Personal Injury While Employed Sample Clauses

Personal Injury While Employed. In the event a teacher is required to be absent due to an injury sustained as a result of an assault and/or battery which is determined to be compensable under workers’ compensation laws while a teacher is properly discharging his/her duties, the teacher shall receive the difference between his/her daily rate paid through workers’ compensation and the teacher’s daily rate for a period up to one hundred eighty-three (183)* contract school days of absence. The absence caused by an assault and/or battery, for a period up to one hundred-eighty- three (183)* school days described above, shall not be charged against the teacher’s sick leave. The Board of Education may require an independent medical or psychological examination at the Board’s expense if there is a question as to the condition of the teacher at any time. A teacher must comply with the workers’ compensation reporting provisions in order to receive the benefits enumerated under workers’ compensation. *(Note: This number shall be adjusted accordingly with any change in the length of the school year for any teacher.)
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Personal Injury While Employed. In the event a certificated employee is required to be absent due to an injury sustained as a result of an assault and/or battery in the course of employment, which is determined to be compensable under Indiana workers’ compensation laws, while a certificated employee is properly discharging his/her duties, the certificated employee shall receive the difference between his/her daily amount (certificated employee’s daily rate) paid through workers’ compensation and the certificated employee’s daily rate for a period up to one hundred eighty-three (183)* contract days of absence. The absence caused by an assault and/or battery, for a period up to one hundred eighty-three (183)* school days described above, shall not be charged against the certificated employee’s paid leave. The Board may require an independent medical or psychological examination at the Board’s expense if there is a question as to the condition of the certificated employee at any time. A certificated employee must comply with Indiana’s workers’ compensation reporting provisions in order to receive the benefits enumerated under workers’ compensation. *The number shall be adjusted accordingly with any change in the length of the school year for any certificated employee.
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Personal Injury While Employed. In the event a teacher is required to be absent due to an injury sustained as a result of an assault and/or battery which is determined to be compensable under workers’ compensation laws while a teacher is properly discharging his/her duties, the teacher shall receive the difference between his/her daily rate paid through workers’ compensation and the teacher’s daily rate for a period up to one hundred eighty-three (183)* contract school days of absence. The absence caused by an assault and/or battery, for a period up to one hundred-eighty three (183)* school days described above, shall not be charged against the teacher’s sick leave. The Board of Education may require an independent medical or psychological examination at the Board’s expense if there is a question as to the condition of the teacher at any time. A teacher must comply with the workers’ compensation reporting provisions in order to receive the benefits enumerated under workers’ compensation. *Note: This number shall be adjusted accordingly with any change in the length of the school year for any teacher Section 6 - Bereavement Leave: Bereavement Leave is available only within ten (10) calendar days following the date of death. Bereavement leave will be granted without loss of compensation and will not be charged against leave days. Bereavement leave days do not accumulate from year to year. When there is a death in the immediate family, up to five (5) days of bereavement leave may be granted. Immediate family in this section is interpreted to mean spouse, domestic partner, child, grandchild, parent, grandparent, sibling, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, and a relative or legal dependent living with the teacher. Bereavement leave for the death of a relative by marriage beyond those listed above, including the teacher’s children’s grandparents, shall be granted not to exceed two (2) days. Bereavement leave for death of an aunt, uncle, niece, nephew, or cousin related either within the family or by marriage shall be granted one (1) day. It is understood that in the event of a death over the summer break, this bereavement leave clause will not apply for a teacher who is not teaching under a summer school contract unless the number of allowable days overlaps with the beginning of the next school year. A teacher who is teaching under a summer school contract will be granted the number of leave days according to the terms of Article II, Secti...
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Related to Personal Injury While Employed

  • PERSONAL INJURY BENEFITS A. 1. Whenever a teacher is absent from duty as a result of personal injury caused by an accident or an assault and/or battery upon the teacher arising out of and in the course of employment, the teacher will be paid full salary (less the amount of any worker's compensation paid for said injury) for the period of such absence not to exceed 189 working days.

  • EMPLOYMENT DISCRIMINATION BY CONTRACTOR PROHIBITED During the performance of this Contract, the Contractor agrees as follows:

  • Personal/Xxxxx’s Leave 7.3.1 All full time employees shall be entitled to accrue paid personal / carer's leave on the basis of 10 days per year (or pro-rata thereof for any period less than one year). Part-time employees are entitled to a pro-rata benefit. Paid personal / carer's leave is cumulative.

  • Compensable Work-Related Injury or Illness Leave An employee who sustains a work-related illness or injury that is compensable under the state workers’ compensation law may select time-loss compensation exclusively or leave payments in addition to time-loss compensation. Employees who take sick leave, vacation leave or compensatory time during a period in which they receive time-loss compensation will receive full sick leave, vacation leave or compensatory time pay in addition to any time-loss payments. Notwithstanding Section 18.1, of Article 18, Leave Without Pay, the Employer may separate an employee in accordance with Article 31, Reasonable Accommodation and Disability Separation.

