Time off for Dependants Sample Clauses

Time off for Dependants. The Musician shall be entitled to time off for dependants in accordance with the relevant legislation as may from time to time be in force.
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Time off for Dependants. A. As of 1 May 2017, employees with at least nine months’ service are entitled to take two days off for dependants per holiday year. The employee can take a maximum of two days off for dependants per holiday year, regardless of how many children the employee has. The rule applies to children under the age of 14. B. The days are taken as agreed between the company and the employee in respect of the needs of the company. C. Time off for dependants days are taken without pay, but the employee is entitled to an amount from their flexible wage account, cf. section 2(12), paragraph 7.
Sample 1
Time off for Dependants. 2.15.1 Individuals shall be entitled to time off for dependants in accordance with the relevant legislation from time to time in force. 2.15.2 In any financial year full pay shall be paid for up to a total of one week of any such time taken.
Sample 1
Time off for Dependants. HCC’s policy in relation to time off for dependents can be found in the HR website.
Sample 1
Time off for Dependants. In addition to time off for dependants under section 57A of the Employment Rights Xxx 0000, as amended, authorities shall consider events which may be foreseen, but which are of a serious nature such as to make the presence of the employee necessary. For example, time off to settle an elderly relative into a care home or to attend a hospital appointment or planned operation with a child/partner.
Sample 1
Time off for Dependants. The Artist shall be entitled to statutory time off for dependants in accordance with the relevant legislation from time to time in force. 2 “Average weekly earnings” has a specific statutory definition. 2.15.14.1 The Artist shall be entitled to ordinary statutory paternity leave in accordance with the relevant legislation from time to time in force. 2.15.14.2 Subject to satisfying the requirements for entitlement to ordinary statutory paternity pay (excluding for Entertainers, any requirement to pay Class 1 NICs) during statutory paternity leave, the Artist shall be entitled to contractual paternity pay. 2.15.14.3 Contractual paternity pay shall be paid at 2.15.14.3.1 the rate of Salary for the first week of paternity leave; and 2.15.14.3.2 the same rate as the flat rate of ordinary statutory paternity pay in force at the time the contractual paternity payment is made for the second week of paternity leave3 2.15.14.4 Contractual paternity pay is deemed to be inclusive of any ordinary statutory paternity pay the Artist may be entitled to receive. 2.15.14.5 Statutory paternity leave must be taken as 1 week or 2 consecutive weeks; it cannot be taken as odd days or 2 separate weeks. All other requirements relating to eligibility, notification and the timing of the taking of such leave shall be in accordance with the relevant legislation from time to time in force. 2.15.14.6 The Manager is only required to provide a completed SPP1 form to the Artist if the Artist is not an Entertainer. 2.15.14.7 Additional statutory paternity leave shall be in accordance with the relevant legislation from time to time in force, with the exception that the entitlement applies regardless of length of service. Contractual additional paternity pay shall be paid at the same rate as the flat rate of additional statutory paternity pay in force at the time the contractual additional paternity payment is made, and it is deemed to be inclusive of any additional statutory paternity pay the Artist may be entitled to receive.
Sample 1
Time off for Dependants. The Artist shall be entitled to time off for dependants in accordance with the Employment Rights Act, 1996 (as amended by the Employment Relations Act 1999) or such relevant legislation as may from time to time be in force.
Sample 1
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Time off for Dependants. With effect from 1 September 2021, the following applies: A. Employees with at least nine months’ length of service who are entitled to take their child’s first day of illness, are entitled to two days off for dependants per. holiday period. The employee can take a maximum of two days off for dependants per. holiday period, regardless of how many children the employee has. The rule applies to children under the age of 14. B. The days are scheduled by agreement between the enterprise and the employee, taking into account the interests of the enterprise. Time off for dependants is unpaid, however the employee may be paid an amount from their free-choice account, cf. section 5 (2) para. 7. 6. Childbirth (pregnancy, adoption and leave) A. Please refer to the applicable legislation. B. The enterprise will pay maternity pay from four weeks before the expected date of delivery (pregnancy leave) until 14 weeks after the birth (maternity leave) to employees who have completed nine months’ length of service on their expected date of delivery. C. The enterprise pays parental leave for up to 13 weeks. D. As of 1 July 2020, the enterprise pays parental leave for up to 16 weeks. The amendment affects employees with children for whom parental leave begins on or after 1 July 2020.
Sample 1
Time off for Dependants. With effect from 1 September 2021, the following applies: A. Employees with at least nine months’ service and who are entitled to take child’s first day of illness are entitled to take two days off for dependants per holiday period. The employee can take a maximum of two days off for dependants per holiday period, regardless of how many children the employee has. The rule applies to children under the age of 14. B. The days are taken as agreed between the enterprise and the employee in respect of the needs of the enterprise. C. Time off for dependants is taken without pay but the employee may be paid an amount from his or her free- choice account, cf. section 2(12).
Sample 1

