Vacation Request Approval Clause Samples
The Vacation Request Approval clause establishes the process by which employees must seek and obtain permission before taking vacation time. Typically, this involves submitting a formal request to a supervisor or human resources department, who then reviews the request based on staffing needs and company policies. This clause ensures that employee absences are managed in an orderly manner, preventing staffing shortages and maintaining workflow continuity.
Vacation Request Approval. Subject to the operational requirements of the service, the Employer shall make every reasonable effort to ensure that a Nurse’s written request for vacation leave is approved. Where, in scheduling vacation leave, the Employer is unable to comply with the Nurse’s written request, the immediate management supervisor shall:
(a) give the reason for disapproval; and
(b) make every reasonable effort to grant a Nurse's vacation leave in the amount and at such time as the Nurse may request in an alternative request. Where operational requirements necessitate a decision by the Employer to place a restriction on the number of Nurses on vacation leave at any one time, preference shall be given to the Nurses with the greatest length of seniority.
Vacation Request Approval. 8 Unit member requests for vacation shall be submitted on the form entitled “Absence 9 Report” to the immediate supervisor. Within two (2) calendar weeks, a written response 10 shall be issued indicating disposition of the request. If no response is received by the unit 11 member within two (2) calendar weeks, the unit member is authorized to submit the 12 request directly to Human Resources and shall receive a written response within three (3) 13 working days. In the event of a verbal/written short-notice request, response will be 14 provided in a timely manner. 15 16 ARTICLE 8 17 18 LEAVE OF ABSENCE BENEFITS
Vacation Request Approval. Subject to the operational requirements of the service, the Employer shall make every reasonable effort to ensure that a Nurse’s written request for vacation leave is approved. Where, in scheduling vacation leave, the Employer is unable to comply with the Nurse’s written request, the immediate management supervisor shall:
(a) give the reason for disapproval; and
(b) make every reasonable effort to grant a Nurse's vacation leave in the amount and at such time as the Nurse may request in an alternative request. Where operational requirements necessitate a decision by the Employer to place a restriction on the number of Nurses on vacation leave at any one time, preference shall be given to the Nurses with the greatest length of seniority. In addition to operational requirements, the Employer should endeavour to explore and exhaust the following prior to denying vacation: • Offer shifts via the WASCL • Review availability of PRNs (if applicable) • Review availability of seasonal Nurses (if applicable) • Review external agency options (if applicable) • Offer OT to cover requests
Vacation Request Approval. All vacation leave requests will be granted or denied within 14 days of request unless the requested dates are sooner than 14 days. Then the determination will be made as soon as practicable.
Vacation Request Approval. All vacation time must be submitted and approved by the Employer at least two weeks prior to the requested vacation period (other than emergency/unusual situations) as dictated to by operational requirements.
Vacation Request Approval. With respect to the application and interpretation of Article IX of the Agreement as it relates to vacation requests, the parties specifically recognize that the County and/or Department Head will have the right to deny vacation leave requests during emergency situations. Moreover, the parties specifically recognize that previously approved vacation requests can be cancelled by the County or Department Head during emergency situations. Emergency situations shall include such things as inmate situations involving mass escapes, riots, long term power failures, designated “disasters” and “emergencies,” etc. With respect to mandated training situations over which the Department has no scheduling control, vacation requests can be denied or cancelled so that the operational needs of the Department can be met by sending the appropriate officers to such mandated training. An example of such mandated training would be supervisory school for corrections officers appointed to corrections sergeants. In such a situation, the officer who was up for promotion would be advised of the mandated supervisory training and (s)he would then decide whether to accept the promotion. With respect to non-mandated training, if the training opportunity is assigned to a corrections officer before the officer submits a vacation leave request, the vacation leave request can be denied by the County or Department Head. However, if the vacation leave request was submitted and approved prior to the assignment of the training opportunity to the corrections officer, the officer will be allowed to take his or her vacation leave. The parties agree to continue the method of vacation selections as set forth in the Department’s Policy and Procedures Manual. More specifically, officers will submit their vacation leave requests prior to March 31st of the given calendar year. Those requests will then be approved by the Department Head based on seniority in a manner consistent with past practice. Once those requests are approved, the officers will be allowed to take their vacation leaves on the dates requested, except as otherwise set forth herein. Vacation requests submitted after March 31st shall be acted upon on a “first come, first served” basis. Upon receipt of the request, the department head or designee will review projected staffing levels for the date(s) requested. Vacation requests shall be granted unless doing so would place the staffing level more than two persons below the minimum staffing ...