Transition Leave Clause Samples

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. 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. 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. 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. 84.1 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. 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. Eligibility In order to access Gender Transition Leave, an employee must have: (a) completed at least 12 months continuous service on an ongoing or fixed period basis; and (b) commenced transitioning their gender. Entitlement to Paid and Unpaid Gender Transition Leave (a) Employees who are transitioning their gender are entitled to four weeks of paid leave and up to 48 weeks unpaid leave for the purpose of supporting their gender transition. (b) Gender Transition Leave may be taken in a continuous period, single or part days over a three year period. (c) Employees may request additional paid Gender Transition Leave, which may be granted on a discretionary and case by case basis in exceptional circumstances. (d) Employees may also access other forms of paid or unpaid leave such as personal leave, recreation leave and long service leave, where the employee meets the relevant eligibility criteria for that leave type. (e) Any period of unpaid gender transition leave will not break an employee’s continuity of service but does not count for service. Notice and evidence requirements (a) Applications for leave will be dealt with confidentially and sensitively. (b) An employee must provide at least two weeks’ notice of the need to take leave under this clause and the expected duration of leave. A shorter notice period may be agreed with the CEO. (c) An employee may be required to provide suitable supporting documentation for any leave granted under this clause. Evidence to support an application will only be sighted once and no copies will be made or recorded.