Leave with Pay - Compassionate Leave Sample Clauses

Leave with Pay - Compassionate Leave. An employee who has completed her probationary period shall be entitled to leave of absence for up to five (5) consecutive days, in the event of a death in the employee’s immediate family. The leave must include one of the days of the death of the relative or the day of the funeral. The employee shall be reimbursed for any loss of income to which she normally would be entitled and which she did not otherwise earn, as a result of the leave. For this purpose, immediate family is defined as a spouse or same-sex partner; a parent including an in-law, step-parent, xxxxxx parent, child, stepchild, xxxxxx child, grandparent including in-law, step-grandparent, grandchild or step grandchild of the employee, the employee’s spouse or the employee’s same-sex partner; the spouse or same-sex partner of an employee’s child; a brother or sister of the employee including in-law; and a relative of the employee who is dependent on the employee for care or assistance. An employee who has completed her probationary period may request a leave of absence of one day with pay to attend the funeral of other family members. Approval for such requests will not be unreasonably withheld. However, each employee shall be entitled to no more than two (2) days in any calendar year for this purpose. These may be taken in 1/2 day increments. In addition, an employee who has completed her probationary period may request a leave of absence without pay to attend funerals not covered above. In all cases, an employee may request additional time off as necessary to grieve or to assist bereaved family members. In such cases, consideration will be given to utilize available vacation time, or to arrange an unpaid leave of absence. Although every effort shall be made to accommodate such requests, management shall not be obligated to approve them. When requesting compassionate time, the employee shall provide the name of the deceased and the relationship to them in writing with a request for time off form.
Sample 1
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Related to Leave with Pay - Compassionate Leave

  • Taking compassionate leave (a) An employee may take compassionate leave for a particular permissible occasion if the leave is taken:

  • Compassionate Leave (a) An employee is entitled to 2 days of compassionate leave for each occasion when a member of the employee's immediate family, or a member of the employee's household:

  • Bereavement Leave With Pay For the purpose of this Article, immediate family is defined as father, mother (or alternatively step-father, step-mother or xxxxxx parent), brother, sister, spouse (including common-law partner residing with the employee), child (including child of common-law partner), step-child or xxxx of the employee, grandparent, grandchild, father-in-law, or mother-in-law, and any relative permanently residing in the employee’s household or with whom the employee permanently resides.

  • Other Leave with Pay The Employer may grant leave with pay for purposes other than those specified in this Agreement, including military or civil defence training, and emergencies affecting the community or place of work.

  • Leave With Pay Compassionate leave of absence with pay shall be granted for three (3) work days. Up to two (2) additional days with pay shall be granted for travelling time when this is warranted in the judgement of the Employer.

  • Compassionate Care Leave (a) Compassionate care leave will be granted to an employee for up to eight (8) weeks within a twenty-six (26) week period to provide care or support to a family member who is at risk of dying within that 26-week period in accordance with section 49.1 of the Employment Standards Act, 2000.

  • Court Leave With Pay Leave with pay shall be given to every employee, other than an employee already on leave without pay, on education leave, or under suspension who is required:

  • Personal Leave With Pay With prior notification, full-time employees who are eligible to accrue sick leave may use a maximum of six (6) days personal leave with pay per year, provided that such days shall be charged against the employee’s current accrued sick leave. This leave is non-cumulative.

  • Examination Leave With Pay At the Employer's discretion, examination leave with pay may be granted to an employee for the purpose of writing an examination which takes place during the employee's scheduled hours of work, where the course of study is directly related to the employee's duties or will improve his qualifications.

  • Utilization of Sick Leave with Pay Employees who have earned sick leave credits shall be eligible for sick leave for any period of absence from employment due to any of the following reasons: • illness; • bodily injury; • disability resulting from pregnancy; • necessity for medical or dental care; • if the employee is a victim of domestic violence, harassment, sexual assault, or stalking; or the parent or guardian of a minor child or dependent who is a victim of domestic violence, harassment, sexual assault or stalking, pursuant to ORS 659A.270 through 659A.290; • attendance at an employee assistance program; • exposure to contagious disease; • for the emergency repair of personal assistive devices which are medically necessary for the employee to perform assigned duties; • attendance upon members of the employee’s or the employee’s spouse’s immediate family, or the equivalent of each for domestic partners, (parent, wife, husband, children, brother, sister, grandmother, grandfather, grandchild, or another member of the immediate household) where the employee’s presence is required because of illness or death. • parental leave The employee has the duty to insure that they make other arrangements, within a reasonable period of time, for the attendance upon children or other persons in the employee’s care. Certification of an attending physician or practitioner may be required by the Agency to support the employee’s claim for sick leave if the employee is absent in excess of seven (7) days, or if the Agency has evidence that the employee is abusing sick leave privileges. The Agency may also require such certificate from an employee to determine whether the employee should be allowed to return to work where the Agency has reason to believe that the employee’s return to work would be a health hazard to either the employee or to others. (See Section 9 for FMLA & OFLA.)

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