Summer Leave Sample Clauses

Summer Leave. (i) an individualized study tutor, academic expert or marker may request summer leave for the period July 1 to August 31 by notifying the employer by April 30; (ii) commencing September 1, the employee’s former work assignment or its equivalent shall be returned to the employee in accordance with Article 13.05(a)(iii).
Sample 1Sample 2Sample 3See All (5)
Summer Leave. Teachers ordinarily required to work during the summer months shall be allowed time for one (1) full summer course every three (3) years until such personnel acquires a master’s degree.
Sample 1Sample 2Sample 3See All (4)
Summer Leave. Employees may request a leave without pay during the period from the week after commencement until one (1) week before classes begin for the fall semester. Such leaves will be subject to the approval of the immediate supervisor and review and recommendation of the President, with final approval by the Board of Trustees. Fringe benefits may be continued by the employee at the employee's election and cost during such periods of leave. Reduced summer hours may be requested by employees during the period from the week after commencement until one week before classes begin for the fall semester. Such reduction in working hours will be subject to the approval of the immediate supervisor and the review and recommendation of the President, with final approval by the Board of Trustees. Salaries and benefits will be adjusted on a pro rata basis in proportion to reduction in work assignment. If the arrangement results in less than a one-half time appointment, however, fringe benefits may be continued by the employee at the employee's election and costs for the period of such an appointment.
Sample 1Sample 2
Summer Leave. ‌ Part-time Employees will be entitled to an unpaid leave of absence during the summer period, provided such leave is requested four (4) weeks prior to the commencement of the summer leave. Requests for summer leave made within four (4) weeks prior to the commencement of the leave shall not be unreasonably withheld.
Sample 1
Summer Leave. Effective July 1, 1986 a summer sabbatical leave shall be granted to no more than four (4) unit members under the following guidelines and procedures. A maximum of two
Sample 1
Summer Leave. Effective as of June 1, 2005, you shall be entitled to work primarily in Dulles, Virginia during the months of June and July of each year you are relocated in Chandler, Arizona, provided that you agree to travel to Chandler, Arizona as required by the Company during such months.” (c) Exhibit A to the Relocation Agreement is amended by adding the following new item 6:
Sample 1
Summer Leave. SSA’s are entitled to one (1) day of paid Summer Leave that can be used immediately preceding or immediately after the Fourth of July under the following conditions: 1. There must be one (1) SSA on duty in the Service and Support Administration office during the Summer Leave. The SSA on duty will also be required to carry a pager during Summer Leave. 2. In order to meet the requirement of one (1) SSA on duty during Summer Leave, SSA’s may volunteer to work during the Summer Leave. If more than one (1) SSA volunteers, the most senior shall be selected to work on a rotating basis each year during the Summer Leave. If no SSA volunteers to work this assignment, then one (1) SSA shall be assigned to work the Summer Leave starting with the least senior SSA and rotating such assignment each Summer Leave period. The SSA who works during the Summer Leave is permitted to use his day of Summer Leave at any time within two (2) weeks of the Fourth of July as mutually agreed to with the Employer and based on operational needs and staffing requirements. 3. If an SSA is on unpaid leave the day immediately preceding or following the Summer Leave, the SSA will not receive payment for the Summer Leave. If, however, the SSA is on disability leave on the day immediately preceding or following the Summer Leave, he will receive payment for the Summer Leave.
Sample 1
Summer Leave. (a) Months/Days per year: Two days for summer employees. (b) Purposes: Illness.
Sample 1

Related to Summer Leave

  • FMLA Leave The Board agrees to comply with the Family and Medical Leave Act and agrees that any policy adopted to implement the FMLA shall in no way reduce or adversely impact any other provision of this Agreement.

  • Xxxxx’s leave 22.2.1 In normal circumstances an employee is not entitled to take carer's leave where another person has taken simultaneous leave to care for the same person. 22.2.2 The employee must, if required by the Employer, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another. 22.2.3 The employee must where practicable, give the Employer notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the employee, the reason for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee must notify the Employer by telephone of such absence at the first opportunity on the day of the absence. 22.2.4 The same considerations in quantum of carer’s leave applicable to part time Employees may be extended to eligible casuals but on an unpaid basis

  • Other Leave Granting of leave is a matter between the employees and the mill management. The Company will consider length of service and will endeavour to arrange leave of absence to suit the employee's wishes. Employees with ten or more years service will be given special consideration.

  • 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.

  • 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.

  • Other Leaves Other short-term leaves may be granted at the discretion of the Chancellor. The Chancellor’s decision to approve or deny the request shall be final.

  • 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:

  • 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.

  • Family Leave 1. An Appointing Authority shall grant to a full time or part time employee who has completed his/her probationary period, or if there is no such probationary period, has been employed for at least three consecutive months, an unpaid leave of absence for up to twenty-six (26) weeks in conjunction with the birth, adoption or placement of a child as long as the leave concludes within twelve (12) months following the birth or placement. The ability to take leave ceases when a xxxxxx placement ceases unless the need for additional leave is directly connected to the previous placement. 2. New employees who have completed six full months of employment but remain within their probationary period may request the appointing authority to waive their remaining wait time for FMLA. Such request shall include submission of satisfactory medical evidence that demonstrates either a.) an existing catastrophic illness; or b.) a problematic pregnancy that prevents the employee from being able to perform the functions of her position. Any leave granted under this waiver will be charged against the employee’s FMLA leave as described in this section. The remaining rights and obligations under Section 8 shall apply. 3. At least thirty (30) days in advance, the employee shall submit to the Appointing Authority a written notice of his/her intent to take such leave and the dates and expected duration of such leave. If thirty (30) days notice is not possible, the employee shall give notice as soon as practicable. The employee shall provide upon request by the Appointing Authority proof of the birth or placement or adoption of a child. 4. If an employee has accrued sick leave, personal leave, compensatory leave, or vacation credits at the commencement of his/her family leave, the employee may use such leave credits for which s/he may be eligible under the sick leave, personal leave or vacation provisions of this Agreement. The Appointing Authority may, in his/her discretion, assign an employee to temporarily backfill for an employee who is on family leave. Such assignment may not be subject to the grievance procedure. 5. At the expiration of the family leave, the employee shall be returned to the same or equivalent position with the same status, pay and length of service credit as of the date of his/her leave. If during the period of the leave, employees in an equivalent position have been laid off through no fault of their own, the employee will be extended the same rights or benefits, if any, extended to employees of equal length of service in the equivalent position in the department. 6. Employees taking an unpaid leave of absence under this provision will accrue sick and vacation leave benefits only for the first eight (8) weeks of such unpaid leave. Notwithstanding any other provision of the Agreement to the contrary, the family leave granted under this Article shall not affect the employee's right to receive any contractual benefits for which s/he was eligible at the time of his/her leave. 7. During the time an employee is on family leave, the employee shall be entitled to group health insurance coverage benefits on the same terms and conditions in effect at the time the leave began, provided the employee continues to pay the required employee share of premium while on leave. If the employee fails to return from leave, the Commonwealth may recover, as provided under FMLA, the cost it incurred in maintaining insurance coverage under its group health plan for the duration of the employee's leave.

  • Xxxx Leave For laid off employees, sick leave accruals shall remain on the books and be reinstated if such employees are reappointed. Whenever a person becomes ineligible for reemployment and such person has not been re-employed, then, if at the point of layoff such person was eligible to receive a sick leave accrual payoff, such person shall be paid for existing sick leave accruals in accordance with Section 1408 of this Agreement.

Most Referenced Clauses

Most Referenced Definitions