Related to Time off for Dependants

  • Dental Benefits The County offers dental and orthodontic benefits to full and part-time regular employees and their eligible dependent(s). Benefit provisions, co­ payments and deductibles are outlined in the Evidence of Coverage. The employee contribution is $13 per pay period ($28.26 per month). The County shall contribute to part-time eligible employees on a pro-rated basis, in accordance with Section 10.2.6.

  • Sick Leave Separation Cash Out At the time of retirement from state service or at death, an eligible employee or the employee’s estate will receive cash for their compensable sick leave balance on a one (1) hour for four (4) hours basis. For the purposes of this Section, retirement will not include “vested out of service” employees who leave funds on deposit with the retirement system.

  • SICK LEAVE AND LONG-TERM DISABILITY (Articles 12.01 to 12.11 apply to full-time nurses only) 12.01 The Hospital will assume total responsibility for providing and funding a short-term sick leave plan at least equivalent to that described in the 1980 Hospitals of Ontario Disability Income Plan brochure. Effective January 1, 2006, new hires will be covered under the 1992 Hospitals of Ontario Disability Income Plan. The Hospital will pay 75% of the billed premium towards coverage of eligible employees under the long-term disability portion of the Plan (HOODIP or an equivalent plan). The employee will pay the balance of the billed premium through payroll deduction. For the purpose of transfer to the short-term portion of the disability program, employees on the payroll as of the effective date of the transfer with three (3) months or more of service shall be deemed to have three (3) months of service. For the purpose of transfer to the long-term portion of the disability program, employees on the active payroll as of the effective date of the transfer with one (1) year or more of service shall be deemed to have one (1) year of service. 12.02 Effective the first of the month following the transfer, all existing sick leave plans in the Participating Hospitals shall be terminated and any provisions relating to such plans shall be null and void under the respective Collective Agreements except as to those provisions relating to payout of unused sick leave benefits which are specifically dealt with hereinafter. 12.03 Existing sick leave credits for each employee shall be converted to a sick leave bank to the credit of the employee. The sick leave bank shall contain the unused sick leave days to the credit of the nurse on the effective date of the transfer to the Plan set out in Article 12.01. The "sick leave bank" shall be utilized to: (a) Supplement payment for sick leave days under the new plan which would otherwise be at less than full wages, and; (b) Where a payout provision existed under the former sick leave plan in the Collective Agreement, payout shall be made on the termination of employment, or in the case of death, to the nurse's estate. The parties may agree to voluntarily cash out existing sick leave banks. The amount of the payout shall be a cash settlement at the nurse's then current salary rate for any unused sick credits to the maximum provided under the sick leave plan in which the nurse participated as of October 23, 1981; (c) Where, as of the effective date of transfer, an employee does not have the required service to qualify for payout on termination, her or his existing sick leave credits as of that date shall nevertheless be converted to a sick leave bank in accordance with the foregoing and the nurse shall be entitled to the same cash out provisions as set out in paragraph (b) above providing the nurse subsequently achieves the necessary service to qualify for payout under the conditions of the sick leave plan in which she or he participated as of October 23, 1981; (d) Where a payout provision existed under the former sick leave plan in the Collective Agreement, a nurse who, as of the date of this award, has accumulated sick leave credits and is prevented from working for the Hospital on account of an occupational illness or accident that is recognized by The Workplace Safety and Insurance Board as compensable within the meaning of the Workplace and Safety Insurance Act, the Hospital, on application from the nurse, will supplement the award made by The Workplace Safety and Insurance Board for loss of wages to the nurse by such amount that the award of The Workplace Safety and Insurance Board for loss of wages, together with the supplementation of the Hospital, will equal one hundred per cent (100%) of the nurse's net earnings to the limit of the nurse's accumulated sick leave credits. Nurses may utilize such sick leave credits while awaiting approval of a claim for WSIB benefits. 