Sick Leave Allowed for Personal Necessity Sample Clauses

Sick Leave Allowed for Personal Necessity a. An employee may use, at his/her election, during any school year, not more than their annual allotment of sick leave in the case of personal necessity without providing the specific reason. The employee shall not be required to secure advance permission for leave taken for any of the following reasons: 1. Death or serious illness of a member of his/her immediate family. Immediate family means mother, father, legal guardian, grandmother, grandfather, or any grandchild of the employee or of the spouse of the employee and the spouse, son, son-in-law, daughter, daughter-in-law, brother or sister of the employee, niece or nephew of the employee, step-parents or step-children, xxxxxx parents and children, children under legal guardianship, or any relative living in the immediate household of the employee.
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Sick Leave Allowed for Personal Necessity. Unit members may be granted up to ten (10) days of personal necessity leave in any school year, provided however that the number of personal necessity leave days shall not exceed the number of days of unused sick leave. Personal necessity leave may be used at the unit member’s discretion for reasons enumerated in Items 1 through 5 below. The unit member will not be required to identify the specific reason outlined in Items 1 through 4; however, the unit member must complete a form indicating the leave was taken for one of the four reasons. For a request that falls within items 5, 6, 7, and 8, the unit member shall submit, for prior approval, a request for personal necessity leave on a district approved form to the immediate supervisor normally not less than three (3) working days prior to the beginning date of the leave. The Superintendent (or designee) at his/her discretion, may waive the three-day prior approval. Personal necessity leave shall be limited to: 1. Death of a member of his/her immediate family. 2. Accident, involving his/her person or property, or the person or property of a member of his/her immediate family. 3. Illness in the immediate family exclusive of aunt, uncle, niece or nephew. 4. Home protection, in the event of a natural catastrophe, such as flood or fire. 5. Observance of a religious holiday. 6. Bereavement for someone other than immediate family. 7. Personal necessity may be used for circumstances that meet all of the following criteria: (a) are of a serious nature, and; (b) which the unit member cannot be expected to disregard, and; (c) which necessitates the immediate attention of the unit member, and; (d) which cannot be accommodated during off-duty hours. 8. One day of personal necessity leave annually may be utilized at the unit member's discretion without providing a specific reason, or for family occasions of major significance; however, notification procedures as contained herein shall be adhered to. The District agrees to make a good faith effort to require only that information which is necessary to make an informed decision in determining approval of personal necessity requests. The unit member shall make every reasonable effort to comply with district procedures designed to secure substitutes and shall notify the immediate supervisor of the expected duration of the absence. Use of sick leave days for personal necessity reasons will not be approved for purposes of personal convenience or for the extension of a holiday...
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Sick Leave Allowed for Personal Necessity. Credited sick leave may be used for the purpose of personal necessity, provided that use of such personal necessity leave does not exceed ten (10) days in any school year. Use of sick leave days for personal necessity reasons may not be used for purposes of personal convenience or for the extension of a holiday or vacation period, recreational activities, association activities, or for matters which can be taken care of outside the work hours. Personal necessity leave may be utilized at the unit member’s discretion for reasons enumerated in Items 1 through 8 below. The unit member must complete a form indicating the leave was taken for one of the eight reasons listed below. 1. Death of a member of his/her immediate family. 2. Accident, involving his/her person or property, or the person or property of a member of his/her immediate family. 3. Illness in the immediate family (runs concurrently with family medical leave, if applicable). 4. Home protection, in the event of a natural catastrophe, such as flood or fire. 5. Observance of a religious holiday. 6. Bereavement for someone other than immediate family. 7. Five days of personal necessity leave annually may be utilized at the unit member’s discretion without providing a specific reason, or for family occasions of major significance; however, notification procedures as contained herein shall be adhered to. The unit member shall make every reasonable effort to comply with District procedures designed to secure substitutes and shall notify the immediate supervisor of the expected duration of the absence.
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Sick Leave Allowed for Personal Necessity a. An employee may use, at his/her election, during any school year, not more than their annual allotment of sick leave in the case of personal necessity without providing the specific reason. The employee shall not be required to secure advance permission for leave taken for any of the following reasons: 1. Death or serious illness of a member of his/her immediate family. Immediate family means mother, father, grandmother, grandfather, or any grandchild of the employee or of the spouse of the employee and the spouse, son, son-in-law, daughter, daughter-in-law, brother or sister of the employee, step-parents or step-children, xxxxxx parents and children, or any relative living in the immediate household of the employee. 2. Accidents involving his/her person or property, or the person or property of a member of his/her immediate family. b. The Superintendent, at her/his discretion, may require proof of all personal necessity requested after the employee has used their annual allotment of leave days. c. In order to be granted leave for personal necessity, other than for the type shown above, the employee shall request such leave from his/her site Principal. The Principal may grant leave without pay or may allow use of sick leave days for the leave. If the employee is not satisfied with the response from the Principal, a written request for leave may be submitted to the Superintendent for review. In emergency situations where a request in advance is not possible, approval for leave taken may be given subsequent to the leave. d. Except in cases of emergency, twenty-four hours prior notice shall be given to the site administrator who shall approve or deny the leave, based on district or school needs, and/or limit the number of employees who may use this leave on any one day. e. The changes approved in May 2014 were in effect for one school year only. The data has been reviewed as of March 2015. The recommendation to the Board is to continue this practice indefinitely.
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Related to Sick Leave Allowed for Personal Necessity

