Unpaid Carer’s Leave Entitlement Sample Clauses

Unpaid Carer’s Leave Entitlement. 40.2.1 A Casual Staff Member is entitled to unpaid carer’s leave. 40.2.2 A Staff Member may take 15 hours (2 days) of unpaid carer’s leave for each occasion if a Staff Member’s Immediate Family or Member of Household requires care or support due to personal illness or injury, or in relation to a personal emergency affecting such a person. 40.2.3 A Staff Member will only take unpaid carer’s leave if their paid Personal Leave is exhausted. 40.2.4 A Staff Member may take unpaid carer’s leave as prescribed in Clause 40.2.2 as: a) consecutive days; or b) separate periods as agreed between the Staff Member and their Line Manager; totalling 2 days for each occasion.
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Unpaid Carer’s Leave Entitlement. 37.2.1 An Employee may take up to 15 hours (2 days) of unpaid carer’s leave for each occasion if an Employee’s immediate family or Member of Household requires care or support due to personal illness or injury, or in relation to a personal emergency affecting such a person. 37.2.2 An Employee may take unpaid Personal Leave as prescribed in clause 37.2.1 as: consecutive days; or separate periods as agreed between the Employee and the Director, totalling two days for each occasion. 37.2.3 An Employee will only take unpaid personal Leave if their paid personal Leave is exhausted. 37.2.4 A casual Employee is entitled to unpaid carer’s leave.
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Unpaid Carer’s Leave Entitlement. An Employee may elect, subject to the approval of the General Manager, to take unpaid leave for the purpose of providing care and support to a Member of an Employee's Immediate Family or Household who requires care or support because of a personal illness or injury, or an unexpected emergency.
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Unpaid Carer’s Leave Entitlement. 65.1. Where an employee has exhausted all paid sick leave entitlements, they may take unpaid carer’s leave with the approval and agreement of their manager/supervisor. 65.2. The manager/supervisor and the employee shall agree upon the period of unpaid leave. In the absence of agreement, the employee is entitled to take up to two (2) days of unpaid leave per occasion.
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Unpaid Carer’s Leave Entitlement. A Casual Employee is entitled to unpaid carer’s leave. An Employee may take 15 hours (2 days) of unpaid carer’s leave for each occasion if an Employee’s Immediate Family or Member of Household requires care or support due to personal illness or injury, or in relation to a personal emergency affecting such a person. An Employee will only take unpaid carer’s leave if their paid Personal Leave is exhausted. An Employee may take unpaid carer’s leave as prescribed in clause 52.2.2 as:
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Unpaid Carer’s Leave Entitlement i) If the entitlement to paid xxxxx’s leave has been exhausted, employees (including regular casual employees) are entitled to up to two (2) days unpaid carer’s leave per occasion of an immediate family member or household member of the employee requiring care or support as defined in clause 2(a) subject to the employee complying with the notice and documentation requirements set out in 2 e) ii). ii) Unpaid carer’s leave can be taken either as a single, unbroken, period of up to two (2) days or any separate periods agreed upon by the employee and Employer. iii) A period of unpaid carer’s leave will not break an employee’s continuity of service but will not count as service of the employee.
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Unpaid Carer’s Leave Entitlement. (a) If the entitlement to paid carer’s leave has been exhausted, Employees (including regular casual Employees) are entitled to up to two (2) days unpaid carer’s leave per occasion of a member of the Employee's immediate family or household requiring care or support subject to the Employee complying with the notice and documentation requirements set out in this clause. (b) Unpaid carer’s leave can be taken either as a single, unbroken period of up to two (2) days or any separate periods agreed upon by the Employee and Spotless. (c) A period of unpaid carer’s leave will not break an Employee’s continuity of service but will not count as service of the Employee unless expressly provided under a law of the Commonwealth, or the relevant State or Territory.
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Related to Unpaid Carer’s Leave Entitlement

  • Unpaid Carer’s Leave 17.1 This clause applies to permanent and casual Employees. 17.2 Permanent and casual Employees are entitled to a period of up to 2 days unpaid carer's leave for each permissible occasion. A permissible occasion occurs when a member of the Employee's immediate family, as defined in clause 15.2.4, or household requires care or support because of a personal illness or injury or an unexpected emergency. 17.3 An Employee is expected to comply with the notice and documentation requirements under clause 15.3, to the extent to which they apply to the Employee. 17.4 A permanent Employee is only entitled to unpaid carer's leave if the Employee has exhausted all of their paid sick and paid xxxxx's leave entitlement.

