Be laid off Sample Clauses

Be laid off. I. The least senior full-time employee who is displaced as a result of the operation of Section G.2 above may: 1) Accept reassignment to the position of the least senior part-time employee in the same title provided the part-time employee is less senior, 2) be laid off, or 3) exercise bumping rights.
Be laid off. If an employee is unable to displace (bump) another employee or was not transferred to an available open position, the employee will be laid off.
Be laid off. I. The full-time employee who is displaced as a result of the operation of Section G.2 above may: 1) Accept reassignment to the position of the three least senior part-time employees in the same title provided the part-time employee is less senior, provided that an employee must bump the least senior employee where that employee works at the same location and has the same shift and hours of the bumping employee, 2) be laid off, or 3) exercise bumping rights.

Related to Be laid off

  • Paid Sick Leave Employees covered by this Agreement shall earn and be granted sick leave of absence with pay under the following conditions and qualifications:

  • Bereavement/Tangihanga Leave 14.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a Tupapaku/deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer and should not be unreasonably withheld and will be exercised in accordance with the Holidays Act 2003.

  • Family Sick Leave Employees may also be granted use of accumulated sick leave by their appointing authority because of illness of the employee's father, mother, brother, sister, wife, husband, child, grandparent, or grandchild, eligible domestic partner or child of eligible domestic partner provided in the judgment of the appointing authority an emergency condition exists. In exceptional cases, such leave may be granted in the event of illness of an employee's father-in-law or mother-in-law, or father or mother of an employee’s eligible domestic partner, when it can be demonstrated that a bona fide illness exists which warrants the employee's personal attendance during her/his normally scheduled working hours. The appointing authority may require a physician's certificate or other substantiating evidence that such illness of one of the above listed family members exists. This provision shall be applied in accordance with the Family Medical Leave Act and all other applicable State and Federal laws.

  • Paid Parental Leave Where an employee takes parental leave under this clause, meets the eligibility criteria in 16.2 (i.e. they assume or intend to assume the primary care of the child), and is in receipt of the statutory paid parental leave payment in accordance with the provisions of the Parental Leave and Employment Protection Act 1987 the employer shall pay the employee the difference between the weekly statutory payment and the equivalent weekly value of the employee’s base salary (pro rata if less than full-time) for a period of up to 14 weeks.

  • Extended Sick Leave When an employee’s salary continuation and short-term disability pay have been exhausted, the employee may request to be placed on extended sick leave if the employee continues to be unable to perform the duties of their position due to the illness or accident. Such request must be made thirty (30) days prior to the expiration of short-term disability payments. Extended sick leave may continue for up to eighteen (18) months from the employee’s last day worked. The time period may be extended by mutual agreement of the University and the POAM. If the employee is released to return to work during his/her extended sick leave, he/she will be offered the next available position for which he/she is qualified. Such position shall be equal in hours to the position previously held, unless otherwise agreed between the University, the employee, and the POAM. The University will pay the cost of COBRA medical coverage during the first twelve (12) months of extended sick leave.

  • Paid Bereavement Leave (1) An Employee shall be granted a minimum of four (4) regularly scheduled consecutive work days’ leave, without loss of pay or benefits, in the case of death of a member of her immediate family or any other relative who is residing in the same household, or any other relative for whom the Employee is required to administer bereavement responsibilities. Where the burial occurs 200 km or more from the City of Ottawa, such leave shall include reasonable traveling time. The total leave shall not exceed six (6) working days.

  • Vacation; Sick Leave During the Employment Term, the Executive shall be entitled to not less than four (4) weeks of vacation during each calendar year and sick leave in accordance with the Company’s policies and practices with respect to its executives.

  • Vacations; Leave The Employee shall be entitled to annual paid vacation in accordance with the policies established by the Board of Directors for executive employees and to voluntary leave of absence, with or without pay, from time to time at such times and upon such conditions as the Board of Directors may determine in its discretion.

  • Vacation, Holidays and Sick Leave During the Term, the Executive shall be entitled to paid vacation, paid holidays and sick leave in accordance with the Company's standard policies for its senior executive officers.

  • Weekends Off In scheduling shifts the Hospital will endeavour to arrange schedules so as to provide for a minimum, of at least three (3) weekends off within a six (6) week period for all full time employees and part time RPN’s, and two weekends off within a six (6) week period for all other part time employees. For full time employees, the Hospital will endeavour to provide every other weekend off. Where a weekend off is not granted as set out above, time worked on such third weekend but not subsequent weekends shall be paid at the rate of time and one-half unless the Hospital, not withstanding its best efforts, was unable to meet this standard. This standard shall not apply where: