Family Care Usage. An employee will be entitled to use one half (½) of his/her annual accrued leave in order that he/she may care for a sick or injured member of his/her immediate family requiring his/her care, or in order that he/she may obtain medical consultation to preserve his/her health. "Immediate family" shall mean the mother, father, grandmother, grandfather of the employee or of the spouse or domestic partner of the employee and the spouse, son, son-in-law, daughter, daughter-in-law, brother or sister of the employee or any person living in the immediate household of the employee.
Family Care Usage. An employee is entitled to use one-half (1/2) of his/her annual accrued leave in order to care for a sick or injured member of the employee's immediate family requiring care. The initial period of time granted, up to one full day, must be charged to the STO bank unless the employee has used 32 hours of STO for absences outlined in 14.2.b in which case the leave is charged to the sick leave, not STO. "
Family Care Usage. An employee who has acquired a sufficient right to sick leave with pay shall be entitled to use one half (1/2) of his/her annual accrual rate in order to care for a sick or injured member of the employee's immediate family requiring his/her care, or in order that he/she may obtain medical consultation to preserve his/her health; however, the initial period of time granted, up to one full shift, must be charged to the STO bank. "
Family Care Usage. An employee may be granted permission to use no more than six (6) days of sick leave per calendar year to care for a member of the employee's immediate family or to obtain a medical consultation. Subsequent days which may be scheduled in accordance with STO scheduling policies shall be charged to STO bank if necessary.
Family Care Usage. Employees may use sick leave to attend to a sick family member as provided by California law. Employees may use Kin Care of up to 50% of their annual sick leave accrual for taking care of a family member per California Law.
Family Care Usage. An employee is entitled to use one-half (1/2) of their accrued annual leave to care
Family Care Usage. An employee will be entitled to use one halfeight days (64 hours) of his/her annual accrued sick leave in order to care for a sick or injured member of the employee's immediate family requiring care, however, the initial period of time granted, up to one full shift, must be charged to the STO bank. The second and third day shall be charged to sick leave if necessary. "
Family Care Usage. An employee is entitled to use all eight (8) days of his/her annual accrued sick leave in order to care for a sick or injured member of the employee's immediate family requiring care. "
Family Care Usage. An employee who has acquired a sufficient right to sick leave with pay shall be entitled to use one half (1/2) of his/her annual accrual rate in order to care for a sick or injured member of the employee's immediate family requiring his/her care, or in order that he/she may obtain medical consultation to preserve his/her health. "Immediate family" shall mean the mother, father, grandmother, grandfather of the employee or of the spouse or of the registered domestic partner of the employee and the spouse, registered domestic partner, son, son-in-law, daughter, daughter-in- law, brother or sister of the employee or any person living in the immediate household of the employee.
Family Care Usage. An employee is entitled to use one-half (1/2) of his/her annual accrued leave in order to care for a sick or injured member of the employee's immediate family requiring care. The initial period of time granted, up to one full day, must be charged to the STO bank unless the employee has used 32 hours of STO for absences outlined in 1214.2.b in which case the leave is charged to the sick leave, not STO. The balance shall be charged to sick leave if necessary."Immediate family" shall mean the mother, father, grandmother, grandfather of the employee or of the spouse or of the same-sex domestic partner of the employee and the spouse, son, son-in-law, daughter, daughter-in-law, the employee’s brother or sister, or any other person living in the immediate household of the employee.
