VESSA LEAVE Sample Clauses

VESSA LEAVE. VESSA leave will be granted in accordance with XxXxxxx County Personnel Policy and in compliance with Federal and State law.
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VESSA LEAVE. VESSA leave will be granted in accordance with McHenry County Personnel Policy and in compliance with Federal and State law. The County’s Personnel Policy shall not provide rights or benefits that are less than what is required by Federal and State law.
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VESSA LEAVE. Eligible Employees may receive Illinois Victims Economic Security and Safety Act (VESSA) benefits in accordance with applicable law. These same benefits are extended when the Employee is responsible for a member(s) of the household as defined in the Definitions section of this Agreement.
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VESSA LEAVE. (a) An eligible Employee shall be entitled to leave under the provisions of the Illinois Victims Economic Security Act (VESSA) of 2003. VESSA leave shall be granted to an Employee who is a victim of domestic or sexual violence or who has a family or household member who is such a victim. In the context of this paragraph, family or household member means a spouse, parent, son, daughter, and persons jointly residing in the same household. Parent means the biological parent of an Employee or an individual who stood in loco parentis to an employee when the employee was a son or daughter. Son or daughter means a biological, adopted, or xxxxxx child, a stepchild, a legal xxxx, or a child of a person standing in loco parentis, who is under 18 years of age, or is 18 years of age or older and incapable of self-care because of mental or physical disability. (b) All Employees are eligible for 12 workweeks of VESSA leave during any 12-month period. The initial 12-month period is measured forward from the date the Employee first takes VESSA leave. The next 12-month period begins the first time VESSA leave is taken after completion of any previous 12-month period. VESSA does not create a right for an Employee to take a leave that exceeds the leave time allowed under, or in addition to, the leave time permitted by the Family Medical Leave Act. For an Employee on VESSA leave who is also eligible for FMLA leave, VESSA leave time is not in addition to the 12-week FMLA entitlement when the reason for VESSA leave also qualifies under FMLA, but depletes the 12-week FMLA entitlement when used. An Employee who may have exhausted all available leave under FMLA, for a purpose other than that which is available under VESSA, remains eligible for leave under VESSA. (c) An Employee shall be entitled, on return from leave, to be restored to the position held by the Employee when the leave commenced, or to an equivalent position with equivalent benefits, pay, and other conditions of employment. (d) VESSA leave shall be granted for the following purposes: (1) to seek medical help and recover from physical or psychological injuries caused by domestic or sexual violence to the Employee or the Employee’s family or household member; (2) to obtain victim’s services, psychological or other counseling, and legal assistance or remedies, including preparing for or participating in any civil or criminal legal proceeding related to or derived from domestic or sexual violence; and (3) to participate...
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VESSA LEAVE. Employees will be granted time off for issues involving domestic and/or sexual violence in accordance with the Illinois Victims Economic Security and Safety Act (VESSA). Employees should contact the human resources with any questions about, or to request VESSA Leave.
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Related to VESSA LEAVE

  • Maternity Leave Maternity benefits are for the mother only and cannot be shared between the two parents. a) Every Employee who becomes pregnant shall notify the Employer in writing of the pregnancy at least four weeks before the day she intends to commence the leave, and, subject to subsection (b), shall be granted leave of absence without pay for a total period not to exceed seventeen (17) consecutive weeks consisting of two periods as follows: i) a maximum of eleven weeks prior to the expected termination date of the pregnancy; and ii) notwithstanding (i) above, an Employee may elect to use earned vacation and/or compensatory leave credits prior to and subsequent to, use of unpaid maternity leave but total leave shall not exceed 11 weeks prior to and 26 weeks after the termination of pregnancy. b) An Employee who has not commenced maternity leave without pay may elect to use her sick leave credits up to and beyond the date that the pregnancy terminates, subject to the provisions set out in the Sick Leave Article. For purposes of this clause, illness or injury as defined in Article 35 shall include medical disability related to pregnancy. c) At its discretion, the Employer may require an Employee to submit a Medical certificate certifying pregnancy. d) Where an Employee commences maternity leave at a date later than eleven (11) weeks prior to the expected date of termination of the pregnancy, the Employer may request submission of a e) Leave granted under this clause shall be counted for the calculation of “continuous employment” for the purpose of calculating severance pay and vacation leave. Time spent on such leave shall be counted for pay increment purposes. f) An Employee who has requested a leave of absence may return to work before the period is over with the consent of the Employer, or by giving the Employer four (4) weeks of notice in writing of the day of intended return to work. The required notices are to

  • Paternity Leave 7.4.6(a) An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:

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