Ceremonial, Cultural, Spiritual and Bereavement Leave for Indigenous Employees Sample Clauses

Ceremonial, Cultural, Spiritual and Bereavement Leave for Indigenous Employees. ‌ Indigenous employees have a right to manifest, practice, develop and teach their spiritual and religious traditions, customs and ceremonies and may require leave from work to exercise these rights. Definitions: A ceremonial, cultural, or spiritual event under this section includes any event that is significant to an Indigenous employee’s culture. Examples of significant cultural events include, but are not limited to, Hoobiyee, Pow-wows, Sundance, participation in a sweat lodge, coming of age events, feasts or ceremonies held following a significant family event (including the death of a family member).
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Ceremonial, Cultural, Spiritual and Bereavement Leave for Indigenous Employees. Indigenous employees have a right to manifest, practice, develop and teach their spiritual and religious traditions, customs and cere- monies and may require leave from work to exercise these rights.
Sample 1

Related to Ceremonial, Cultural, Spiritual and Bereavement Leave for Indigenous Employees

  • Employment Relations Education Leave ‌ The Employer shall grant leave on pay for employees party to this MECA to attend courses authorised by NZNO to facilitate the employee’s education and training as employee representatives in the workplace. The numbers of days education leave granted is based on the formula of 35 days per annum for the first 280 full time equivalent employees (employees covered by this MECA who have authorised the NZNO to act on their behalf) and a further five days per annum for every 100 full time equivalent employees thereafter. For the purposes of this clause, calculating the number of full-time equivalent eligible employees employed by an employer –

  • Sick Leave Abuse ‌ When the Employer suspects sick leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their sick leave use prior to disciplining the employee, or making reference to sick leave use in the employee’s performance evaluation. The Employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in disciplinary action for an authorized purpose. The Employer may not discriminate or retaliate against an employee for the use of paid sick leave for an authorized purpose.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent Teacher or long-term Occasional Teacher under this Article shall be in accordance with the provisions of the Employment Standards Act, 2000, as amended.

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