Safe Time and Domestic Violence Leave Sample Clauses

Safe Time and Domestic Violence Leave. Victims of domestic violence, sexual assault, or stalking may take reasonable leave from work to take care of legal or law enforcement needs and obtain health care. This leave allows time off to take care of legal or law enforcement needs and to obtain medical treatment, social services help, or counseling. Family members of a victim may also take reasonable leave to help the victim get treatment or seek help. In addition, employees who need Safe Time Leave due to public health issues as detailed below, will be provided with reasonable leave from work to address these situations should they occur. Employees may elect to use PTO in order to have paid leave and EIB will apply if the situation goes beyond sixteen (16) hours. Employees may also opt to take unpaid leave. This leave is in addition to and will run concurrently with other leaves available to employees. In any circumstance, neither leave will be counted as an occurrence for the employee’s attendance profile. If requested, GHC will work with the employee to change the facility they work in either temporarily or permanently. Who is eligible for this Leave?  Victims of domestic violence, sexual assault, or stalking may take reasonable leave from work for legal or law- enforcement assistance, medical treatment, or counseling.  Family members may also take reasonable leave to help a victim obtain needed treatment or services.  "Family member" includes a child, spouse, parent, parent-in-law, grandparent, sibling or person whom the employee is dating.  Safe Time Leave shall be provided to an employee for the following reasons:
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Safe Time and Domestic Violence Leave. Victims of domestic violence, sexual assault, or stalking may take reasonable leave from work to take care of legal or law enforcement needs and obtain health care. This leave allows time off to take care of legal or law enforcement needs and to obtain medical treatment, social services help, or counseling. Family members of a victim may also take reasonable leave to help the victim get treatment or seek help. In addition, employees who need Safe Time Leave due to public health issues as detailed below, will be provided with reasonable leave from work to address these situations should they occur. Employees may elect to use PTO in order to have paid leave and EIB will apply if the situation goes beyond sixteen (16) hours. Employees may also opt to take unpaid leave. This leave is in addition to and will run concurrently with other leaves available to employees. In any circumstance, neither leave will be counted as an occurrence for the employee’s attendance profile. If requested, KFHPWA will work with the employee to change the facility they work in either temporarily or permanently. Who is eligible for this Leave? • Victims of domestic violence, sexual assault, or stalking may take reasonable leave from work for legal or law-enforcement assistance, medical treatment, or counseling. • Family members may also take reasonable leave to help a victim obtain needed treatment or services. • "Family member" includes a child, spouse, parent, parent-in-law, grandparent, sibling or person whom the employee is dating. • Safe Time Leave shall be provided to an employee for the following reasons:
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Related to Safe Time and Domestic Violence Leave

  • Family and Domestic Violence Leave 46.1 For the purposes of this clause, “family and domestic violence” and “family member” are defined in the Award.

  • Domestic Violence Leave Domestic or Sexual Violence Leave will be granted in accordance with the Employment Standards Act as amended from time to time.

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • Child Rearing Leave 7.9.1 A permanent employee, who is the natural or adoptive parent of a child, shall be entitled to an unpaid leave of absence for the purpose of rearing his/her child for a specified period immediately after convalescence from maternity or immediately after completion of appropriate adoption papers. Such leave shall be for a maximum period of nine (9) months and shall be granted upon giving the District at least four (4) weeks notice prior to the anticipated date on which the leave is to commence.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent Teacher or long-term Occasional Teacher under this Article shall be in accordance with the provisions of the Employment Standards Act, 2000, as amended.

  • Qualifying Exigency Leave In the event that a member of the employee’s immediate household is called to covered active duty, such as a short notice deployment (i.e., deployment within seven or less days of notice), the employee will be granted time off to address necessary family matters in accordance with the Family and Medical Leave Act (FMLA).

  • Childrearing Leave 1. Any teacher who has acquired tenure and is expecting a child, or whose spouse is expecting a child, or who has documented plans in the immediate future to adopt or xxxxxx a child of preschool age or a preteen child with special needs or who is non-English speaking, may be granted a long-term leave without pay for child-rearing purposes up to two (2) full semesters or a reasonably requested portion thereof within the same school year.

  • 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.

  • CHILD BONDING LEAVE A prospective father, spouse, domestic partner or adoptive parent is entitled to child bonding leave of up to six (6) months. Child bonding leave must be taken within one (1) year of the qualifying event. Child bonding leave runs concurrent with FMLA/CFRA. The scheduling of child bonding leave (either on FMLA or CFRA) on an intermittent basis and/or requests for a reduced work schedule are subject to mutual agreement by the employee and the Agency/Department Head as allowed by law. Such an employee may elect to take accrued vacation or compensating time off during the period of child bonding leave except that in the case of an employee who is regularly scheduled to work less than the normal full-time workweek for the classification, paid leave shall be granted only for those days, or fractions thereof, on which such an employee would have worked but for child bonding leave. The use of sick leave during child bonding leave shall not be permitted to fathers, domestic partners or adoptive parents unless they are otherwise eligible to use it as provided in Administrative Code Chapter 3-20. Reinstatement subsequent to child bonding leave of absence shall be to the same classification from which leave was taken and the Department Head shall make his/her best effort to return such employee to the same geographical location, shift, and where there is specialization within a classification, to the same specialization. Questions as to whether or not the Department Head has made his/her best effort herein, shall not be subject to the grievance procedure.

  • Domestic Violence 29.01 The Employer and the Union agree that all Employees have the right to be free from domestic violence. Domestic violence, which may involve physical or psychological violence, stalking or economic abuse against a current or former intimate partner, is a widespread societal problem which must be prevented.

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