Statutory Leave. (a) For the purposes of calculating entitlement to leave under this clause, the Employment Business leave year runs from 1 December to 30 November in each calendar year.
(b) Under the Working Time Regulations 1998, the Temporary Worker is entitled to 5.6 weeks paid leave. Any and all entitlement to leave must be taken during the course of the leave year in which it accrues and none may be carried forward to the next year.
(c) Entitlement to paid leave under the Working Time Regulations 1998 accrues in proportion to the number of normal working hours (i.e. those which do not attract overtime rates of pay) worked continuously by the Temporary Worker on Assignment during the leave year. The amount of the payment to which the Temporary Worker is entitled in respect of such leave is calculated in accordance with and in proportion to the number of hours which he works on Assignment.
(d) Where the Temporary Worker wishes to take leave s/he should notify the Employment Business in writing of the dates of his/her intended absence. The amount of notice which the Temporary Worker is required to give should be at least 2 weeks. Occasionally you may be asked to defer your holiday due to the requirements of the Client. If this is the case you will be notified as soon as possible. You will always be allowed to take your full entitlement before the end of the year.
(e) Where a Bank Holiday or other public holiday falls during an Assignment and the Temporary Worker does not work on that day, the Bank Holiday or other public holiday shall count as part of the Temporary Worker’s paid annual leave entitlement.
(f) If the Temporary Worker leaves the engagement of the Employment Business with an outstanding paid holiday entitlement then s/he will, in addition to any other sums to which s/he may be entitled be paid a sum representing pay for the paid holiday entitlement outstanding. If the Temporary Worker leaves the engagement of the Employment Business having taken more than the accumulated paid holiday entitlement for the current holiday year then a sum equivalent to pay for the additional paid holiday taken will be deducted from any final payment to the Temporary Worker and the balance (if any) will be paid to him/her.
(g) None of the provisions of this clause regarding the statutory entitlement to paid leave shall affect the Temporary Worker’s status as a self-employed worker.
Statutory Leave. A list of statutory leaves is contained in Appendix D to this Agreement. Statutory leaves are subject to change or repeal and are not grievable or arbitrable.
Statutory Leave. To the extent that the following statutory provisions are applicable to a member of the bargaining unit the Board shall comply with the requirements of the federal Family and Medical Leave Act (“FMLA”) and the Vermont Parental and Family Leave Act (“PFLA”). Leave pursuant to each of these acts shall be provided according to the requirements of statute and the Board’s policies and practices. Pursuant to these policies and practices, whenever an employee is entitled to and/or granted paid or unpaid sick (disability) leave or family leave pursuant to the terms of this Agreement and the employee is also entitled to leave pursuant to the FMLA and/or PFLA for the same occurrence, both the leave provided pursuant to the Agreement and that which is provided pursuant to the FMLA/PFLA will be provided concurrently. The employee may elect to use paid leave other than sick leave or family leave during any period of leave provided pursuant to FMLA and/or PFLA. Also, FMLA/PFLA leave will be provided concurrent with Workers’ Compensation benefits where concurrent entitlement exists. All other matters regarding the administration of leave provided pursuant to the FMLA and the PFLA shall be as provided by the District’s policies and practices.
Statutory Leave. This article recognizes the statutory obligations of the University and the Union to provide unpaid leaves to employees for situations not described in any other provision of the Collective Agreement. Examples of such Statutory Leaves include: • Family Responsibility Leave; • Reservist Leave;
Statutory Leave. The Town shall offer leave in accordance with the requirements of the Family and Medical Leave Act (FMLA), Domestic Violence Leave Act (DVLA), Small Necessities Leave Act (SNLA), and the Parental Leave Act (PLA) provided the employee is eligible for leave pursuant to said laws.
Statutory Leave. Upon receipt of at least two (2) weeks' written notice of her anticipated date of departure and intention to return, the Superintendent shall grant a leave of absence for up to twelve (12) weeks in accordance with the provisions of General Laws Chapter 149, Section 105D, the Massachusetts Maternity Leave Act (MMLA), and the Federal Family and Medical Leave Act (FMLA). Consistent with her health, the administrator will try to commence such leave at the beginning of a semester or the school vacation period. If her health permits, the administrator is entitled to return from this leave any time before the expiration of said leave on five days' notice and provided a physician's certificate of fitness is submitted. For more information on parental leave see Parental Leave Policy attached hereto as Appendix C.
Statutory Leave. The School Committee shall grant a leave of absence for up to twelve (12) weeks in accordance with the provisions of General Laws Chapter 149, Section 105D and the Family Medical Leave Act (FMLA). It is expected that the member will give at least two (2) weeks written notice prior to the member’s anticipated date of departure.
Statutory Leave. Leave with or without pay for all other types of leaves provided for under applicable provincial employment standards legislation, that may be amended from time to time, shall be granted. For greater clarity, this only applies where there is no greater or equivalent type of leave provided for in the collective agreement.
Statutory Leave. 22.1 To the extent that the following statutory provisions are applicable to the Board, the Board shall comply with the requirements of the Federal Family and Medical Leave Act (FMLA) and the Vermont Parental and Family Leave Act (VPFL). Leave pursuant to each of these Acts shall be provided in according to the Board's policies and practices. Pursuant to these policies and practices, whenever an employee is entitled to and/or granted paid or unpaid (disability) leave or family leave pursuant to the terms of this Agreement and the employee is also entitled to leave pursuant to the FMLA and/or VPFL for the same occurrence, both the leave provided pursuant to the Agreement and that which is provided pursuant to the FMLA/VPFL will be provided concurrently.
22.2 FMLA/VPFL leave will be provided concurrent with Worker’s Compensation benefits when concurrent entitlement exists. All other matters regarding the administration of leave provided pursuant to the FMLA and the VPFL shall be as provided by the District's policies and practices.
Statutory Leave. The Committee agrees to provide unpaid leave in accordance with the Small Necessities Leave Act, the Family and Medical Leave Act, and the Domestic Violence Leave Act. Employees may also be entitled to paid leave in accordance with other provisions of this Agreement, in which case, the statutory and contractual leave shall run concurrently in accordance with the current practice.
