PTO Use for Illness Sample Clauses

PTO Use for Illness. Bargaining Unit Employees may use paid time off for an illness or to care for family members who are ill.
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PTO Use for Illness. PTO is available for use for the illness of the employee or the employee’s immediate family. If PTO use for illness exceeds two (2) consecutive scheduled working days, or is on the employee's last scheduled working day before and/or first scheduled working day after the employee's vacation, or exceeds five (5) scheduled working days per year, the City may require the employee to present the certificate of a medical doctor certifying the nature of the illness or injury which necessitated the absence and certifying the employee's ability to return to work. In lieu thereof, if the employee indicates in writing that he/she was not under the care of a doctor, the City may require a written, signed statement from the employee setting forth the reasons for the absence. Upon returning to work following an illness that necessitated the employee’s absence from work, the employee must submit a written, signed request for PTO, stating the reason for such absence. Any employee making a false claim for PTO shall be subject to disciplinary action, including discharge.
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PTO Use for Illness. Bargaining unit employees may use sick leave for qualifying events, as is defined by the Oregon Sick Leave Law (OSLL) and this CBA. Covered family members, for the purpose of sick leave use (as defined by the OSLL) include a spouse, same-gender domestic partner, biological child, adopted child, stepchild, xxxxxx child, same-gender domestic partner’s child, parent, adoptive parent, stepparent, xxxxxx parent, parent-in-law, same-gender domestic partner’s parent, grandparent, grandchild, and any individual with whom an employee has or had an in loco parentis* relationship. In “loco parentis” means in the place of a parent - that is, people with day-to-day responsibilities to care for or financially support a child, or who had such responsibility for the employee when the employee was a child. The provisions listed below are a summary of rights provided by the OSLL:
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Related to PTO Use for Illness

  • Leave for Family Illness In the case of illness of a member of an employee’s immediate family, meaning spouse, son, daughter, father, mother, or person to whom the employee is legal guardian when no one at home other than the employee can provide for the needs of the ill person, the employee may be granted, after notifying her immediate management supervisor, leave with pay up to five (5) working days per fiscal year, for the purpose of making such arrangements as are necessary to permit the employee’s return to work. The immediate management supervisor may require proof of the need for such leave as she considers necessary.

  • Teaching Assistants 1. All Teaching Assistants shall receive the same remuneration per base unit and the difference between the amount paid a Graduate Teaching Assistant and other Teaching Assistants is an associated scholarship. See XIII D. for appropriate compensation.

  • Critical Illness Three (3) days per year with pay shall be granted in the case of critical illness or accident to a member of the employee's immediate family as defined in Section 7.4. A statement by the physician verifying the illness or accident is life threatening and the need for the employee to be present with the immediate family member shall be attached to the employee’s Report of Absence form when submitted to his or her immediate supervisor. To qualify for critical illness leave, the situation must be or relate to an illness or condition involving the danger of death.

  • Abuse and Neglect of Children and Vulnerable Adults: Abuse Registry Party agrees not to employ any individual, to use any volunteer or other service provider, or to otherwise provide reimbursement to any individual who in the performance of services connected with this agreement provides care, custody, treatment, transportation, or supervision to children or to vulnerable adults if there has been a substantiation of abuse or neglect or exploitation involving that individual. Party is responsible for confirming as to each individual having such contact with children or vulnerable adults the non-existence of a substantiated allegation of abuse, neglect or exploitation by verifying that fact though (a) as to vulnerable adults, the Adult Abuse Registry maintained by the Department of Disabilities, Aging and Independent Living and (b) as to children, the Central Child Protection Registry (unless the Party holds a valid child care license or registration from the Division of Child Development, Department for Children and Families). See 33 V.S.A. §4919(a)(3) and 33 V.S.A. §6911(c)(3).

  • Use for Match Prohibited Grantee shall not use funds provided under this Contract for matching purposes in securing other funding without the written approval of the System Agency.

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