Use of Paid/Unpaid Leave Sample Clauses

Use of Paid/Unpaid Leave. The employee will be required to exhaust all available PTO. This time must be exhausted before unpaid time begins.
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Use of Paid/Unpaid Leave. The employee will be required to exhaust all available vacation and personal leave. This time must be exhausted before unpaid time begins.
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Use of Paid/Unpaid Leave. The employee will be required to exhaust all available paid leave, both PTO and EIB, for which they would be eligible as part of his/her Family and Medical leave. This time must be exhausted before unpaid time begins, and runs concurrently with the start of Family and Medical Leave. Leave accruals must not be used intermittently unless on intermittent FMLA. All time off taken for an FMLA-covered reason will count against an employee’s FMLA entitlement, whether the employee was also on paid leave or not.
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Use of Paid/Unpaid Leave. The employee will be required to exhaust all available paid leave, including vacation, sick and personal leave for which they would be eligible, as part of his/her FMLA leave. This time must be exhausted before unpaid leave time begins, and runs concurrently with the start of the FMLA leave. All time off taken for an FMLA-covered reason will count against an employee’s FMLA entitlement, even when the employee was also on paid leave, or on other unpaid leave.
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Use of Paid/Unpaid Leave. The employee will be required to use all available vacation and personal leave. This time must be exhausted before unpaid time begins. Reemployment Following Personal Leave. DH will attempt to place the employee in the same or a comparable position when he/she returns from a Personal Leave of absence; however, DH cannot guarantee the same position vacated or hold a position for the employee while he/she is on a Personal Leave. Termination may result if a position is not available within two (2) weeks of return from Personal Leave.
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Related to Use of Paid/Unpaid Leave

  • Extended Unpaid Leave Upon written request, a permanent employee who has completed two (2) years of service shall be granted unpaid leave to a maximum of twelve (12) months, subject to the operational requirements of the Employer's operations and the availability of qualified replacement staff. An employee shall be entitled to up to a maximum of twelve (12) months unpaid leave for each two (2) years of service with the understanding that no employee can have more than twelve (12) consecutive months of unpaid leave at any one time. While on such leave employees shall continue to accumulate service, unless they would have been otherwise laid off, for seniority purposes only. The minimum amount of unpaid leave an employee may have under this Clause is eight (8) weeks. An employee will not be granted extended unpaid leave to take another position with the same Employer whether inside or outside a bargaining unit.

  • Use of Paid Leave ‌ With the approval of the Appointing Authority, employees will be allowed to utilize accrued sick leave, personal holiday or vacation leave when on authorized leave without pay due to illness or injury.

  • Other Unpaid Leaves It is agreed that this provision will be interpreted in a manner consistent with the Ontario Human Rights Code and the Employment Standards Act.

  • Extended Unpaid Maternity Leave (a) An employee is entitled to apply for leave without pay following Maternity Leave (“extended unpaid Maternity Leave”) to extend their leave by up to two years.

  • Unpaid Leave 6. Accrued compensatory time off may be used at the employee’s discretion, with management approval, after exhaustion of 100% sick leave (No. 3 above). However, FLSA compensatory time off shall not be counted against the employee’s four (4) month (nine [9] pay period [720 hours]) family or medical leave entitlement. Therefore, any use of FLSA compensatory time off under this Section shall extend the employee’s family or medical leave by the total amount of FLSA compensatory time off used.

  • Unpaid Leaves Employees on unpaid leaves may not participate in the matching program while on leave.

  • Unpaid Sick Leave The City Manager shall, upon the advice and recommendation of the City physician, grant unpaid sick leave for up to one (1) year upon application of any employee whose paid sick leave is exhausted. Any extension of such leave shall be subject to the Civil Service Board rules.

  • Scheduled Unpaid Leave Plan The following Scheduled Unpaid Leave Plan (SULP) is available to all permanent employees for the 2020-2021, and 2021-2022 school years. Employees approved for SULP days shall not be replaced. For employees who work a ten (10) month year a school board will identify:

  • CONTRIBUTIONS WHILE ON UNPAID LEAVE As set forth in Administrative Code section 16.701(b), covered employees who are not in active service for more than twelve (12) weeks, shall be required to pay the Health Service System for the full premium cost of membership in the Health Service System, unless the employee shall be on sick leave, workers’ compensation, mandatory administrative leave, approved personal leave following family care leave, disciplinary suspensions or on a layoff holdover list where the employee verifies they have no alternative coverage.

  • Overtime-Eligible Unpaid Meal Periods ‌ The Employer and the Union agree to unpaid meal periods that vary from and supersede the unpaid meal period requirements of WAC 000-000-000. Unpaid meal periods for employees working more than five (5) consecutive hours, if entitled, will be a minimum of thirty (30) minutes and will be scheduled as close to the middle of the work shift as possible. Employees working three (3) or more hours longer than a normal workday will be allowed an additional thirty (30) minute unpaid meal period. When an employee’s unpaid meal period is interrupted by work duties, the employee will be allowed to resume their unpaid meal period following the interruption, if possible, to complete the unpaid meal period. In the event an employee is unable to complete the unpaid meal period due to operational necessity, the employee will be entitled to compensation, which will be computed based on the actual number of minutes worked within the unpaid meal period. Meal periods may not be used for late arrival or early departure from work and meal and rest periods will not be combined.

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