LEAVE WITH PAY FOR Sample Clauses

LEAVE WITH PAY FOR. FAMILY-RELATED RESPONSIBILITIES
Sample 1Sample 2Sample 3See All (6)
LEAVE WITH PAY FOR. FAMILY-RELATED RESPONSIBILITIES For the purpose of this Article, family is defined as spouse (or common-law spouse resident with the employee), children (including xxxxxx children or children of legal or common- law spouse), parents (including step-parentsor xxxxxx parents), or any relative permanently residing in the employee's household or with whom the employee permanently resides. The total leave with pay which may be granted under this Article shall not exceed seven decimal five (37.5) or forty (40) hours (according to the employee's Hours of Work Code) in a fiscal year. Subject to clause the Agency shall grant leave with pay under the following circumstances: to take a family member for medical or dental appointments, or for appointments with school authorities or adoption agencies, if the supervisor was notified of the appointment as far in advance as possible; to provide for the immediate and temporary care of a sick member of the employee's family and to provide an employee with time to make alternate care arrangements where the illness is of a longer duration; to provide for the immediate and temporary care of an elderly member of the employee's family; for needs directly related to the birth or to the adoption of the employee's child, which may be divided into two (2) periods and granted on separate days. ARTICLE
Sample 1Sample 2
LEAVE WITH PAY FOR. FAMILY-RELATED RESPONSIBILITIES **
Sample 1Sample 2
LEAVE WITH PAY FOR. RESPONSIBILITIES
Sample 1

Related to LEAVE WITH PAY FOR

  • 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.

  • 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:

  • SICK LEAVE WITH PAY Sick leave with pay for employees shall be determined in the following manner:

  • Other Leave with Pay 35.21.1 This clause shall encompass, but is not limited to, the following:

  • VACATION LEAVE WITH PAY 14.01 The vacation year shall be from April 1st of one calendar year to March 31st of the following calendar year inclusive.

  • Examination Leave With Pay At NAV CANADA’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. Such leave will only be granted where, in the opinion of NAV CANADA, the course of study is directly related to the employee’s duties or will improve his or her qualifications.

  • Eligibility for Sick Leave with Pay Employees shall be eligible for sick leave with pay immediately upon accrual.

  • Leave of Absence With Pay 1. A leave of absence with pay shall be granted to any employee who serves on a jury or as a witness for the federal government, the State of Nevada, or a political subdivision thereof. The employee shall be paid his/her regular salary while on court leave and retain any witness or jury duty fees, when summoned for jury duty or serving as a witness in any case. When an employee, serving in his/her official capacity as a County employee and as part of his/her required duties, serves as a witness in any case, he shall not receive witness fees. Per diem and transportation costs may be paid by the requesting jurisdiction, considering such variables as whether or not the case is a criminal or civil matter, whether it is in State or out-of-state, the length of time the employee is required to stay away from the job and who receives ultimate benefit from the County employee’s testimony. Court leave shall not be charged to any employee’s annual leave balance.

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

  • Utilization of Sick Leave with Pay Temporary employees who have earned sick leave credits in their temporary appointment 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 4 for FMLA and OFLA.)