ANNUAL LEAVE OF ABSENCE Sample Clauses

ANNUAL LEAVE OF ABSENCE. 1. Annual leave of absence will be granted on the basis of the following priorities:
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ANNUAL LEAVE OF ABSENCE. It has been agreed that the District and the Association adopt an annual leave policy:
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ANNUAL LEAVE OF ABSENCE. 12/5/1 The Employer agrees to provide employees with a formal paid annual leave of absence plan (vacation) as set forth below: 12/5/2 Effective July 1, 2001, the leave plan as outlined in par. A., below will be implemented. Employees must be in pay status on the effective date of the contract to be eligible to receive the following annual leave schedule. An employee who is on a leave of absence on the effective date of the contract will not receive the adjusted leave plan as outlined in par. A., below until he or she returns to pay status in a position in the bargaining unit. New employees shall begin earning annual leave on their first day in pay status. After completion of the first six (6) months in a permanent or seasonal position pursuant to s. 230.28, Wis. Stats., or as a trainee unless covered under Wis. Adm. Code Rules of the Administrator, Division of Merit Recruitment and Selection, employees are eligible for and shall be granted non-cumulative annual leave based on their seniority date as follows:
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ANNUAL LEAVE OF ABSENCE. (1) The BOARD agrees to provide an Annual Leave of Absence, with pay, if needed and at the discretion of the Association to one elected officer of the ASSOCIATION to engage in ASSOCIATION activities directly related to the Association’s duties as the certified bargaining representative of the unit members covered by the Agreement or to work for the Florida Education Association, the American Federation of Teachers, or the National Education Association.
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Related to ANNUAL LEAVE OF ABSENCE

  • General Leave of Absence a) Leave of absence without pay may be granted to employees for valid reasons as set out by Company policy.

  • Special Leave of Absence Teachers may be granted leaves of absence without pay for one (1) year under the following criteria:

  • Paid Leave of Absence Upon request an employee shall be granted a leave of absence with pay for:

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • LEAVE OF ABSENCE With respect to the Award, the Company may, in its sole discretion, determine that if you are on leave of absence for any reason you will not be considered as having terminated employment with the Company; however, your rights to the Restricted Stock Units during a leave of absence will be limited to the extent to which those rights were earned or vested when the leave of absence began.

  • MATERNITY LEAVE OF ABSENCE A Maternity Leave of Absence will be granted, subject to the following:

  • Parental Leave of Absence A. A female unit member may use any or all accumulated leave during pre- and post-natal care for that period of time she is temporarily disabled, as determined by the unit member and her physician.

  • Union Leave of Absence An employee on an unpaid Union leave of absence shall have her wages, benefits and seniority continued by the Employer, and the Union agrees to reimburse the Employer for the costs of such wages and benefits. Employees requesting leave under this article will provide the Employer with as much advance notice as possible of the dates of the leave. Where there are less than fifteen (15) regular employees at a workstation at the time the leave request is submitted, and subject to operational requirements, unpaid Union leave of absence will be granted to one employee for the purpose of conducting Union business. This would be an additional person on Union leave at worksites where the position of the Union President or Council member has been backfilled for the duration of their term of office. A leave of absence without pay shall be granted to an employee who is a member of the Union and who is:

  • Leave of Absences A leave of absence, subject to the College’s discretion may be granted for a minimum of one term’s absence. All requests for a planned leave of absence from the College, for one term or more, must be submitted in writing to the relevant Head of School for approval at least one full term in advance of the commencement of the leave. The request must include the proposed dates of absence and the reason for the absence. The request can be granted only where all Tuition Fees and Charges and any other amounts owing to the College at the time of the request have been paid in full. For an approved leave of absence, 30% of the applicable Tuition Fees will be charged in advance as a holding fee to guarantee re-entry. This is non-refundable and not offset against future Tuition Fees. In addition to the holding fee, the notebook payout fee will be charged to your Family Account. During a leave of absence, the Student will be provided with a broad outline of the curriculum. A leave of absence will not be considered, nor will Tuition Fees or Charges be refunded where schoolwork is still provided, assessed and supervised and/or reports submitted. On a Student’s final day prior to commencing a leave of absence, any College issued device must be returned to the Centre for Computing and Communications (CCC). Should the parent(s) elect to retain the device throughout the leave of absence period, approval must be granted by the Principal. Upon approval, the full payout fee for the device will be charged.

  • Educational Leave of Absence Leaves of absence may be granted up to six (6) months under the above provisions only if the course would be beneficial to both the University and the employee.

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