Paid Leave Contributions will continue whilst a member of a fund is absent on paid annual leave, sick leave, long service leave, public holidays, jury service, bereavement leave, or other paid leave.
Casual Leave Employees may be granted casual leave with pay to a maximum of two (2) hours for the following purposes:
Annual Leave Employees (other than casuals) will be entitled to four (4) weeks paid annual leave per annum, provided that Continuous Shiftworkers shall be entitled to one additional week’s paid annual leave.
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.
Maternity Leave 16.01 Upon written request on the appropriate form by a pregnant Employee, the University shall grant maternity leave consistent in timing and duration with the Employment Standards Act of New Brunswick. The application is to be made no later than two (2) weeks prior to the date that she intends to begin her leave and should specify the duration of the leave. A medical certificate specifying the expected date of delivery is to be attached to the application.
16.02 A pregnant employee may wish to continue working up to the expected date of delivery and may do so, if in the opinion of her physician she is able to fulfill her normal job responsibilities. No pregnant employee will be allowed to work in an area that may be hazardous to her health or to that of her child. The employee may be transferred by the Employer if appropriate alternate employment is available.
16.03 An early return to work, following delivery, will require a medical certificate indicating that the employee is medically fit for work.
16.04 Following the period of maternity leave, the employee will normally return to her former position. If this is not possible, she will be placed in an equivalent level of position.
16.05 A period of maternity leave may be extended by applying for an unpaid leave of absence under Article 18, Parental leave under Article 16A or by taking vacation time, if approved by the Employer. Such a request will not be unreasonably refused.
16.06 Upon completion of the initial probationary period of continuous employment, a female employee who provides the Employer with proof that she has applied for and is eligible to receive Employment Insurance benefits, shall be paid a maternity leave allowance in accordance with a plan registered with the Canada Employment Insurance Commission as a Supplementary Unemployment Benefit Plan (S.U.B.).
16.07 Under the provisions of the S.U.B. plan, the Employee's salary will be maintained at 95% of her regular weekly earnings for a maximum of 17 weeks of maternity leave. This plan allows the Employer to make up the difference between the C.E.I.C. maternity leave benefits up to 95% of the Employee's regular weekly earnings. The Employee is required to apply for the C.E.I.C. maternity leave benefit and must be eligible for the benefit for this plan to apply (as specified in the appropriate sections of the Employment Insurance Regulations). Contributions to the pension and benefit plans shall continue on the part of the Employee and the University on the basis of 100% of salary.
16.08 Employees have no vested right to payments under the plan except to payments during a period of unemployment specified in the plan (57 (13(h) of the E.I. Regulations).
16.09 Payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan.
16.10 Employees must apply for and must be in receipt of employment insurance benefits to receive payments under the plan.
Paid Leaves A. A bank of ten (10) sick leave days per year shall be credited to each Kitchen Manager at the beginning of the yearly period of employment. Probationary employees who successfully complete their probationary period after the start of the work year shall be credited with a prorated number of sick leave days at the beginning of their non- probationary period. Employees who are promoted from ESP#1 to Kitchen Managers Association shall have accumulated sick leave days prorated based upon number of hours-worked in previous position. Total sick leave accumulation will be unlimited. Sick leave days may be used for personal illness of the employee or illness in the immediate family of the employee living in the same household and/or those critically ill family members who warrant immediate attention.
B. Two (2) days of sick leave each year may be used as Business Days. All requests must be in writing except when an emergency situation prevails, approval may be obtained by telephone with a follow-up letter stating the date and reason for being off. Written requests for the day off must be received in the office of the Supervisor of Food Services at least three work days before the day the employee wishes off. Requests will be granted only when there is sufficient number of substitute employees to cover the workload. The day before and the day after a paid holiday or a scheduled vacation day cannot be used as a Business Day.
C. Each employee shall be entitled to leave with pay without charge to his/her sick bank for death in the immediate family or immediate step family of the employee and/or spouse or the death of a person residing in the same household as the employee. The funeral leave shall be for a period not to exceed three (3) days, provided the employee attends the funeral. Immediate family shall mean mother, father, brother, sister, child, spouse, mother-in-law, father-in-law, grandchild and grandparents. Immediate step family shall mean step-mother, step-father, step-brother, step-sister, step-child and step-grandchild. In the event of the death of a spouse, child or step- child, the funeral leave shall be for a period not to exceed five (5) days, provided the employee attends the funeral. Additional time beyond the three (3) or five (5) days, if granted by the employee’s immediate supervisor, will be charged to sick leave. The employer has the right to request and receive appropriate substantiation of attendance at the funeral and verification of residence of an individual residing in the household. Funeral leave may be granted to any Kitchen Manager in case of the death of a person whose relationship to the employee warrants attendance at the funeral. Time off for funerals may be granted before or after the fact by the Supervisor of Food Services. All approved absences caused by funerals will be deducted from the sick bank.
D. Sick leaves days will accumulate but not be granted to probationary employees until employee is permanently assigned.
Paternity Leave 7.4.6(a) An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:
Vacations and Leave a. Executive may take vacations and other leave in accordance with the Bank’s policy for senior executives, or otherwise as approved by the Board.
b. In addition to paid vacations and other leave, the Board may grant Executive a leave or leaves of absence, with or without pay, at such time or times and upon such terms and conditions as the Board, in its discretion, may determine.
Special Leaves An employee who is on an approved FMLA leave or on a Voluntary Reduction in Hours as provided elsewhere in this Agreement maintains eligibility for an Employer Contribution.
Special Leave The Employer, in any one year, may grant to an Employee:
(a) special leave without pay for such a period as it deems circumstances warrant;
(b) special leave with pay for reasons other than those covered by 19.02 to 19.11 inclusive, for such period as it deems circumstances warrant.