  • Leave Entitlement An eligible employee is entitled to take up to a total of twelve (12) 41 work weeks of FMLA leave in a 12-month period, to be measured backwards from the 42 commencement date the employee uses FMLA leave. An eligible employee taking leave 43 under Article 12.02(10)(b) shall be permitted to take up to 26 work weeks of leave in a 44 12-month period.

  • Sick Leave Entitlement A permanent full-time employee shall earn paid sick leave at the rate of one and one-half (1½) days per month. Sick leave shall accumulate to a total of eighty-five (85) working days. Permanent part-time employees shall be entitled to sick leave on a pro-rata basis.

  • Leave Entitlements (a) A sessional practitioner shall be entitled to pro rata leave entitlements (excluding paid overseas study leave) in the same ratio as the number of sessions allocated bears to 10. If during any qualifying period the number of sessions allocated to a sessional practitioner varies, the number shall be averaged over the qualifying period. (b) A sessional practitioner shall be entitled to paid public holidays in accordance with Clause 31 – Public Holidays if the public holidays occur on a day on which a session is normally worked. If a sessional practitioner is required to work on a public holiday the provisions of Clause 28(6) shall apply.

  • Overtime Entitlement (a) An employee will be entitled to compensation for authorized overtime in excess of: (1) the scheduled daily hours; or (2) the maximum daily hours for those employees on flextime; or (3) the agreed averaging period. (b) For the purposes of calculating the hourly rate for overtime, an employee's biweekly rate shall be divided by 70. (c) Overtime shall be compensated in 30-minute increments; however, employees shall not be entitled to any compensation for periods of overtime of less than five minutes per day.

  • Entitlement to Leave An employee shall be granted Workers' Compensation leave with pay in the event that the Workers' Compensation Board (WorkSafe BC) determines that the employee has established a claim (time loss benefits) and they are unable to perform their duties by reason of the compensable injury which occurred while employed by the Employer. For the purposes of this clause, pay is defined as the employee's regular take-home wages to ensure that the non-taxable status of Workers' Compensation benefits does not provide an opportunity for an injured worker to earn more while on claim than if they were working. The term claim will not include any form of WCB allowance or pension, and this section will not be operative while an employee is receiving such a different form of payment from WCB arising from this claim.

  • Personal/Carer’s Leave 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

  • Carer’s Leave An employee may use up to 10 days accrued sick days as carers leave to tend to the care for members of the employee’s immediate household. The leave will be subject to the employee providing reasonable proof of the need for the use of xxxxx’s leave. In circumstances where the employee has exhausted all of the paid leave, a further 2 days unpaid leave may be taken.

  • Child Care Leave The Employer shall, upon her request, grant an employee: (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An employee who is or will be a natural parent intending to take this childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent of the newborn, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While on child care leave, an employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: (v) Provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee for adoption, and (vii) In the absence of an emergency, give four (4) months notice to the Employer before the anticipated day on which a child will come into the employees care and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parent. Where a natural mother intends to take a child care leave in addition to a maternity leave, except if the newborn is hospitalized when an employee’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and child care leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave shall begin not earlier than the date on which the newborn or adopted child came into the care and custody of the employee and end not later than fifty-two (52) weeks after that date.

  • Benefit Entitlement When an employee is on a WCB claim all benefits of the Agreement will continue to accrue. However, an employee off work on WCB claim shall receive net wages as defined by (A) above, and benefits equalling but not to exceed their normal entitlement had they not suffered a compensable injury. For the first twenty (20) work days on claim, an employee will accrue paid holidays and vacation credits. Once the claim exceeds twenty (20) work days, paid holidays and vacation credits will not accrue. However, unused vacation credits accrued prior to the claim shall not be lost as a result of this clause.

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