Time Off for Religious Observance Sample Clauses

Time Off for Religious Observance. Where an employee wishes to take time off for religious observances, they shall discuss the matter with their Department Head or designate to determine whether the request can be reasonably accommodated.
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Time Off for Religious Observance. Requests for time off to attend religious or cultural tradition should be considered sympathetically and accommodated wherever possible, although extended absences will need to be balanced with the operational needs of the school. Requests should be given with as much notice as possible so that full consideration can be given; where good notice is not given then requests may be declined or given unpaid. Up to two days with pay within any 12-month period may be granted where the employee’s religion requires them to attend on a day on which they would normally be in school during term time. Time off in excess of this, and time required for travelling, should be taken as unpaid leave. Time for preparation for festivals or days which may be used for family or cultural celebrations which are not specified dates for religious events are not included in this provision, but the Head of School may agree to unpaid leave. The Head of School may ask the employee to produce evidence of the requirement to attend a religious event if necessary. If employees returning from holiday, or extended leave abroad for religious /cultural reasons, are delayed for unavoidable reasons outside of their control such as transport strikes, delayed flights, accidents, volcanic ash, etc. and this delay takes them in to term time (or beyond the end of their authorised annual leave period if full year) it is the employee’s responsibility to maintain communication with their Head of School and to keep the delay due to unforeseen circumstances to an absolute minimum. If the circumstances are not covered by any other policy (e.g. sick pay, or another category of special leave) then the period of absence will be with pay. The Head of School may ask to see evidence of the reasons for the delayed return. Volunteer reserve forces consist of the Royal Naval Reserves, Royal Marine Reserves, the Territorial Army and the Reserve Air Forces. Employees who serve in a volunteer reserve force should inform their Head of School. The Ministry of Defence will also arrange for the employer to be notified and will follow this up annually to ensure the information held by the MoD is accurate. In most cases, time off must be granted to the employee if s/he is called up to carry out his/her military duties. The period of call up can be up to one year in every three years. In exceptional cases, it may be possible to obtain an exemption if the absence of the employee will cause serious disruption to the academy. Su...
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Related to Time Off for Religious Observance

  • Religious Observance 47.1 The Council shall make every reasonable effort to accommodate an employee who requests time off to fulfill his religious obligations. 47.2 Employees may, in accordance with the provisions of this Agreement, request annual leave, compensatory leave, leave without pay for other reasons or a shift exchange (in the case of a shift worker) in order to fulfill their religious obligations. 47.3 Notwithstanding clause 47.2, at the request of the employee and at the discretion of the Council, time off with pay may be granted to the employee in order to fulfill his religious obligations. The number of hours with pay so granted must be made up hour for hour within a period of six (6) months, at times agreed to by the Council. Hours worked as a result of time off granted under this clause shall not be compensated nor should they result in any additional payments by the Council. 47.4 An employee who intends to request leave or time off under this Article must give notice to the Council as far in advance as possible but not later than four (4) weeks before the requested period of absence.

  • Other Religious Observances ‌ (a) Employees who are members of non-Christian religions are entitled to up to two days leave without pay per calendar year to observe spiritual or holy days. Such leave shall not be unreasonably withheld. (b) A minimum of two weeks' notice is required for leave under this provision. Where two weeks' notice is not possible due to the unpredictable nature of the spiritual or holy days, then as much notice as possible shall be provided. (c) Employees granted leave under this provision may utilize or reschedule CTO, ETO, unused vacation or lieu days.

  • Religious Observances Members shall be entitled to make reasonable rearrangements of their duties upon due notice to permit them to observe the religious obligations and practices of their faiths.

  • Religious Leave Religious leave shall be without pay unless the employee elects to use accumulated compensatory time off, vacation time, or floating holiday time. Denial of religious leave is appealable as provided elsewhere in this section.

  • Holiday Observance When a holiday falls on a Sunday, the following Monday shall be observed as the holiday. When a holiday falls on a Saturday, the preceding Friday shall be observed as the holiday.

  • Religious Objection Any employee who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall not be required to join or financially support the Union as a condition of employment. Such an employee shall, in lieu of dues and fees, pay sums equal to such dues and fees to a non-religious charitable fund. These religious objections and decisions as to which fund will be used must be documented and declared in writing to the Union. Any employee exercising their right of religious objection must provide the Union with a receipt of payment to an appropriate charity on a monthly basis.

  • Religious Objections Any employee who is a member of a bonafide religion, body, or sect which has historically held conscientious objections to joining or financially supporting public employee organizations shall not be required to join or financially support the organization. Such employee shall, in lieu of periodic dues or agency shop fees, pay sums equal to said amounts to a non-religious, non-labor charitable fund exempt from taxation under Section 501(c)(3) of the Internal Revenue Code, which has been selected by the employee from a list of such funds designated by the City and the Association in a separate agreement. Such payments shall be made by payroll deduction as a condition of continued exemption from the requirements of financial support to the Association and as a condition of continued employment.

  • Nonsolicitation of Protected Employees Executive understands and agrees that the relationship between the Company and each of its Protected Employees constitutes a valuable asset of the Company and may not be converted to Executive’s own use. Accordingly, Executive hereby agrees that during the Restricted Period, Executive shall not directly or indirectly on Executive’s own behalf or as a Principal or Representative of any Person or otherwise solicit or induce any Protected Employee to terminate his employment relationship with the Company or to enter into employment with any other Person.

  • Religious Activities The Subrecipient agrees that funds provided under this Agreement will not be utilized for inherently religious activities prohibited by 24 CFR 570.200(j), such as worship, religious instruction, or proselytization.

  • Restricted Employment for Certain State Personnel Contractor acknowledges that, pursuant to Section 572.069 of the Texas Government Code, a former state officer or employee of a state agency who during the period of state service or employment participated on behalf of a state agency in a procurement or contract negotiation involving Contractor may not accept employment from Contractor before the second anniversary of the date the Contract is signed or the procurement is terminated or withdrawn.

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