Use or Lose Leave Sample Clauses

Use or Lose Leave. 1. Employees whose leave balances on September 15 disclose that they have leave, which is or will become “use or lose” will submit on or before October 1, plans to use such leave. 2. When an employee timely and properly requests annual leave that is considered to be “use or lose”, and the Agency disapproves that request based upon workload considerations, the Agency will reschedule the leave so that the employee does not run the risk of forfeiture. Any conflicts of choices among equally qualified employees related to the foregoing will be resolved as in Section 8.03(D)(5), below addressing the resolution of leave scheduling conflicts.
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Use or Lose Leave. Employees faced with the possibility of loss of leave shall notify the Employer of their leave requests for the balance of the leave year before the end of pay period 24. Employees may donate annual leave under the Voluntary Leave Transfer Program. If leave is forfeited due to no fault of the employee, it will be restored in accordance with appropriate regulations.
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Use or Lose Leave. The Agency will issue an annual notice to employees regarding Use or Lose leave. In accordance with 5 CFR 630.308, employees may not be considered for leave restoration unless their annual leave was scheduled in writing before the start of the third bi-weekly pay period prior to the end of the leave year. When an employee’s leave is cancelled due to an exigency of the public business, supervisors will notify the employee as early as possible. Once an employee is notified of leave cancellation, if the employee has time remaining in the leave year to reschedule the cancelled use or lose leave, the employee must do so.
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Use or Lose Leave. The NRC agrees to continue its practice of advising employees about the law and regulations pertaining to the forfeiture of “use-or-lose” annual leave. Such advice will be given annually in writing and will be published far enough in advance of the end of the leave year to permit employees in a “use-or-lose” situation to meet the statutory and regulatory guidelines for avoiding forfeiture of annual leave.
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Use or Lose Leave. Employee must submit use or lose leave schedule in writing by 1 July. Any use or lose annual leave, which has been denied, must be re-scheduled in writing at least three (3) pay periods prior to the end of the leave year before forfeited leave can be considered for restoration. Restoration of forfeited leave will be processed in accordance with applicable Agency regulations. An ATAAPS or subsequent system request satisfies the written scheduling requirement.
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Use or Lose Leave. Employees faced with the possibility of loss of annual leave shall notify the Employer of their leave requests for the balance of the leave year by October 1. The Employer will approve such leave requests unless the leave interferes with work requirements. If the leave is denied, and the employee requests an explanation, the Employer will provide the reasons for the denial in writing. The Employer will work with the employee to try to schedule a mutually acceptable time for the leave.
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Use or Lose Leave. It is the EMPLOYEE'S responsibility to request scheduling of use or lose leave. The PARTIES agree that development of a schedule for EMPLOYEES to use excess (use or lose) leave at least six months prior to the end of the leave year is in their mutual interests. However, failure to request the scheduling of use or lose annual leave, at least six months prior to the end of the leave year, will not be the basis for disapproving restoration of any excess annual leave.
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Use or Lose Leave. All use or lose leave must be scheduled in ATAAPS by 1 July. Any use or lose annual leave, which has been denied, must be rescheduled at least three (3) pay periods prior to the end of the leave year before forfeited leave can be considered for restoration. Restoration of forfeited leave will be processed in accordance with applicable Agency regulations.
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Use or Lose Leave. It is agreed that each employee has an obligation to assist the EMPLOYER in the development of appropriate leave schedules so that no employee will forfeit leave. In support of this policy employees and supervisors are encouraged to request and schedule use or lose leave as early as practicable (prior to 1 October) for use throughout the leave year.
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Related to Use or Lose Leave

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • TERMINAL LEAVE Any employee who is separated from State service for any reason including layoff shall receive within seven (7) days a lump sum payment for the number of hours of accrued annual leave at the employee's annualized hourly rate of pay.

  • Volunteer Firefighting Leave Leave without pay will be granted when an employee who is a volunteer firefighter is called to duty to respond to a fire, natural disaster or medical emergency.

  • Partner Leave An employee shall provide to the employer, at least 10 weeks prior to each proposed period of parental leave: (a) (i) for the birth of a child, a certificate from a registered medical practitioner which names the employee’s partner, states that she is pregnant and the expected date of birth, or states the date on which the birth took place; or

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • Child Rearing Leave Subd. 1 Child rearing leave of absences shall be available to teachers for a period of time, not to exceed twelve (12) calendar months, for the purpose of caring for a newborn infant or pre-school adopted child for which the applicant has the legal responsibility for the care and/or support of said child. Such leave may be taken subsequent to birth of the teacher's child, or in the case of adoption, when the child is physically turned over to the teacher-parent. a. At least two (2) calendar months prior to the estimated delivery date of the child, the employee shall be required to notify the Employer in writing whether or not the employee intends to take child rearing leave. This election may be changed at any time before the teacher is no longer disabled from working due to childbirth or pregnancy related disability or before the fifteenth (15th) day after the birth of the child, whichever is sooner. b. Upon filing an application for adoption of a pre-school child, the employee shall be required to notify the Employer, in writing, of the teacher's intention to take a child rearing leave. Such notice to include the estimated date when such leave shall become effective. Subd. 3 In connection with the election to take child rearing leave, the teacher shall submit a request for such leave in writing. Such request shall include an estimated commencement date and return date. The estimated commencement date shall be the physician's projected date the teacher will no longer be disabled from teaching due to childbirth or pregnancy related disability, or in the case of an adoption, the agency's estimated date when the child will be turned over to the parent. Subd. 4 In making the final determination under Subd. 3 concerning the duration of a child rearing leave of absence, the Employer shall not be required to grant a leave of absence in excess of two (2) semesters. The actual commencement date of child rearing leave shall be the date on which the teacher is no longer disabled due to childbirth and pregnancy related disability as determined by the physician; or, in the case of an adoption, the date when the child is physically turned over to the teacher-parent. The return date shall be twelve (12) calendar months following the actual commencement of the leave except as may be provided in Subd. 7.

  • Volunteer Leave Subject to operational requirements as determined by the Employer and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, a single period of up to seven decimal five (7.5) hours’ of leave with pay to work as a volunteer for a charitable or community organization or activity, other than for activities related to the Government of Canada Workplace Charitable Campaign. The leave will be scheduled at a time convenient both to the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leave at such a time as the employee may request.

  • General Leave of Absence a) Leave of absence without pay may be granted to employees for valid reasons as set out by Company policy. b) An employee on general leave of absence shall not accumulate sick leave credits, or earn vacation but shall retain the seniority, sick leave credits, and vacation credits earned prior to commencing leave of absence. c) Employees do not have the option of continuing their benefit coverage during the leave. d) Employees on leave of absence shall be required to apply for any extension.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Casual Leave Employees may be granted casual leave with pay to a maximum of two (2) hours for the following purposes:

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