Serious Illness or Bereavement Leave Sample Clauses

Serious Illness or Bereavement Leave. A Regular or Temporary Employee is entitled to five (5) days paid leave in the event of serious illness or the death of a person(s) as listed and defined in the expanded definition of “Family Member” identified by the current Employment Insurance legislation and as per the attached Appendix, or any other person with the approval of the Employer. With the Employer’s approval this leave may be extended by using vacation days, accumulated time off in lieu, and/or up to one (1) month’s leave of absence without pay.
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Serious Illness or Bereavement Leave. An Employee is entitled to five (5) days paid bereavement leave in the event of serious illness or the death of a spouse, common-law spouse, parent, child, sibling, parent-in-law or child-in-law, grandchild or grandparent, grandchild or grandparent, whom the Employee considers to be like an immediate family member with the approval of the Employer. Such approval shall not be unreasonably withheld. In the case of death in the extended family or the death of any other person, an Employee, upon application, will be entitled to leave with pay for one (1) working day.
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Serious Illness or Bereavement Leave. SECTION 1:
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Serious Illness or Bereavement Leave. Art. 30.1 28 Severance Less than One Year Service, Art. 14.5 16 Severance -Due to Change of Servicing, Art. 14.7 16 Sexual Harassment, Art. 6.2 8 Sick Leave, Art. 27 25 Accrual – Part-Time Employees, Art. 27.3 25 Accrual – Temporary and Regular Employees, Art. 27.2 25 Domestic Emergency, Art. 27.8 26 During Vacation, Art. 27.6 26 Entitlement, Art. 27.1 25
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Serious Illness or Bereavement Leave. SECTION 11: A paraprofessional may be granted up to six (6) days of non-accumulative serious illness or berevement leave annually which may be used for serious illness or death in the immediate family. Serious illness shall be defined as life threatening in nature and
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Related to Serious Illness or Bereavement Leave

  • Funeral/Bereavement Leave In the event of death in the immediate family of an employee, the employee will be granted leave of absence with pay, with consideration given to travel time for the purpose of attending the funeral. The length of such absence shall be at the discretion of the Employer. The term "

  • ARTICLE BEREAVEMENT LEAVE Upon the death of an employee’s spouse, (to include same sex partner), child or stepchild, mother, father, brother, sister, an employee shall be granted leave up to a maximum of five (5) days without loss of pay, ending with the day following the day of the funeral. Upon the death of an employee’s step-parents, mother-in-law, father-in-law, brother-in-law, sister-in-law, legal guardian, grandparent, xxxxxx child, grandchildren, son-in-law or daughter-in-law, the employee shall be granted leave up to a maximum of three (3) days without loss of pay, ending with the day of the funeral. It is agreed that this leave is to apply only where the employee is in attendance at the funeral and pay for such days of absence is limited to the days actually missed from work as per the employee’s scheduled working days. If the funeral is not attended the paid leave shall be limited to two (2) days ending no later than the day of the funeral. In the event of a spring internment, an employee may save one of the days identified above without loss of pay to attend the internment. An employee shall be granted one (1) day bereavement leave without loss of pay to attend the funeral of his or her aunt, uncle, niece or nephew. An employee will not be eligible to receive payment under the terms of Bereavement Leave for any period in which she is receiving payments for holiday pay or vacation pay. Note: It is understood that if an employee is on sick leave and attends the funeral that the bereavement leave will not be charged against sick leave accumulated. Where it is necessary because of distance, the employee may be provided up to seven (7) days additional unpaid leave. Xxxxxx Child being defined as a child residing with and in the care of the employee full time via the Children’s Aid Society.

  • Paid Bereavement Leave An employee shall be entitled to bereavement leave with pay as follows:

  • 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.

  • 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.

  • Bereavement Leave With Pay For the purpose of this clause, immediate family is defined as father, mother, (or alternatively stepfather, stepmother or xxxxxx parent), brother, sister, spouse, (including common-law spouse resident with the employee), child (including child of common-law spouse), stepchild or xxxx of the employee, father-in-law, mother-in-law, grandparent, grandchild and relative permanently residing in the employee's household or with whom the employee permanently resides.

  • Religious Leave Religious leave shall be without pay unless the employee elects to use accumulated compensatory time off, vacation time, or floating holiday time. Denial of religious leave is appealable as provided elsewhere in this section.

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