Take-A-Break Leave (T Sample Clauses

Take-A-Break Leave (T. A.B.) 1. Application for such Leaves shall be in writing. The Employer has provided the Store Manager the ability to approve such Leaves. Every effort should be made to provide as much notice as possible.
Sample 1Sample 2Sample 3See All (10)
AutoNDA by SimpleDocs
Take-A-Break Leave (T. A.B.) A. Application for such Leaves must be in writing and are subject to the approval of the Area Manager and Employee Relations Department. Every effort should be made to provide as much notice as possible. B. Requests for Take-A-Break Leave of Absence will be granted to all employees provided there is another available employee on the site who is capable of doing the work required. C. Scheduled vacation time shall take precedence over the granting of Take-A-Break Leave of Absence.
Sample 1Sample 2Sample 3See All (4)
Take-A-Break Leave (T. A.B.): Employees are entitled to apply for a Take-A-Break Leave of Absence up to a maximum of three (3) calendar weeks per year subject to the following conditions: a) Leaves of Absence cannot be taken during the weeks of June, July, August and December and cannot be taken during the week of Easter. b) Application for such Leaves must be in writing and are subject to the approval of the Store Manager and Employee Relations Manager. Every effort should be made to provide as much notice as possible. c) Requests for Take-A-Break Leave of Absence will be granted to all employees provided there is another employee available in the store who is capable of doing the work required. d) The Employer shall maintain Health and Welfare coverage for full-time employees during Take-A-Break up to a maximum of three (3) weeks per calendar year.
Sample 1Sample 2Sample 3
Take-A-Break Leave (T. A.B.) (a) Application for such Leaves must be in writing and are subject to the approval of the Store Manager. Every effort should be made to provide as much notice as possible. (b) Requests for Take-A-Break Leave of Absence will be granted to all employees provided there is another available employee in the store who is capable of doing the work required. (c) Employees on Take-A-Break Leave shall, if they wish to maintain coverage and entitlement, pay the full contribution amount of the Health and Welfare premiums. (d) Scheduled vacation time shall take precedence over the granting of Take-A-Break leave of absence. (e) Employees on a Take-A-Break Leave shall accumulate seniority. (f) Employees may take single or multiple day Take-A-Break leave (i.e., less than one [1] week in length) provided the cumulative total days where a Take-A-Break leave is taken does not exceed one hundred and twenty (120) calendar days per calendar year. It is understood that each day of Take-A-Break leave per week reduces the basic workweek by one (1) day. (g) The Store Manager may approve or deny requests for Take-A-Break leaves. Such requests will be considered with all other sections of the Collective Bargaining Agreement. (h) Employees may return to work earlier than the scheduled end of the leave provided they give their Store Manager one (1) month’s notice of their early return to work date.
Sample 1

Related to Take-A-Break Leave (T

  • Tea Breaks (a) Every employee will be entitled to a paid 10 minute tea break in each four hours worked at a time to be agreed between the employee and employer. (b) Subject to agreement between the employer and employee, such breaks may alternatively be taken as one 20 minute tea break. (c) Xxx breaks will count as time worked.

  • Parental Leave Allowance ‌ (a) An employee who qualifies for parental leave pursuant to Article 35.03, shall be paid a parental leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer proof of application and eligibility to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for parental leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan and subject to leave apportionment pursuant to Article 35.03(b), the parental leave allowance will consist of a maximum of ten (10) weekly payments, equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee, and seventy-five (75) percent of the employee’s basic pay.

  • Maternity Leave Allowance ‌ (a) An employee who qualifies for maternity leave pursuant to Clause 21.1, shall be paid a maternity leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer, proof that she has applied for and is eligible to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for maternity leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan, the maternity leave allowance will consist of 15 weekly payments equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee and 85% of the employee's basic pay.

  • Disability Leave a. An employee who has suffered possible injury in the performance of assigned duties shall immediately undergo such medical examination as the appointing authority deems necessary. He or she shall not be considered absent from duty during the time required for such examination. b. A regular employee who is unable to perform any appropriate work assignment because of disability incurred in the performance of assigned duties shall be entitled to the following disability leave benefits, in addition to those provided pursuant to the California Worker's Compensation Insurance Act. (1) During any period of disability for which payment is not provided under Worker's Compensation Insurance, the employee shall be placed on disability leave with pay to the extent of any leave with pay which he or she has accrued. Such disability leave with pay shall be charged against the employee's accrued leave with pay. (2) During any period of disability for which payment is provided under Worker's Compensation Insurance, the employee shall elect either: (a) Retain any Workers' Compensation Benefits received during the pay period and receive full pay. The employee shall use their accrued sick leave, vacation CTO and HIL on an hour- for-hour basis to cover all hours the employee is absent from duty due to the work-related disability during the applicable pay period. Or, (b) Retain any Workers' Compensation Benefits received during the pay period and receive a partial paycheck in an amount so that the partial pay and the Workers' Compensation Benefits added together are equivalent to the employee's full pay. The employee shall use their accrued sick leave, vacation, CTO, and HIL in an amount equal to one-half of the number of hours the employee was absent from work during the pay period due to the work-related disability. If, however, the amount of the Workers' Compensation Benefits is subtracted from the employee's full pay for the time off due to the disability, and the remainder is less than one-half of the amount of such full pay, then only the number of leave balance hours necessary to equal that remainder shall be charged. (3) The choice of either (2)(a) or (2)(b) above shall be an irrevocable choice for the duration of the disability leave resulting from the work- related injury. However, if the employee returns to work for a period of at least thirty (30) calendar days, the employee may again elect to choose either option b.(2)(a) or b.(2)(b) for any subsequent disability leave taken as a result of (or relating to) the same injury. c. All disability leave provisions of this section shall terminate when the employee uses all accrued sick leave, vacation, CTO or HIL balances, or upon the date of the employee's recovery from disability, receipt of permanent disability under Workers' Compensation Insurance, retirement, termination from County employment, or death.

  • Pregnancy Disability Leave ‌ A. Leave for pregnancy or childbirth related disability is in addition to any leave granted under FMLA or WFLA. B. Pregnancy disability leave will be granted for the period of time that an employee is sick or temporarily disabled because of pregnancy and/or childbirth. An employee must submit a written request for disability leave due to pregnancy and/or childbirth in accordance with agency policy. An employee may be required to submit medical certification or verification for the period of the disability. Such leave due to pregnancy and/or childbirth may be a combination of sick leave, vacation leave, personal holiday, compensatory time, exchange time and leave without pay. The combination and use of paid and unpaid leave will be the choice of the employee.

  • Maternity Disability Leave Parental Leave

  • Catastrophic Leave The County will administer a Catastrophic Leave procedure designed to permit individual donations of annual leave, vacation, healthcare leave (8 hours maximum per fiscal year), compensatory and/or PIP leave time to an employee who is required to be on an extended unpaid leave due to a catastrophic medical condition or other serious circumstances.

  • Family Illness Leave An employee will be granted leave of absence for up to five (5) days per year without loss of pay or benefits for family illness. Additional family illness leave may be granted by the employer.

  • Employment During Unpaid Maternity Leave Where less than the 52 weeks Other Parent Leave is taken paid or unpaid, the unused portion of the leave cannot be banked or preserved in any way.

  • Vacation Leave Accrual ‌ After a full-time employee has been in pay status for eighty (80) non-overtime hours in a calendar month, the employee will accrue vacation leave according to the rate schedule below. Vacation leave accrual for part-time employees will be proportionate to the number of hours the part-time employee is in pay status during the month to that required for full-time employment.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!