  • Leave Without Pay for Personal Needs 35.15.1 Leave without pay will be granted for personal needs, in the following manner: 35.15.1.1 Subject to operational requirements, leave without pay for a period of up to three (3) months will be granted to an employee for personal needs. 35.15.1.2 Subject to operational requirements, leave without pay of more than three (3) months but not exceeding one (1) year will be granted to an employee for personal needs. 35.15.1.3 An employee is entitled to leave without pay for personal needs only once under each of 35.15.1.1

  • Leave for Personal Reasons An employee may be granted leave of absence without pay and without loss of seniority when she requests such leave for good and sufficient cause. Such requests shall be in writing and approved by the Employer. In an emergency, application may be made by telephone or in person. Permission for such leave shall not be unreasonably withheld.

  • SICK LEAVE AND LONG-TERM DISABILITY (Articles 12.01 to 12.11 apply to full-time nurses only) 12.01 The Hospital will assume total responsibility for providing and funding a short-term sick leave plan at least equivalent to that described in the 1980 Hospitals of Ontario Disability Income Plan brochure. Effective January 1, 2006, new hires will be covered under the 1992 Hospitals of Ontario Disability Income Plan. The Hospital will pay 75% of the billed premium towards coverage of eligible employees under the long-term disability portion of the Plan (HOODIP or an equivalent plan). The employee will pay the balance of the billed premium through payroll deduction. For the purpose of transfer to the short-term portion of the disability program, employees on the payroll as of the effective date of the transfer with three (3) months or more of service shall be deemed to have three (3) months of service. For the purpose of transfer to the long-term portion of the disability program, employees on the active payroll as of the effective date of the transfer with one (1) year or more of service shall be deemed to have one (1) year of service. 12.02 Effective the first of the month following the transfer, all existing sick leave plans in the Participating Hospitals shall be terminated and any provisions relating to such plans shall be null and void under the respective Collective Agreements except as to those provisions relating to payout of unused sick leave benefits which are specifically dealt with hereinafter. 12.03 Existing sick leave credits for each employee shall be converted to a sick leave bank to the credit of the employee. The sick leave bank shall contain the unused sick leave days to the credit of the nurse on the effective date of the transfer to the Plan set out in Article 12.01. The "sick leave bank" shall be utilized to: (a) Supplement payment for sick leave days under the new plan which would otherwise be at less than full wages, and; (b) Where a payout provision existed under the former sick leave plan in the Collective Agreement, payout shall be made on the termination of employment, or in the case of death, to the nurse's estate. The parties may agree to voluntarily cash out existing sick leave banks. The amount of the payout shall be a cash settlement at the nurse's then current salary rate for any unused sick credits to the maximum provided under the sick leave plan in which the nurse participated as of October 23, 1981; (c) Where, as of the effective date of transfer, an employee does not have the required service to qualify for payout on termination, her or his existing sick leave credits as of that date shall nevertheless be converted to a sick leave bank in accordance with the foregoing and the nurse shall be entitled to the same cash out provisions as set out in paragraph (b) above providing the nurse subsequently achieves the necessary service to qualify for payout under the conditions of the sick leave plan in which she or he participated as of October 23, 1981; (d) Where a payout provision existed under the former sick leave plan in the Collective Agreement, a nurse who, as of the date of this award, has accumulated sick leave credits and is prevented from working for the Hospital on account of an occupational illness or accident that is recognized by The Workplace Safety and Insurance Board as compensable within the meaning of the Workplace and Safety Insurance Act, the Hospital, on application from the nurse, will supplement the award made by The Workplace Safety and Insurance Board for loss of wages to the nurse by such amount that the award of The Workplace Safety and Insurance Board for loss of wages, together with the supplementation of the Hospital, will equal one hundred per cent (100%) of the nurse's net earnings to the limit of the nurse's accumulated sick leave credits. Nurses may utilize such sick leave credits while awaiting approval of a claim for WSIB benefits. 12.04 When a nurse has completed any portion of her or his regularly scheduled tour prior to going on sick leave benefits or WSIB benefits, the nurse shall be paid for the balance of the tour at her or his regular straight time hourly rate. This provision will not disentitle the nurse to a lieu day under Article 15.05 if she or he otherwise qualifies. 