Leaves of Absence Without Pay Usage Reference Table Sample Clauses

Leaves of Absence Without Pay Usage Reference Table. ‌ Employees will be required to use accrued paid leaves before a leave of absence without pay as shown in the following table:
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Leaves of Absence Without Pay Usage Reference Table. Employees will be required to use accrued paid leaves before a leave of absence without pay as shown in the following table: MOU Section Sick Vacation CTO Comment
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Leaves of Absence Without Pay Usage Reference Table. Employees will be required to use accrued paid leaves before a leave of absence without pay as shown in the following table: MOU Section Sick Vacation CTO Comment During the employee’s own incapacity due to illness or injury. Yes. You may keep 40 hrs. No No During the time needed by the employee to undergo medical or dental treatment or examination. Yes. You may keep 40 hrs. No No When a woman employee is disabled by pregnancy. Yes. You may keep 40 hrs. No No When the employee’s family member is incapacitated by illness/injury and the employee must care for him/her or for care, exam or treatment of a family member.* Yes. You may keep 40 hrs. Yes Yes You may keep 40 hours in any combination of Vacation & CTO
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Leaves of Absence Without Pay Usage Reference Table. Employees will be required to use paid leaves before a Leave of Absence Without Pay (LWOP) as shown in the following table: MISCELLANEOUS LEAVES Employees will be required to use paid leaves before a Leave of Absence Without Pay Event Sick Vacation CTO Comment MISCELLANEOUS LEAVES Employees will be required to use paid leaves before a Leave of Absence Without Pay Event Sick Vacation CTO Comment
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Leaves of Absence Without Pay Usage Reference Table. Employees will be required to use paid leaves before a leave of absence without pay as shown in the following table: Paid leave is required to be used before leave without pay (LWOP) is approved. Event Sick Vacation CTO Comment Employee’s own illness or injury Yes, may keep 40 hrs. No No Employee’s pregnancy disability Yes, may keep 40 hrs. No No Illness or injury of a relative (as qualified in Section 8.13 d) Yes, may keep 40 hrs. Yes Yes May keep 40 hrs. Any combination of Vacation & CTO Illness or injury of a relative as defined in FMLA/CFRA* as qualified in Section 8.23) No Yes Yes May keep 40 hrs. Any combination of Vacation & CTO Non-sick FMLA/CFRA qualifying event (e.g., child bonding leave) No Yes Yes May keep 40 hrs. Any combination of Vacation & CTO Education Leave No Yes Yes Must use all Vacation & CTO Undisclosed reason or extended vacation No Yes Yes Must use all Vacation & CTO *Family & Medical Leave Act (FMLA)/California Family Rights Act (CFRA)
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Related to Leaves of Absence Without Pay Usage Reference Table

  • Leaves of Absence Without Pay Section 13.

  • Leave of Absence Without Pay A permanent employee may be granted unpaid leave either with the right to return or without the right to return. Exception: No paid leave of any kind will be granted an employee who is on suspension as discipline.

  • Special Leave Without Pay Section 1. Employees may participate in a Special Leave Without Pay Program as established by the Hennepin County Board of Commissioners. The Special Leave Without Pay Program period is from date of County Board Approval through December 31, 2021.

  • Approved Leave of Absence With Pay During Vacation When an employee is qualified for bereavement leave, sick leave or any other approved leave with pay during her vacation period, there shall be no deduction from the vacation credits for such leave. In the case of sick leave, this section shall only apply when the period of illness or injury is in excess of two (2) days and a note from a physician may be required. The period of vacation so displaced shall be taken at a mutually agreed time. An employee intending to claim displaced vacation leave must advise the Employer and provide necessary documentation within seven (7) days of returning to work.

  • Maternity Leave Without Pay (a) An employee who becomes pregnant shall, upon request, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than eighteen (18) weeks after the termination date of pregnancy.

  • Other Leave Without Pay At its discretion, the Employer may grant leave without pay for purposes other than those specified in this Agreement, including enrolment in the Canadian Armed Forces and election to a full-time municipal office.

  • Other Leaves Without Pay 10.10.1 Upon recommendation of the Superintendent and approval by the Board of Trustees, leave without compensation, increment, seniority, or tenure credit may be granted for a period of one school year for the following purposes: Peace Corps, care for a member of the immediate family who is ill, long-term illness of the bargaining unit member, service in an elected public office, or professional study or research.

  • Parental Leave Without Pay (a) Where an employee has or will have the actual care and custody of a new-born child (including the new-born child of a common-law partner), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee’s care.

  • Reallocation to a Class with a Lower Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position and chooses to remain in the reallocated position, the employee retains existing appointment status and has the right to be placed on the Employer’s internal layoff list for the classification occupied prior to the reallocation.

  • Military Leave Without Pay An employee in the State service shall be entitled to a military leave of absence without pay during a period of service with the armed forces of the United States. He/she shall, upon honorable discharge from such service, be returned to a position in the same class as his/her last held position, at the salary rate prevailing for such class, without loss of seniority or employment rights. Employees shall make application for reinstatement within ninety (90) days and shall report for duty within six (6) months following separation from active duty. Failure to comply may terminate military leave. If it is established that he/she is not physically qualified to perform the duties of his/her former position by reason of such service, he/she shall be reinstated in other work that he/she is able to perform at the nearest appropriate level of pay of his/her former class. An employee voluntarily or involuntarily seeking military leave without pay to attend service school shall be entitled to such leave during a period of active duty training. Military leaves of absence without pay shall be granted in compliance with the Veterans' Reemployment Rights Law, Title 38 USC Chapter 43. However, such reduction in salary will not be made for an FLSA- exempt employee to testify on temporary military leave except for full workweek increments where such leave causes an absence of one (1) or more full workweeks.

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