Amount of leave available Sample Clauses

Amount of leave available. An employee may be absent from work for up to four (4) weeks in a twelve (12) month period and a position will be held for him/her. The amount of PERSONAL MEDICAL LEAVE available is determined by looking at the amount of PERSONAL MEDICAL LEAVE used during the twelve (12) months preceding the date leave would begin. Additionally, employees who have exhausted their twelve
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Amount of leave available. The employee will receive six (6) weeks leave during her time off for MATERNITY LEAVE. If she needs more time off, she must provide a specific, written statement from her doctor stating that she cannot work due to her medical condition. If the employee is eligible for FMLA, then she may take time off consistent with that policy. The County has the right to designate as MATERNITY LEAVE all time missed by an employee which would qualify under this policy.
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Amount of leave available. Eligible employees may receive up to a total of 12 work weeks of unpaid leave during any 12-month period. The 12-month period is measured backward from the date an employee last used any FMLA leave. As a result, the amount of leave an employee is entitled to take depends on how much time the employee has already taken during the 12-months prior to the request.
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Amount of leave available. Eligible employees are normally granted leave up to a maximum of 12 weeks within a 12-month rolling period measured backward from the date of any leave usage. Where permitted by law, MLFC leave exhausts while using leave under federal, state or local family and medical leave laws. Unless otherwise provided by law, for purposes of this policy, leave usage includes leave provided pursuant to this policy or leave previously granted under state or federal leave laws (i.e. Emergency Family and Medical Leave Expansion Act under the Families First Coronavirus Response Act "FFCRA"). MLFC leave must be used in one-week increments unless it is exhausting concurrently on an intermittent basis with a state or federal law (i.e. FFCRA), or another applicable employer exception applies. Exceptions to this minimum increment requirement will be considered to accommodate protected disabilities and as otherwise required by law. Employees will also be required to exhaust any accrued paid leave time while taking unpaid leave.
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Amount of leave available. The employee and his or her spouse, between them, can take 52 weeks of leave.
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Amount of leave available. Upon written application, employees who are Union delegates or job representatives may be granted up to 40 ordinary hours paid time off per calendar year. Leave under this clause is not cumulative and each absence must be approved by the Chief Executive (or delegated authority). Upon written application being approved this leave will be granted, unless it unreasonably impacts upon service delivery, work requirements, or the effectiveness and efficiency of the work unit concerned Where an approved course extends beyond 5 working days, the Chief Executive (or delegated authority) may approve the period of leave for training to be extended to cover 10 working days which will then cover 2 calendar years.
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Related to Amount of leave available

  • Amount of Leave An employee may be granted paid leave to attend defence forces reserves training programs or courses on the following basis: Service Annual Training School, class or course of instruction Navy 13 calendar days 13 calendar days Army 14 calendar days 14 calendar days Air Force 16 calendar days 16 calendar days

  • Funding Availability This Contract is at all times subject to state appropriations. The Department makes no express or implied representation or guarantee of continued or future funding under this Contract. The Department has, as of the date of the execution of this Contract, obtained all requisite approvals and authority to enter into and perform its obligations under this Contract, including, without limitation, the obligation to make the initial payment or payments required to be made under this Contract on the date or dates upon which such initial payment or payments may otherwise be disbursed during the current contract period, (i.e., Sept ember 1, 2015, through August 31, 2017). The Grantee acknowledges the Department’s authority to make such payments is contingent upon the Texas Legislature's appropriation to the Department of sufficient funds and the availability of funds to the Department for such purpose. If the State of Texas or the federal government terminates its appropriation through the Department or fails to pay the full amount of the allocation for the operation of any grant or reimbursement program hereunder , or the funds are otherwise unavailable, the Department may immediately and without penalty reduce payments or terminate this Contract, in whole or in part. Upon termination of the Contract or reduction of payments, the Grantee shall return to the Department any unexpended funds already disbursed to the Grantee. Neither the Department nor the State of Texas shall incur liability for damages or any loss that may be caused or associated with such termination or reduction of payments. The Department shall not be required to give prior notice for termination or reduction of payments.

  • Insurance Availability The teacher will be given an opportunity to continue insurance coverage in the school insurance program during the leave of absence, but will be required to pay all premiums connected with this coverage. All premiums must be paid in advance of the month due. Such premiums shall be prorated on an annual basis from August to August. Teachers initiating leaves of absence shall be charged the prorated amounts during the school year in which their leave begins. As leaves of absence extend into the next school year, the teacher will be expected to pay full premiums.

  • Unused Sick Leave The accrual of unused sick leave hours is unlimited. The City and the Union commit to the evaluation and establishment of a mutually beneficial non-use of sick leave incentive and pay-out policy. Until such time that a policy is established, accumulated sick leave shall be compensated as follows: Upon retirement from the City service, an employee shall be paid sixty percent (60%) of his accumulated sick leave, with the rate of payment based upon his regular pay at the time he retires. Upon the death of an employee, his beneficiary shall be paid sixty percent (60%) of his accumulated unused sick leave, with the payment based upon his regular pay at the date of his death.

  • Leave Usage Full shift absences on vacation, sick leave, compensating time off, or holiday in lieu taken by employees on scheduled ten-hour workshifts shall result in the deduction of ten (10) hours from employees’ accrued leave balances.

  • Aggregate Leave The aggregate amount of leave of absence from employment that may be taken by an employee under Article 21.1 and 21.2 in respect of the birth or adoption of any one child shall not exceed fifty-two (52) weeks, except as provided under Article 21.1(f) and/or 21.2(d). Where an employee is granted total maternity leave under Articles 21.1(a) and 21.1(f) of greater than fifty-two (52) weeks, the employee shall not be entitled to parental leave under Article 21.2.

  • Pay for Unused Sick Leave Unused sick leave not to exceed 70 days will be paid at the rate of $50 per day when the teacher retires or leaves U.S.D. 506 employment, provided the teacher has a minimum of 10 years of service in U.S.D. 506. Article VI: Activity Ticket Each teacher of U.S.D. 506 shall be issued an activity ticket, which shall be honored at all regular school functions held within the district. Said ticket shall not be honored at basketball tournaments and special events. Said ticket shall be honored for employee, spouse, and children who have not yet graduated from high school. The Board of Education will have an expectation that those teachers in attendance at school functions will assume a reasonable amount of general supervision as needed.

  • Excessive leave accruals request by employee for leave

  • Vacation Usage Each department or agency head shall be responsible for scheduling the vacation periods of their employees in such a manner as to achieve the most efficient functioning of the department or agency and the County service. The granting of a vacation period less than the employee's annual entitlement is to be discouraged so that the full benefit of the vacation plan can be realized by each employee. The appointing authority shall determine when vacations will be taken.

  • Reallocation to a Class with a Lower Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position and chooses to remain in the reallocated position, the employee retains existing appointment status and has the right to be placed on the Employer’s internal layoff list for the classification occupied prior to the reallocation.

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