in-law, grandparent, grandparent-in-law or domestic partner) may use up to three (3) days of paid bereavement leave each school year. The use of bereavement leave shall not count against the employee’s sick leave. If an employee requires additional time off for bereavement purposes beyond these three

  • Bereavement Leave With Pay For the purpose of this Article, immediate family is defined as father, mother (or alternatively stepfather, stepmother or xxxxxx parent), grandparent, brother, sister, spouse including common-law spouse residing with the employee), child (including child of common-law spouse or adopted child), stepchild or xxxx of the employee, grandchild, nephew, niece, uncle, aunt, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, and relative permanently residing in the employee’s household or with whom the employee permanently resides and/or traditional Gitxsan affiliations as determined by the administrator in consultation with tribal elder. A) When a member of his/her immediate family dies, an employee: i) shall be entitled to a bereavement period of five (5) consecutive calendar days which does not extend beyond the day following the day of the funeral. During such period he shall be paid for those days which are not regularly scheduled days of rest for that employee; ii) in addition, the employee may be granted up to three (3) days leave with pay for the purpose of travel related to the death. B) In special circumstances and at the request of the employee, the fourth (4th) day bereavement period may be moved beyond the day following the day of the funeral but must include the day of the funeral. C) It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the Employer may, after considering the particular circumstances involved, grant leave with pay for a period greater than that provided for in Article 14.02(A)(i) and (C) – Bereavement Leave with Pay. D) An employee is entitled to up to fourteen (14) hours bereavement leave per year with pay to attend or participate at a funeral of a person that is not immediate family, subject to operational requirements.

  • BEREAVEMENT/TANGIHANGA LEAVE 15.1 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. 15.2 If 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 15.1 above. This provision will not apply if the employee is on leave without pay. 15.3 In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • Intermittent Leave If medically necessary due to the serious medical condition of the employee, or that of the employee's spouse, child, parent, registered domestic partner within the meaning of Minneapolis Code of Ordinances Chapter 142, or other dependents and/or members of their households who have a serious medical condition, leave may be taken on an intermittent schedule. In cases of the birth, adoption or xxxxxx placement of a child, family and medical leave may be taken intermittently only when expressly approved by the Employer.

  • 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.

  • Union Leave of Absence An employee on an unpaid Union leave of absence shall have her wages, benefits and seniority continued by the Employer, and the Union agrees to reimburse the Employer for the costs of such wages and benefits. Employees requesting leave under this article will provide the Employer with as much advance notice as possible of the dates of the leave. Where there are less than fifteen (15) regular employees at a workstation at the time the leave request is submitted, and subject to operational requirements, unpaid Union leave of absence will be granted to one employee for the purpose of conducting Union business. This would be an additional person on Union leave at worksites where the position of the Union President or Council member has been backfilled for the duration of their term of office. A leave of absence without pay shall be granted to an employee who is a member of the Union and who is: A) a Union Council/Board member. Such leave shall be granted for the purpose of attending regular or special meetings of the Council/Board and shall include reasonable travel time. B) either elected or appointed to represent the Union and/or a region at annual or special conventions of the Union. C) a member of the Union’s bargaining committee. Such leave (including travelling time) shall be granted to attend preparatory negotiating meetings, to conduct negotiations, and to participate in mediation, industrial inquiry commissioner hearings and arbitrations. D) selected by the Union or its members as a delegate to attend the Provincial Bargaining Conference. E) selected by the Union or its members as a delegate to attend regional Bargaining Conference.

  • BEREAVEMENT PAY If an employee suffers a death in the immediate family, he shall be granted compassionate leave of absence with full pay for three (3) days. Immediate family means: spouse, mother, father, brother, sister, children, mother-in-law, father-in-law, grandparents and grandchildren. If the employee affected does not attend or arrange services then he shall only be entitled to one (1) day as provided under this Section.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Sabbatical Leaves A. A sabbatical leave, without pay, for one year may be granted to a teacher, and/or 10 and/or 12 month support employee by the Board for full time credit graduate study/degree program in their appropriate field subject to Board approval and the following conditions: 1. Not more than four employees in the system may be granted sabbatical leaves at any one time. 2. Request for sabbatical leave must be received by the superintendent, in writing, no later than January 31st of the school year preceding the school year for which the leave is being requested. 3. The employee has completed at least seven (7) full school years of service in the Xxxxxxxx Township school district. No year shall be credited in which the employee has worked or been on paid leave less than ninety-three (93) days. If more than four requests (two for pay and two without pay) for such leave are submitted, the board will determine those eligible for such leave by the program the employee plans to take. If all candidates are in an approved program, then seniority shall determine the eligibility. The decision of the board shall not be arbitrable. 4. Two of the four sabbatical leaves sited in A.1 above may be with 1/2 pay if the employee is taking a full time Board approved graduate program/degree program in their appropriate field during the day or if they are fulfilling an on-campus requirement of an advanced program. Documentation of this requirement must be furnished with the request stated in A.2 above. B. All sabbatical leaves must be approved by the Board and the Board shall take action on same no later than March 31st of the school year preceding the school year for which the sabbatical leave is requested. The employee shall continue to receive paid health benefits during the sabbatical leave. C. Upon return from a sabbatical leave, which was granted for full time graduate/degree program, the employee shall be placed on the proper step of the salary guide at the level which he/she would have achieved had he/she remained actively employed in the school system during the period of his/her absence, and, in addition, shall receive proper credit for any advanced degree earned.

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