Taking Personal/Xxxxx’s Leave Sample Clauses

Taking Personal/Xxxxx’s Leave. (a) An Employee may take paid personal/xxxxx's leave if the leave is taken: (i) Because the Employee is not fit for work because of a personal illness, or personal injury, affecting the Employee; or (ii) to provide care or support to a member of the Employee’s Immediate Family, or a member of the Employee’s household, who requires care or support because of: A. A personal illness, or personal injury, affecting the member; or B. An unexpected emergency affecting the member. (b) Employees are required to notify their immediate Production Manager for the need to take personal leave. The Employee should give as much notice as practicable (which may be a time after the leave has started). The notice can include the reason for the leave or nature of the illness (if known) and the duration the Employee expects to be away from work. Notice from the Employee is to be provided by means of a telephone call to the Production Manager. (c) Employees are required to provide satisfactory evidence to substantiate the need for personal leave. The evidence required will be a medical certificate from a suitably qualified medical practitioner or where appropriate, a statutory declaration. (d) An Employee is required to provide evidence to substantiate an absence if the Employee has already had two (2) paid instances of personal /carer's leave absences in the year, or where that day is before or after a weekend, or a gazetted public holiday, or a period of approved annual leave.

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Taking Personal/Xxxxx’s Leave. (a) Personal leave will be paid at the Flat Hourly Rate per Rostered Hour Worked for the Ordinary Hours of rostered shifts during the period of leave. If an employee is not paid a Flat Hourly Rate, then personal leave will be paid at the employee’s Minimum Hourly Rate. (b) For each day taken as personal leave the Ordinary Hours that would have been worked on the day will be deducted from the employee’s accrual.

Taking Personal/Xxxxx’s Leave. (a) An Employee may take paid personal/carer’s leave if the leave is taken: (i) Because the Employee is not fit for work because of a personal illness, or personal injury, affecting the Employee (Sick Leave); or (ii) To provide care or support to a member of the Employee’s Immediate family, or a member of the Employee’s household, who requires care or support because of: (A) A personal illness, or personal injury, affecting the member; or (B) An unexpected emergency affecting the member (Xxxxx’s Leave).

Taking Personal/Xxxxx’s Leave. (a) An employee intending to take leave shall notify the employer at the earliest practicable opportunity and in any event prior to the commencement of the first activity for the day of their: (i) inability to attend work; (ii) the reason for their inability to attend work; and (iii) the estimated duration of the absence. (b) An employee who fails to comply with the procedure outlined in paragraph (a) of this clause shall not be entitled to paid leave unless they can satisfy the employer that they took all reasonable steps to notify the employer or were unable to take such steps. (c) To qualify for personal/carer’s leave, an employee may be required to provide evidence satisfactory to the employer that they were sick.

Taking Personal/Xxxxx’s Leave. (a) Employees who are unable to attend work due to personal/xxxxx's leave must notify their Line Manager as soon as reasonably practicable via voice contact of the taking of personal/xxxxx's leave and the expected period of the leave. (b) When taking leave to care for members of his or her immediate family or household who are sick and require care and support, or who require care due to an unexpected emergency, the notice must include: i The relationship to the Employee of the person requiring care iv Evidence supporting claim if requested. (c) Employees will be required to provide a medical certificate or a statutory declaration duly authorised by a statutory declaration witness to Icon to support taking personal/carer's leave where: i. the Employee has been absent on personal/carer’s leave for 2 (two) or more consecutive working days. ii. the Employee has exhausted all paid personal/carer’s leave entitlements. iii. the Employee is absent on personal/xxxxx’s leave on a day immediately before or after a public holiday or immediately before or after a day on which they are not required to work; or iv. Icon has a reasonable concern regarding the Employee’s absences which may include but is not limited to a regular pattern of absences. v. Failure to either provide notice or the evidence required means the Employee is not entitled to be paid personal/carer's leave.

Taking Personal/Xxxxx’s Leave. Paid personal leave is available to an eligible Employee, when they are absent: (a) due to personal illness or injury; (b) or for the purposes of providing care or support for an immediate family (see clause 10) or household member who is ill or injured and requires the Employee’s care or support or who requires care or support due to an unexpected emergency.

Related to Taking Personal/Xxxxx’s Leave

Personal Leave Written request for a personal leave of absence without pay will be considered on an individual basis by the Hospital. Such requests are to be submitted to the employee's immediate supervisor at least four (4) weeks in advance, unless not reasonably possible to give such notice, and a written reply will be given within fourteen (14) days except in cases of emergency in which case a reply will be given as soon as possible. Employees needing personal leave days for appointments with medical practitioners may utilize the personal leave language. Such leave shall not be unreasonably withheld.
Personal Illness and Injury Leave 10.1.1 Full-time bargaining unit members shall be entitled to ten (10) days leave with full pay for each school year for purposes of personal illness or injury. Bargaining unit members who work less than full-time shall be entitled to that portion of the ten (10) days leave as the number of hours per week of scheduled duty relates to the number of hours for a full-time bargaining unit member in a comparable position. 10.1.2 After all earned leave as set forth in 10.1.1 above is exhausted, additional non-accumulated leave shall be available for a period not to exceed five (5) school months, provided that the provisions of 10.1.4 below are met. The amount deducted for leave purposes from the bargaining unit member's salary shall be the amount actually paid a substitute employee employed to fill the position during the leave, or, if no substitute is employed, the amount which would have been paid to a substitute. The five-month period shall begin on the eleventh (11) day of absence due to illness or injury. 10.1.3 If a bargaining unit member does not utilize the full amount of leave as authorized in Article 10.1.1 above in any school year, the amount not utilized shall be accumulated from year to year. 10.1.4 Upon request by District management, a bargaining unit member shall be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work. If the illness or injury exceeds twenty (20) consecutive days, the District may require a certified medical specialist to visit the bargaining unit member and make all necessary inquiries in order to be fully informed as to the nature and severity of the illness or injury, and to report such findings to the Superintendent or designee. If the report concludes that the absence is not due to personal illness or injury, or that the illness is not sufficiently severe to warrant continued absence, then the Superintendent or designee, after notice to the bargaining unit member, may refuse to grant such a leave. If requested by the District management to furnish a medical doctor's authorization, bargaining unit member shall submit said authorization upon returning to work. 10.1.5 Whenever possible, a bargaining unit member must contact the designated District Office personnel as soon as the need to be absent is known, but no later than ninety (90) minutes prior to the bargaining unit member's starting time, in order to permit the employer time to secure a substitute. Failure to provide adequate notice may be grounds for denial of leave with pay. 10.1.6 A bargaining unit member who is absent for one-half day or less may have deducted one-half day from the accumulated leave; and if the absence exceeds more than one-half day, a full day may be deducted from accumulated leave. 10.1.7 A bargaining unit member may not be allowed to return to work and may be required to pay the cost of the substitute secured if the bargaining unit member fails to notify the District of the bargaining unit member's intent to return to work prior to the close of the bargaining unit member's preceding workday, and such failure results in a substitute being secured. 10.1.8 Each bargaining unit member may request notification of the accumulated leave by September 30th of each school year.