12.04 When a nurse has completed any portion of her or his regularly scheduled tour prior to going on sick leave benefits or WSIB benefits, the nurse shall be paid for the balance of the tour at her or his regular straight time hourly rate. This provision will not disentitle the nurse to a lieu day under Article 15.05 if she or he otherwise qualifies. 12.05 Any dispute which may arise concerning a nurse's entitlement to short-term or long- term benefits under HOODIP or an equivalent plan may be subject to grievance and arbitration under the provisions of this Agreement. The Union agrees that it will encourage a nurse to utilize the carrier’s medical appeals process, if any, to resolve disputes. 12.06 Nurses presently employed who are covered by a long-term disability plan in effect as of the date of this award, may elect to be covered by HOODIP or to continue their present coverage. 12.07 The Hospital further agrees to pay employees an amount equal to any loss of benefits under HOODIP for the first two days of the fourth and subsequent period of absence in any calendar year. 12.08 The Hospital will notify each nurse of the amount of unused sick leave in her or his bank annually. 12.09 For nurses whose regular hours of work are other than the standard work day, the short-term sick leave plan will provide payment for the number of hours of absence according to the scheduled tour to a total of 562.5 hours. All other provisions of the existing plan shall apply mutatis mutandis. 12.10 Absences due to pregnancy related illness shall be considered as sick leave under the sick leave plan. 12.11 A nurse who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for WSIB benefits for a period longer than one complete tour or more may apply to the Hospital for payment equivalent to the lesser of the benefit the nurse would receive from WSIB if the nurse's claim was approved, or the benefit to which the nurse would be entitled under the short-term sick portion of the disability income plan (HOODIP or equivalent plan). Payment will be provided only if the nurse provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospital that any payments will be refunded to the Hospital following final determination of the claim by The Workplace Safety and Insurance Board. If the claim for WSIB benefits is not approved, the monies paid as an advance will be applied towards the benefits to which the nurse would be entitled under the short-term portion of the disability income plan. Any payment under this provision will continue for a maximum of fifteen (15) weeks. (Articles 12.12, 12.13 and 12.14 apply to both full-time and part-time nurses) 12.12 Nurses returning to work from an illness or injury compensable from the Workplace Safety and Insurance Board will be assigned light work as necessary, if available. 12.13 A nurse who transfers from full-time to part-time may elect to retain her or his accumulated sick leave credits to be utilized during part-time or subsequent full-time employment as provided under the sick leave plan in which the nurse participates as of October 23, 1981. 12.14 If the Employer requires the employee to obtain a medical certificate, the employer shall pay the full cost of obtaining the certificate.

  • Leave for Association Business The Hospital agrees to grant leaves of absence, without pay, to nurses selected by the Association to attend Association business including conferences, conventions and Provincial Committee meetings and to any nurse elected to the position of Local Co-ordinator. The cumulative total leave of absence, the amount of notice, the number of nurses that may be absent at any time from one area and the number of days (including those of the Local Co-ordinator) is set out in the Appendix of Local Provisions. During such leave of absence, a nurse's salary and applicable benefits or percentage in lieu of fringe benefits shall be maintained by the Hospital and the local Association agrees to reimburse the Hospital in the amount of the daily rate of the full-time nurse or in the amount of the full cost of such salary and percentage in lieu of fringe benefits of a part-time nurse except for Provincial Committee meetings which will be reimbursed by the Association. The Hospital will bill the local Association within a reasonable period of time. Part-time nurses will receive service and seniority credit for all leaves granted under this Article.

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