CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES Sample Clauses

CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. The Superintendent of Schools or their designate, may grant five (5) paid days per year leave with seven (7) days written notice from the employee to participate in Aboriginal Cultural event(s). Such leave shall not be unreasonably denied.
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. ‌ 8.11.1 A self-identified Aboriginal employee may request up to three (3) days’ leave with pay per calendar year to organize and/or attend Aboriginal cultural event(s). Such leave will not be unreasonably withheld. 8.11.2 Employees will provide the Employer with the dates of the days for which leave will be requested. Whenever possible, a minimum of two weeks’ notice is required for leave under this provision.
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. The Superintendent of Schools or their designate, may grant five (5) paid days per year leave with seven
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. 46 8.12 Retirement Preparation Leave 46 8.13 Political Leave 47 8.14 Maternity Leave and Parental Leave 48 8.15 Adoption Leave 49 8.16 Supplemental Employment Benefit (SEB) (New) 50 8.17 Additional Leave Following Maternity, Parental or Adoption Leave 51 8.18 Return to Work from Maternity, Parental or Adoption Leave 51 8.19 Renewal Leave 52 8.20 Professional Currency Leave 53 9 ACADEMIC FREEDOM 55 10 SENIORITY 55
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. The Superintendent of Schools or their designate, may grant five (5) paid days per year leave with seven (7) days written notice from the employee to participate in Aboriginal Cultural event(s). Such leave shall not be unreasonably denied. 1. Pursuant to the Public Education Labour Relations Act (PELRA), the provincial and the local parties agree to the designation of provincial and local matters as follows: a. Those matters contained within Appendix 1 shall be designated as provincial matters. b. Those matters contained within Appendix 2 shall be designated as local matters. 2. Provincial parties’ roles will be pursuant to PELRA. 3. Referral of impasse items to the provincial table will be pursuant to PELRA 4. Timing and conclusion of local matters negotiations: a. Local negotiations will conclude at a time determined by mutual agreement of the provincial parties. b. Outstanding local matters may not be referred to the provincial table subsequent to the exchange of proposals by the provincial parties at the provincial table. c. Where no agreement is reached, local negotiations will conclude at the time a new Provincial Collective Agreement is ratified. 5. Local and provincial ratification processes: a. Agreements on local matters shall be ratified by the local parties subject to verification by the provincial parties that the matters in question are local matters (Appendix 2). b. Agreements on provincial matters shall be ratified by the provincial parties. 6. Effective date of local matters items: a. Agreements ratified by the school district and local union shall be effective upon the ratification of the new Provincial Collective Agreement unless the timelines are altered by mutual agreement of the provincial parties. Signed this 8th day of March, 2013 Original signed by:
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. Not applicable in School District No. 64 (Gulf Islands) – See XXX No. 14.
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. Not applicable in School District Xx. 00 (Xxxx Xxxxxxx) – Xxx XXX Xx. 14.
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. [Note: Article G.11 Cultural Leave for Aboriginal Employees is not applicable in S.D. No. 61 (Greater Victoria). See. XXX No. 14 Re: Cultural Leave for Aboriginal Employees]
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Related to CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES

  • Casual Employees A casual employee is one who is not regularly scheduled to work other than during periods that such employee shall relieve a regular full-time or regular part-time employee. Casual employees accumulate seniority on an hourly basis and are entitled to such benefits as are contained in the “Addendum - Casual Employees”.

  • Family Medical Leave Act The Board shall pay its share of the premiums for up to a total of twelve (12) weeks per year during an approved qualifying leave in accordance with the Family Medical Leave Act.

  • Family and Medical Leave Act (FMLA A unit member on FMLA for the purposes of the birth of a son or daughter or placement of a son or daughter with them through adoption or xxxxxx care, or to care for a spouse, domestic partner, son or daughter or parent who has a serious health condition, is entitled to have the first thirty (30) consecutive calendar days of FMLA leave without a loss of salary or deduction from accumulated sick leave. Such leave shall require verification of FMLA eligibility. Additional FMLA leave, that will be unpaid or deducted from accumulated sick leave, may be granted under the FMLA law.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.02(a), other than those specified in sections (A) and (B) of subparagraph 17.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.02 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance maternity benefits for the reasons described in subparagraph (a)(i).

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