Sick and Bereavement Leave. Section 1. a. Employees shall be eligible to use paid sick leave after thirty (30) calendar days of service with the Employer. Employees shall earn leave as of their date of hire in accordance with the following schedule: Maximum Sick Leave Entitlement Per Year Sick Leave will be earned at the rate of 4.24% of all Regular Hours Paid
Sick and Bereavement Leave. 4.3.1 The provisions of the Holidays Act, in particular clauses 62-72 shall apply in relation to eligibility and entitlement to sick leave (including illness of a spouse or dependant) and bereavement leave. This shall not prevent the employer and employee agreeing to more generous provisions, particularly where the employee is a non-teaching co-ordinator. [Note: The parties agree a permanent non-teaching co-ordinator working regular hours during the school year would meet the eligibility criteria under 4.3.2(a)(i) below on their 6 month anniversary date.] [The following additional clarification is provided by the parties for the avoidance of doubt:
Sick and Bereavement Leave. The Superintendent shall be allowed ten (10) working days of sick leave each contract year. Unused sick leave may be carried over from one contract year to the next succeeding contract year to a maximum of sixty (60) sick leave days. Once the maximum is accumulated, no further sick leave days will be available or granted for the ensuing contract year or years until the accumulated number of days is less than 60, and then only to the extent necessary to restore the total number of available sick leave days to the maximum of 60 days. Upon ending employment, unused sick leave days will not be paid. The superintendent shall be allowed up to ten (10) working days per year for Bereavement Leave. Any days used for Bereavement will be subtracted from Sick Leave days available.
Sick and Bereavement Leave. The Superintendent shall be allowed 10 working days of sick and bereavement leave each contract year.
Sick and Bereavement Leave. 12.1 (a) Following the completion of six months' continuous employment the Employee shall be entitled in each ensuing period of twelve months to five days' paid sick leave.
Sick and Bereavement Leave. A. Sick Leave
Sick and Bereavement Leave. 9.1 Sick leave and bereavement leave entitlements will be provided per the Holidays Xxx 0000.
Sick and Bereavement Leave. Trainees will accumulate 10 days of sick leave over each academic year. Sick leave which exceeds 3 days consecutively or in any given month requires a doctor note. Sick leave exceeding 10 consecutive working days requires completion of medical leave forms (see family leave section below). Trainees may use partial days of sick-leave for doctor appointments and similar issues, if approved by program director. Unused sick leave will not be paid out at the termination of the training program. Sick leave cannot be carried forward to the next academic year, with the exception of parental or planned medical leave, and this must be approved by the program director. Trainees may use a portion of sick leave for bereavement leave in the case of the death of immediate family members of the trainee or spouse. The amount of bereavement leave must be approved by the program director or designee.
Sick and Bereavement Leave. Twelve (12) days of sick and bereavement leave per year which shall not accumulate from year to year. If the Superintendent is absent for more than five (5) consecutive days because of illness or injury, the Board may require a doctor’s certificate confirming that the absence was a reasonable and necessary consequence of his/her illness or injury as a condition of payment. The Superintendent shall not be entitled to any compensation for unused sick or bereavement leave upon the conclusion of this employment. Disability pay shall be required to be taken instead of sick leave for any period Superintendent qualifies for disability pay under the long-term disability policy.
Sick and Bereavement Leave. Heartland Region provides paid sick leave benefits to all eligible employees for periods of temporary absence due to illnesses or injuries. Personnel employed less than twelve (12) months shall be granted twelve (12) sick leave days at the beginning of each fiscal year. Personnel employed for twelve (12) months shall be granted fifteen (15) sick leave days at the beginning of each fiscal year. Certified personnel employed half-time shall be granted twelve (12) half sick leave days at the beginning of each school year. Paid sick leave can be used in minimum increments of ½ day. Unused days are allowed to accumulate to 340 days. Sick leave is defined in State law as personal illness, quarantine at home, serious illness or death in the immediate family or household, or birth, adoption, or placement for adoption. Unused sick leave benefits will not be paid to employees while they are employed or upon termination of employment. As a condition for paying sick leave after 3 days absence for personal illness or 30 days for birth or as the Board or Director deem necessary in other cases, the Board or Director may require that the staff member provide a certificate from: (1) a physician licensed in Illinois to practice medicine and surgery in all its branches, (2) a chiropractic physician licensed under the Medical Practice Act, (3) an advanced practice nurse who has a written collaborative agreement with a collaborating physician that authorizes the advanced practice nurse to perform health examinations, (4) a physician assistant who has been delegated the authority to perform health examinations by his or her supervising physician, or (5) if the treatment is by prayer or spiritual means, a spiritual adviser or practitioner of the employee’s faith. If the Board or Director requires a certificate during a leave of less than 3 days for personal illness, Heartland shall pay the expenses incurred by the employee. The use of paid sick leave for adoption or placement for adoption is limited to 30 days unless a longer leave is provided in an applicable collective bargaining agreement. The Director may require that the employee provide evidence that the formal adoption process is underway.
