Transportability of Sick Leave Sample Clauses

Transportability of Sick Leave. An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than one calendar month. Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause 9.1 and shall not impact on their anniversary date for future sick leave entitlements.
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Transportability of Sick Leave. From 1 March 2012 the following applies only to employees employed in a position that requires registration under the HPCAA (Health Practitioners Competence Assurance Act 2003). An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than defined in the “service” definition (Clause 5). Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause (Clause 14.1), and shall not impact on their anniversary date for future sick leave entitlements.
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Transportability of Sick Leave. The following applies only to employees employed in a position that requires registration under the HPCAA (Health Practitioners Competence Assurance Act 2003) and shall also apply to all employees employed under salary scales 5.2 Allied, and 5.3
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Transportability of Sick Leave. An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement under clause 14.1 from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than defined in the “service” definition (Clause 5). Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause (Clause 14.1), and shall not impact on their anniversary date for future sick leave entitlements (which will be determined in accordance with the Holidays Act 2003).
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Transportability of Sick Leave. The following applies only to employees employed in a position that requires registration under the Health Practitioners Competence Assurance act 2003 (HPCAA). From [date of ratification], an employee who ceases employment at one DHB/NZBS and commences employment at another DHB/NZBS may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement from their previous DHB/NZBS employment, provided that any break in service between finishing at their previous DHB/NZBS and commencing employment at the new DHB/NZBS is not more than one calendar month. Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB/NZBS under clause 14.1.2, and shall not impact on their anniversary date for future sick leave entitlements.
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Transportability of Sick Leave t the following applies only to employees employed in a position that requires registration under the HPCAA (Health Practitioners Competence Assurance Act 2003). An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than defined in the “service” definition (Clause 5). Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause 14.1, and shall not impact on their anniversary date for future sick leave entitlements.
Sample 1Sample 2
Transportability of Sick Leave. From 1 March 2012 the following applies only to employees employed in a position that requires registration under the HPCAA (Health Practitioners Competence Assurance Act). An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than defined in the “service” definition (Clause 5). Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause (Clause 14.1), and shall not impact on their anniversary date for future sick leave entitlements. Domestic Leave as described in this clause is leave used when the employee must attend a dependent of the employee. This person would, in most cases, be the employee’s child, partner or other dependent family member. It does not include absences during or in connection with the birth of an employee’s child. Annual leave or parental leave should cover such a situation. At the employer’s discretion, an employee may be granted leave without pay, where the employee requires additional time away from work to look after a seriously ill member of the employee’s family. The production of a medical certificate or other evidence of illness may be required. Sickness during paid leave: When sickness occurs during paid leave, such as annual or long service leave, the leave may be debited against the sick leave entitlement, (except where the sickness occurs during leave following the relinquishment of office) provided that: the period of sick leave is more than three days and a medical certificate is produced. In cases where the period of sickness extends beyond the approved period of annual or long service leave, approval will also be given to debiting the portion, which occurred within the annual leave or long service leave period, against sick leave entitlement, provided the conditions in 14.9 and 14.9.1 above apply. Annual leave or long service leave may not be split to allow periods of illness of three days or less to be taken. During periods of leave without pay, sick leave entitlements will not continue to accrue. Where an employee has a consistent pattern of short term ...
Sample 1
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Transportability of Sick Leave. From 1 March 2012 the following applies only to employees employed in a position that requires registration under the HPCAA (Health Practitioners Competence Assurance Act 2003). An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement under clause 14.1 from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than defined in the “service” definition (Clause 5). Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause (Clause 14.1), and shall not impact on their anniversary date for future sick leave entitlements (which will be determined in accordance with the Holidays Act 2003).
Sample 1

Related to Transportability of Sick Leave

  • Portability of Sick Leave 1. The employer will accept up to sixty (60) accumulated sick leave days from other school districts in British Columbia, for employees hired to or on exchange in the district.

  • Portability of Service An employee hired by the Hospital with recent and related experience may claim consideration for such experience at the time of hiring on a form to be supplied by the Hospital. Any such claim shall be accompanied by verification of previous related experience. The Hospital shall then evaluate such experience during the probationary period following hiring. Where in the opinion of the Hospital such experience is determined to be relevant, the employee shall be slotted in that step of the wage progression consistent with one (1) year's service for every one (1) year of related experience in the classification upon completion of the employee's probationary period. It is understood and agreed that the foregoing shall not constitute a violation of the wage schedule under the collective agreement."

  • Portability The Employer will credit an Employee additional Personal Leave credits up to those held at the date that Employee ceased previous employment provided that:

  • Disaster Leave ‌ When there has been a natural disaster of a magnitude that requires the Board of Supervisors to Proclaim a County State of Emergency, the County will enact this disaster leave provision. During the proclaimed emergency period and for up to one year from the termination of the said proclamation, County employees may donate accrued compensatory time and vacation leave to other County employees who have lost work time because they have been a victim of a disaster affecting their primary residence. For up to one year from the termination of said proclamation, impacted employees may use up to 320 hours of donated leave. Such donated time will not exceed the total amount of time lost by the receiving employee including vacation, compensatory time used and any unpaid leave incurred. Unused donated time at the expiration of the leave provision period will be returned to the donor.

  • WORKPLACE SAFETY AND INSURANCE BENEFITS 25.01 An employee who sustains an injury or disease arising out of and in the course of his/her duties is covered by the Workplace Safety and Insurance Act, 1997, S.O. 1997, as amended.

  • COMPLIANCE WITH WORKERS' COMPENSATION ACT Contractor shall comply with the provisions of the Montana Workers' Compensation Act while performing work for the Department of Montana in accordance with 00-00-000, 00-00-000, and 00-00-000, MCA. Proof of compliance must be in the form of workers' compensation insurance, an independent contractor's exemption, or documentation of corporate officer status. Neither Contractor nor its employees are Department employees. This insurance/exemption must be valid for the entire contract term and any renewal. Upon expiration, a renewal document must be sent to the Department’s Contracts Management Bureau, X.X. Xxx 000000, Xxxxxx, XX 00000.

  • NATURAL DISASTER LEAVE 30.1 Where a permanent employee is unable to attend work because of a natural disaster, ie bushfire or flood, they will be entitled to be paid ordinary pay for the shift they would otherwise have worked on that day. This entitlement will apply once per calendar year and is not cumulative from year to year.

  • WORKPLACE SAFETY AND INSURANCE 41.1 Where an employee is absent by reason of an injury or an occupational disease for which a claim is made under the Workplace Safety and Insurance Act, his or her salary shall continue to be paid for a period not exceeding thirty (30) days. If an award is not made, any payments made under the foregoing provisions in excess of that to which he or she is entitled under Articles 44.1 and 44.6 (Short Term Sickness Plan) shall be an amount owing by the employee to the Employer.

  • Xxxxx Disaster Protection In accordance with the requirements of the Flood Disaster Protection Act of 1973 (42 U.S.C. 4001), the Subrecipient shall assure that for activities located in an area identified by the Federal Emergency Management Agency (FEMA) as having special flood hazards, flood insurance under the National Flood Insurance Program is obtained and maintained as a condition of financial assistance for acquisition or construction purposes (including rehabilitation).

  • OCCUPATIONAL SAFETY AND HEALTH The parties desire to deal with safety and health complaints, and to attempt to correct any health or safety violations, internally. Accordingly, neither the Association nor an employee may file a complaint alleging a health or safety violation with the Ohio Department of Industrial Relations pursuant to R.C. §4167.10 until the following process has been completely exhausted:

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