Guidelines for Usage Sample Clauses
Guidelines for Usage. Each use of the sick leave bank must be supported by an written request for its use from the member and a physician's statement substantiating the need for the member's absence from work. The sick leave bank committee may grant a sick leave bank member use of the sick leave bank up to a maximum of ten days during member's individual contract year. Under special circumstances additional days beyond the original 10 days may be requested. The sick leave bank may only be used for the illness of its members, the member's immediately family (spouse, children, including ▇▇▇▇▇▇ children, or significant others in the household with whom they live), or parent of the member. An individual member wishing to use the bank must wait until he/she has used all of his/her accumulated sick days and personal days. The sick leave committee on an individual basis will consider all circumstances of members not specifically stated under these guidelines. After consideration by the sick leave committee, all decisions will be final as determined by majority vote.
Guidelines for Usage. Paid Bereavement Leave runs concurrently with ▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇ Leave. However, the leave days need not be consecutive. For ▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇ Leave in excess of an employee’s Paid Bereavement Leave allotment, the employee may use any accrued unused leave available to the employee or unpaid leave. Both Paid Bereavement Leave and FEHA Bereavement Leave must be taken in whole-hour increments. Bereavement Leave must be taken within 12 months of the covered death, not to exceed 40 hours of Paid Bereavement Leave total for any one covered death, which is prorated for three- quarter time and half-time employees. Unused Paid Bereavement Leave during a fiscal year does not carry over to the next fiscal year.
Guidelines for Usage. Paid Bereavement Leave runs concurrently with FEHA Unpaid Bereavement Leave. However, the leave days need not be consecutive. For FEHA Unpaid Bereavement Leave in excess of an employee’s Paid Bereavement Leave allotment, the employee may use any accrued unused leave available to the employee or unpaid leave. Both Paid Bereavement Leave and FEHA Unpaid Bereavement Leave must be taken in whole-hour increments. Bereavement Leave must be taken within 12 months of the covered death or Reproductive Loss Event, not to exceed 40 hours of Paid Bereavement Leave total for any one covered death or Reproductive Loss Event, which is prorated for three- quarter time and half-time employees. Unused Paid Bereavement Leave during a fiscal year does not carry over to the next fiscal year.”
Guidelines for Usage. Paid Bereavement Leave runs concurrently with Unpaid Bereavement Leave. However, the leave days need not be consecutive. For Unpaid Bereavement Leave in excess of an employee’s Paid Bereavement Leave allotment, the employee may use any accrued unused leave available to the employee or unpaid leave. Both Paid Bereavement Leave and Unpaid Bereavement Leave must be taken in whole-hour increments. Bereavement leave must be taken within 12 months of the covered death or Reproductive Loss Event, not to exceed 60 hours (56-hour work schedule) or 40 hours (40-hour work schedule) or Paid Bereavement Leave total for any one covered death or Reproductive Loss Event, which is prorated for three- quarter time and half-time employees. Unused Paid Bereavement Leave during a fiscal year does not carry over to the next fiscal year.
Guidelines for Usage. Paid Bereavement Leave runs concurrently with ▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇ Leave. However, the leave days need not be consecutive. For ▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇ Leave in excess of an employee’s Paid Bereavement Leave allotment, the employee may use any accrued unused leave available to the employee or unpaid leave. Both Paid Bereavement Leave and FEHA Bereavement Leave must be taken in whole-hour increments.