An Employee must. (1) properly use and maintain all Company assets including clothing, tools and equipment supplied by the Company;
An Employee must. Provide a reasonable person with a medical certificate from a medical practitioner no later than 10 weeks before the expected date of birth (where possible). • Apply formally for parental leave by providing a written application, stating the dates for leave, four weeks before the first day of the intended leave, • Provide a reasonable person with a signed statutory declaration detailing their leave periods and their partner's leave arrangements, as well as stating that they will be the child's primary caregiver and that they will not do work that is inconsistent with their conditions of employment while on parental leave. Only one parent can be the child's primary care giver at any one time. • These requirements do not apply to an employee when circumstances are beyond their control (e.g. in the event of premature birth).
An Employee must a) pay contributions for benefits, if any, in advance of com- mencing such leave in order to main- tain benefit coverage during preg- xxxxx and/or parental leave; or provide the Employer with written notice that the employee does not in- tend to pay the employee’s contribu- tions, if any, in advance of commenc- ing such leave. Upon request, an extension of up to one year be granted to any who is entitled to a statu- tory pregnancy and/or parental leave. Upon return to employment, the employee shall be entitled to a posi- tion at the employee’s classification level in either the north or south, depending on the employee’s place of residence. Adoption Leave of up to six months will be granted to employees who are entitled to a statutory parental leave. Employees returning to work from pregnancy or parental leave will be returned to their previous as- signment. The Board shall grant an employee a leave of four days with salary and benefits for the birth or adoption of his child. Such paternity leave may be taken within the period one month prior or one month after the birth of the child. The Director of Education may grant emergency leave up to a maximum in any year of ten days (to days granted under With the exception of days granted under such days granted shalt be deducted from sick leave credits. At the request of the Union, and upon two weeks advance written notice, the Board shall grant the President of the Union a leave of absence with pay for the duration of the President’s term of or any lesser period which may be requested by the Union, provided that the Union reimburses the Board for the salary and benefits involved. Upon comple- tion of the President’s leave, the #employee shall be returned to his/her previous assignment. of the length of the leave, full seniority rights shall be granted. At the discretion of the Board, an employee may be granted an Education Leave of Absence without pay or benefits for up to one year. A written application for leave shall be made to the Director Education at least four months prior to the proposed commence- ment of the leave. For employees employed in the schools, it is preferable that any leave granted com- mence at the beginning of, and terminate at the end of, a school term. For a leave of less than four months, the employee shall be returned to his/her previous assignment; for a leave of greater than four months, ‘the employee shall be returned to a position at the same level as the position held prior to the...
An Employee must obtain the Chiefs approval to take compensatory time off, which may be granted or denied at the sole discretion of the Chief. If the Chief denies a request for compensatory time off, the overtime must be paid in cash ifthe compensatory time bank then exceeds the maximum amount permitted by this Article.
An Employee must comply with the relevant statutory provisions, as appropriate and take reasonable care to protect his or her safety, health and welfare and the safety, health and welfare of any other person who may be affected by the employee’s acts or omissions at work. • ensure that he or she is not under the influence of an intoxicant to the extent that he or she is in such a state as to endanger his or her own safety, health or welfare at work or that of any other person. • co-operate with his or her employer or any other person so far as is necessary to enable his or her employer or the other person to comply with the relevant statutory provisions, as appropriate. • not engage in improper conduct or other behaviour that is likely to endanger his or her own safety, health and welfare at work or that of any other person. • attend such training and, as appropriate, undergo such assessment as may reasonably be required by his or her employer or as may be prescribed relating to safety, health and welfare at work or relating to the work carried out by the employee. • in the event of the introduction of the Performance Management and Development System safety training may be identified on the Personal Development Plans and Team Development. • at all times wear PPE when provided by the employer. PPE must be worn in the correct manner and training will be provided where necessary. • report all equipment defects to the supervisor and must not wear defective equipment or carry out tasks without fully operational PPE. Employees must not tamper with PPE. • must report potential hazards to the supervisor. • defects in equipment or machinery must also be reported. If an accident occurs, it must be reported immediately and emergency procedures must be implemented if necessary. Local authorities are required by law to report certain types of accidents / occupational injury to the Health & Safety Authority and failure to do so may result in prosecution. Some incidents that do not result in an accident but represent a hazard or unsafe behaviour must also be reported to the supervisor so that corrective action may be taken to prevent future accidents.