Transition Leave. At the Appointing Authority’s discretion an employee under notice of permanent layoff may be granted up to one hundred and sixty (160) hours of paid leave, ending at the date of layoff. Hours of leave may be granted at any time throughout the layoff notice period and shall not be subject to the Application and Reinstatement provision of this Article.
Transition Leave. At the Appointing Authority’s discretion, a teacher under notice of permanent layoff may continue in payroll status for up to eighty (80) hours of paid leave, ending at the date of layoff.
Transition Leave. This is a new clause. The clause provides for both paid and unpaid leave for eligible employees who have commenced transitioning their gender.
Transition Leave is intended to provide Administrative Librarian Members sufficient time to re-establish or enhance their Scholarship and/or Professional Practice of Academic Librarianship. So long as recognized scholarly or professional objectives are being sought, both study and Research/Scholarship activities, whether singly or in some combination, should be regarded as eligible to satisfy the purposes of the Transition Leave.
Transition Leave. 1. We believe it is important for all Aegon employees to be free to be themselves. When an employee is transitioning or wants to start a medical transition in connection with gender affirmation, the employee will be granted the leave needed for this effective October 1, 2022. As this involves a long process with possible long periods of time in between, the employee is offered the space to take leave when the needed care is available.
2. The employee will discuss the request for transition leave with the manager and if needed, the HR business partner. Income Time and place Leave Wellbeing, sickness and invalidity
3. If necessary, the company doctor may be consulted in order to determine the duration of the leave. Working at Aegon Training and development Income Time and place Leave Wellbeing, sickness and invalidity
Transition Leave. The Employer will grant an employee a cumulative total of eight weeks’ leave without pay for medical procedures required during the transition period, available for gender affirming surgical procedure and revision. Additional paid or unpaid leave may be provided through collective agreement leave provisions.
Transition Leave. A leave of absence without pay of up to one (1) year may, in the District's sole discretion, be granted to any employee who, for good cause, needs such a leave of absence. This leave will be limited to employees with more than five (5) years experience in the Waterloo Community School District. Return from such leave will be dependent upon the employee making a written request to return at least thirty (30) days prior to the end of the leave and providing a vacancy exists and does not necessitate laying off an employee. If there is no vacancy, the employee's leave will be extended up to one (1) year or until a vacancy occurs, whichever event occurs sooner. If no vacancy occurs during the second year, then seniority permitting, the District will lay off, effective for the following school year, the least senior employee in a position for which the returning employee is certificated, endorsed and approved. In the event the employee does not report to work within five (5) school days after being notified of any vacancy, as set forth above, the employee will be considered a quit.
Transition Leave. At the Employer’s or its designee’s discretion, an employee under notice of permanentlayoff may continuein payrollstatus for up to two (2) calendar weeks of paid leave, ending at the date of layoff. This leave shall not be subject to the application and reinstatement provisions of this Article.
Transition Leave. 78.1 Gender Transition Leave is available to support employees who wish to transition from their gender. Paid leave may be taken for:
a) psychological support;
b) hormone replacement therapy and other types of medical intervention;
c) appointments to alter the employee’s legal status or amend the employee’s gender on legal documentation;
d) other similar appointments or procedures to give effect to the employee’s transition approved by the CEO.
Transition Leave. 1. With effect from 1 August 2023, employees of the universities covered by this agreement who are transitioning or about to transition to another gender will be entitled to a maximum of two weeks’ paid transition leave per calendar year for the duration of their employment to spend on the necessary medical and non-medical interventions and any recovery time they need, without being required to report sick. In the event that an employee becomes incapacitated for work following a medical intervention (including surgery), the start date of their leave will be the first day of their incapacity for work.
2. Employees may take their transition leave in stages. Employees must submit a request for transition leave to the employer in writing at least eight weeks before the envisioned start date of their leave, specifying the nature of the leave, its expected duration, the envisioned start date and (if applicable) the number of hours and how they are spread out per week. They must also include a declaration from a registered attending physician. If any of this is impracticable, the employee must submit the request for leave as soon as possible. The employer will grant the request for transition leave.
3. This provision will remain in force until such date as the legal right to transition leave is enshrined in law, but in any case until no later than 1 January 2026. As soon as the legal right to transition leave becomes law, this provision will be removed from the cao and the parties to the collective labour agreement will enter into a consultation to assess whether any supplementary agreements are necessary.