  • EMPLOYER AND UNION SHALL ACQUAINT NEW EMPLOYEES The Employer agrees to acquaint new employees with the fact that a Collective Agreement is in effect and with the conditions of employment set out in the Articles dealing with Union Security and Dues Check-off. The Employer agrees to provide the name, worksite phone number, and location of the new employee's xxxxxxx in the letter of hiring. Whenever the xxxxxxx is employed in the same work area as the new employee, the employee's immediate supervisor will introduce her to her xxxxxxx. The Employer agrees that a Union xxxxxxx will be given an opportunity to interview each new employee within regular working hours, without loss of pay, for thirty (30) minutes sometime during the first thirty (30) days of employment for the purpose of acquainting the new employee with the benefits and duties of Union membership and the employee's responsibilities and obligations to the Employer and the Union.

  • EMPLOYER AND UNION TO ACQUAINT NEW EMPLOYEES (a) At the time of hire new employees will be advised that a collective agreement is in effect and of the conditions of employment set out in the articles dealing with Union Security and Dues Check-off.

  • Personal Injury Owner and Owner's agents and employees shall not be liable whatsoever to any extent to Occupant or Occupant's invitees, family, employees, agents or servants for any personal injury or death arising from Occupant's use of the storage space or premises from any cause whatsoever including, but not limited to, the active or passive acts or omissions or negligence of the Owner, Owner's agents or employees.

  • Programs to Keep You Healthy Many health problems can be prevented by making positive changes to your lifestyle, including exercising regularly, eating a healthy diet, and not smoking. As a member, you can take advantage of our wellness programs at no additional cost. Wellness Programs We offer wellness programs to our members from time to time. These programs include, but are not limited to: • online and in-person educational programs; • health assessments; • coaching; • biometric screenings, such as cholesterol or body mass index; • discounts We may provide incentives for you to participate in these programs. These incentives may include credits toward premium, and a reduction or waiver of deductible and/or copayments for certain covered healthcare services, as permitted by applicable state and federal law. For the subscriber of the plan, wellness incentives may also include rewards, which may take the form of cash or cash equivalents such as gift cards, discounts, and others. These rewards may be taxable income. Additional information is available on our website. Your participation in a wellness program may make your employer eligible for a group wellness incentive award. Your participation in our wellness programs is voluntary. We reserve the right to end wellness programs at any time. Member Incentives From time to time, we may offer you coupons, discounts, or other incentives as part of our member incentives program. These coupons, discounts and incentives are not benefits and do not change or affect your benefits under this plan. You must be a member to be eligible for member incentives. Restrictions may apply to these incentives, and we reserve the right to change or stop providing member incentives at any time. Care Coordination Care coordination gives you access to dedicated BCBSRI healthcare professionals, including nurses, dietitians, behavioral health providers, and community resources specialists. These care coordinators can help you set and meet your health goals. You can receive support for many health issues, including, but not limited to: • making the most of your physician’s visits; • navigating through the healthcare system; • managing medications or addressing side effects; • better understanding new or pre-existing medical conditions; • completing preventive screenings; • losing weight. Care Coordination is a personalized service that is part of your existing healthcare coverage and is available at no additional cost to you. For more information, please call (000) 000-XXXX (2273) or visit our website. Disease Management If you have a chronic condition such as asthma, coronary heart disease, diabetes, congestive heart failure, and/or chronic obstructive pulmonary disease, we’re here to help. Our tools and information can help you manage your condition and improve your health. You may also be eligible to receive help through our care coordination program. This voluntary program is available at no additional cost you. To learn more about disease management, please call (000) 000-0000 or 0-000-000-0000. About This Agreement Our entire contract with you consists of this agreement and our contract with your employer. Your ID card will identify you as a member when you receive the healthcare services covered under this agreement. By presenting your ID card to receive covered healthcare services, you are agreeing to abide by the rules and obligations of this agreement. Your eligibility for benefits is determined under the provisions of this agreement. Your right to appeal and take action is described in Appeals in Section 5. This agreement describes the benefits, exclusions, conditions and limitations provided under your plan. It shall be construed under and shall be governed by the applicable laws and regulations of the State of Rhode Island and federal law as amended from time to time. It replaces any agreement previously issued to you. If this agreement changes, an amendment or new agreement will be provided.

  • Permanent Part-Time Employees (1) Pay and benefits will be computed on a prorated monthly or pay period basis, such as one-half (½) monthly or pay period pay for a half-time employee, or pay will be computed on an hourly basis, and pay and benefits will be normally prorated on a pay period, pay status basis. Permanent part-time employees in permanent full-time positions will be treated as permanent part-time for purposes of this Article.

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable.

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