12.05 Any dispute which may arise concerning a nurse's entitlement to short-term or long- term benefits under HOODIP or an equivalent plan may be subject to grievance and arbitration under the provisions of this Agreement. The Union agrees that it will encourage a nurse to utilize the carrier’s medical appeals process, if any, to resolve disputes. 12.06 Nurses presently employed who are covered by a long-term disability plan in effect as of the date of this award, may elect to be covered by HOODIP or to continue their present coverage. 12.07 The Hospital further agrees to pay employees an amount equal to any loss of benefits under HOODIP for the first two days of the fourth and subsequent period of absence in any calendar year. 12.08 The Hospital will notify each nurse of the amount of unused sick leave in her or his bank annually. 12.09 For nurses whose regular hours of work are other than the standard work day, the short-term sick leave plan will provide payment for the number of hours of absence according to the scheduled tour to a total of 562.5 hours. All other provisions of the existing plan shall apply mutatis mutandis. 12.10 Absences due to pregnancy related illness shall be considered as sick leave under the sick leave plan. 12.11 A nurse who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for WSIB benefits for a period longer than one complete tour or more may apply to the Hospital for payment equivalent to the lesser of the benefit the nurse would receive from WSIB if the nurse's claim was approved, or the benefit to which the nurse would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the nurse provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by The Workplace Safety and Insurance Board. If the claim for WSIB benefits is not approved, the monies paid as an advance will be applied towards the benefits to which the nurse would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks. (Articles 12.12, 12.13 and 12.14 apply to both full-time and part-time nurses) 12.12 Nurses returning to work from an illness or injury compensable from the Workplace Safety and Insurance Board will be assigned light work as necessary, if available. 12.13 A nurse who transfers from full-time to part-time may elect to retain her or his accumulated sick leave credits to be utilized during part-time or subsequent full-time employment as provided under the sick leave plan in which the nurse participates as of October 23, 1981. 12.14 If the Employer requires the employee to obtain a medical certificate, the employer shall pay the full cost of obtaining the certificate.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.02(a), other than those specified in sections (A) and (B) of subparagraph 17.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.02 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance maternity benefits for the reasons described in subparagraph (a)(i).

  • Personal Leave of Absence The Administrator may grant a request for leave of absence for personal reasons without pay provided that he receives at least one (1) month's clear notice, in writing, unless impossible, and provided that such leave may be arranged without undue inconvenience to the normal operations of the Nursing Home. Employees when applying for such leave shall indicate the proposed date of departure and return. Such leave shall not be unreasonably withheld.

  • Personal Leave Without Pay Leave of absence without pay may be granted by the College for legitimate personal reasons.

  • Personal Leaves of Absence SRD includes the time an employee is on "leave", if the employee is on a: • personal leave of absence with pay; or • personal leave of absence without pay which is less than 15 working days; or • personal leave of absence without pay which is more than 15 working days and which was started on or after April 15, 1993 -- only that portion which was taken during the period from April 15, 1993 to August 31, 1997. • prepaid leave of absence, under the enhanced leaves of absence policy dated April 16, 1993, greater than eight (8) weeks.

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.05(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.05(a), other than those specified in sections (A) and (B) of subparagraph 17.05(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee's rate of pay and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.05 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance or Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Québec Parental Insurance Plan benefits for the reasons described in subparagraph (a)(i).

  • Educational Leave of Absence Leaves of absence may be granted up to six (6) months under the above provisions only if the course would be beneficial to both the University and the employee.

  • Sick Leave Allowance Faculty with a full-time assignment shall accrue sick leave at the rate of eight

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