Use of Sick Leave for Family Care Sample Clauses

Use of Sick Leave for Family Care. Employees may use sick leave for illness or disability in his/her immediate family. Immediate family is defined in Article XXIX, Section 29.2. The maximum amount of sick leave that may be used for this purpose in any one calendar year shall be ten (10) working days.
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Use of Sick Leave for Family Care. Under 5 CFR 630, employees may substitute sick leave for unpaid family and medical leave. Additionally, full-time employees may use up to thirteen (13) days (one hundred four (104) hours) of sick leave for general family care and bereavement each year, including:
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Use of Sick Leave for Family Care. Employees may use sick leave for illness or disability in his/her immediate family. The maximum amount of sick leave that may be used for this purpose in any one calendar year shall be ten (10) working days. The hours used under this section will be counted towards the maximum hours allowed if FMLA is requested within the same calendar year.
Sample 1

Related to Use of Sick Leave for Family Care

  • Use of Sick Leave a. An employee, other than a casual employee, with responsibilities in relation to a class of person set out in subparagraph (ii) of paragraph (c) of this sub-clause, who needs the employee’s care and support shall be entitled to use, in accordance with this sub-clause, any current or accrued sick leave entitlements provided for in clause 18 of the award, sick leave, for absences to provide care and support for such persons when they are ill. Such leave may be taken for part of a single day.

  • Utilization of Sick Leave Employees who have accrued paid leave time shall be eligible for paid leave for any period of absence from employment which includes but is not limited to the employee’s illness; injury; temporary disability; medical or dental care; or to attend to members of the employee’s or the employee’s spouse’s immediate family or domestic partner or domestic partner’s immediate family, where the employee’s presence is required because of illness or as otherwise required by the state or federal Family Medical Leave Act or other State law. The Employer may, in its sole discretion, require reasonable proof of illness or disability and/or certification of the necessity of the employee’s absence.

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